Lesson seven, your team safety culture within your organization. So I want now so have a think about how this course fits in to any kind of wider organizational change or even just the organization as it is. So I want to make this point quite clear that this course is not an alternative or a competitor to your organization's safety systems. In fact, it's not about systems at all. It's about behavior. So the emphasis here isn't on finding safety systems to implement.

It's about thinking about the people you've got and how you get them to follow those systems and processes. So safety culture, absolutely should set into your existing health and safety system. processes is complimentary. It's not contradictory. Okay, so Who's this guy? Well, this is the health and safety officer or manager.

Now modern organizations try to avoid the health and safety manager being the only person who cares about safety. They want safety to be something that everybody cares about. So if you have a safety officer or a safety manager, and you talk to them about a culture of safety or a safety culture, most professionals will understand what you're talking about, and what you're trying to do. And most of them will want to help because actually makes their job a lot easier. And it's the way forward with health and safety. So what happens if you happen to be in a hostile environment for safety?

So what do I mean by that? Well, if your organization is hostile to improvement on safety, or to To change, it might not be possible to go it alone. Now, I did mention at the beginning, that why ways for the whole organization to change, why not create your own bubble, if you like your own team of excellence, your own culture that you're looking for, that you can kind of make self contained. And that's absolutely possible and practical. What might be more difficult though is if your manager or if the organization is actively hostile to the culture change, then you might have a bigger decision to make. And if we're talking about safety, then those decisions could be Is this a place I want to carry on working?

Or are there things that I need to escalate further to actually blow the whistle on some practices that are potentially dangerous Now, those are very difficult decisions that some managers have to make and some managers are able to make them do make them and in my view show and heroic attention to what needs to be done, but it's not easy. So you might have a difficult decision to make. But from my experience, most organizations do want to improve and will support the idea. And if you do get that safety culture that we've been talking about through this course, your example could make a wider difference. And sort of final word on organizational consequences is there are often unexpected, positive consequences from creating a safety culture something that I found myself when I've done this work, nearly always you will have some additional benefits, such as improved quality, improve morale, improved engagement with the workforce and used To get better process control.

Now, other times it might reveal something you perhaps didn't really want to say, but actually did need to know. So it can reveal bring to the surface, some underlying issues that you're better off knowing. But that might feel like a bit of a nuisance that you've got to deal with this thing that it's that it's dredged up. And that can often be the way people feel about the priorities and how they feel about working in your organization. So you might start to bring some of those things to the four. That can sometimes be a little bit difficult, sometimes a bit emotional, but it gives you an opportunity to do something about it.

So even that is a win in my view if you handle it correctly.