By Phil La Duke
In any opinion piece, it’s only fair that the author begin by disclosing his or her bias. It’s something I seldom do but I should. I didn’t start out in safety, I earned my degree in adult education (I was under the mistaken impression that the term “adult” meant X-rated—hey I was 18) and organizational development. So it is through this lens that I see the world of safety. I think we should all be leery of any article that claims that safety all comes down to one thing, but, that having been said, I am beginning to think that selecting the right people, appropriately training people not only in safety but in the core skills they will be using day in and day out. Unless you have people who know how to do the job you can’t expect them to do it safely. I should say, that in the many years I worked in training I would get frustrated because executives and managers would come to me demanding me to produce magical training that would get people to do their jobs. I would explain that I could help them if the workers weren’t doing their jobs because they didn’t know how; I dealt in “can’t” behaviors, not “won’t” behaviors. Hell I didn’t even deal in all the possible “can’t behaviors”. I once had a dullard of a director of sales tell me he wanted me to put all his staff through ACT! (a computer software that I believe has gone if not the way of the dinosaur, the way of the bison). I asked him a couple of irritating questions: 1) why do they need it? Because I want all sales activities managed through ACT! 2) Why aren’t they doing it now? Well they don’t even have computers let alone the software. He was, and probably remains a clueless dumbass, and I have dealt with many equally soft headed mouth breathers who believe that training, ANY training, will solve any issue. I’ve also dealt with my fair share of let’s use training instead of discipline. These cowards want training to get people to do things like follow the rules, do their job properly, and or somehow get the people to knuckle under because they’ve attended training. I was the oddest training guy out there, here all the other people couldn’t wait to do training I was hung up on whether or not people really NEED training and will the training do what the sponsor wants and expects it to do. In short, I wasn’t prepared to do training simply for training’s sake.
And yet I sit before you today preaching that training is the key (or at least a very important part of) a successful safety management program.
I came to this conclusion not because I started out working for 10 years designing, developing, delivering, and evaluating the effectiveness of training; rather it came out of a convergence of events: 1) a colleague asked for help putting together a list of recommended readers for developing non-safety consultants familiar enough with key topics (leadership, training, communication, planning, etc.) 2) I read Julie Dirksen’s Design For How People Learn and 3) I agreed to take the OSHA 30-hour course to evaluate it for widespread use at a client.
While it makes sense that a person cannot possibly be expected to do his or her job safely if he or she has not been properly trained in the job. There are a lot of good reasons for companies doing a less than stellar job of training workers:
- A lot of training is just garbage; it teaches pointless trivia, is boring as watching paint dry, and is knowledge-based not skills based. Let’s take that OSHA 30-hour class I am laboring through (what a great way to spend a Saturday). I don’t know who over at OSHA (which is more protective of the content of its training than medieval father was of his daughter’s virginity) but I’m just curious here. What the hell were you thinking when you put together the OSHA 30-hour on-line course? As much as it much stroke your ego to force me to listen to the history of OSHA do I really need it? I mean if you have to grab me by the nape of the neck and force feed me the mission of OSHA can we at LEAST the facts straight—for example saying that it grew out of Triangle Shirtwaist fire is like saying food regulations grew out of Upton Sinclair’s The Jungle. Sure people were outraged, but nobody went to jail, and according to the course it was another 20 years before Roosevelt authorized the government to “advise industry about safety matters” and it was another 60 odd years before Nixon signed OSHA into law. Dirksen has a simple test for whether or not something should be in a training class: a) ask what do they actually need to DO with this? And if the answer is “they just need to be aware of it” then ask yourself “Yeah, but what are they actually going to DO with this again (p.21) b) Ask yourself if the person would be able to do something if they wanted to badly enough. If the answer is yes, it’s not a knowledge or a skills gap (again page 21). c) is there anything, anything at all, that we could do besides training, that would make it more likely that people would do the right thing? (p.21 if you want more reference read the book, it should be required for everyone in safety.) d) and I’m paraphrasing things here, but what bad things would happen if the person didn’t learn this particular point. If the answer is nothing than you are teaching your ego and not skills.
- Training developers are afraid of safety. When I was developing safety training I went out and bought a series of pretty crappy safety training kits. You know the style—pop in a video, administer a quiz and viola, your people have met the OSHA regulatory standard for training in a given subject. It doesn’t matter that they are no more skilled then they were before the class but the company is protected. Internal training departments don’t want anything to do with safety because they figure (as I did) that it’s better to have crappy training that meets the regs and gives you someone to sue if it isn’t right than it is to make a mistake and either no longer meet the OSHA reg or worse yet get something wrong and lead to the injury of a worker. All and all it’s better to put up with bad safety training than risk it.
- Safety training is, as I said, boring. So boring in fact that it bears repeating. Julie Dirksen has all sorts of cool information on why boring training is something that we seldom retain—for the how and whys order the book you cheap bastards you get my book reports for free at least help her make a living. And no, I have never met the woman, but I hope someday I get the opportunity, she taught this smug old dog some tricks.
- But if we don’t fix our safety (and more important largely nonexistent core skills training) we are doomed to a workplace fraught with ignorant people trying to figure out how to do the job correctly. It’s like having the Three Stooges fix your plumbing. Next week… I’ll tell you how to do shadow training effectively.
- I posted a link to IMPROV training’s latest course that turns the idea that safety training HAS to be boring on its ear. IMPROV training: Making Safer Choices Excerpt I’ve seen the entire collection of micro lessons (2-3 minute lessons that teach a single point used singularly as safety messaging or combined into a class) and I’m impressed. I voted for it in the ISHN reader’s poll and I hope you will consider doing so as well http://awards.ishn.com/readers the material is good, it’s an amusing if not funny look at some serious topics and since the company is just starting out, it could use your support if not your business.