Lesson two, what behavior will you see in a new culture and the principles of influencing it? So we've already discussed, that culture is formed through the sum total of lots of people's behavior. And behavior is a function of your thinking. So, before you do something, something's happened in your thinking processes. So actually, the key to this lies at how we can change people's thinking. Now, there's three approaches to this.

There's cognitive approaches, there's behaviorist approaches, and there's social approaches. I'm just gonna summarize all three of those. This isn't gonna go much deeper than this. I just want you to know where these ideas are coming from. So the first approach to try and change people's The havior is to actually change their thinking about something. So start to influence their thinking processes.

So if I do this, it's going to be good for me because I've x y Zed, or this is the right thing to do because of the values that the company holds. And so this is conscious, cognitive reason, thinking that we want to influence the individual to go through to have those cognitive processes that lead them to the conclusion that they should behave in a certain way. So that's one approach to behavioral change. A second approach to behavioral change is a behaviorist approach. behaviorist originally believed that, actually, the brain is a black box, we can't know what's going on inside there. What really matters is actually the behavior that People display and that's the thing we work on.

So we don't worry about trying to change their thinking processes, because we don't know how that works. But what we can do is change people's behavior through a kind of reward system through reinforcement of certain behaviors. And so that's also used in the workplace to try and encourage people to do the right thing. So they get into good habits if you like. And the third element, which isn't talked about that much, but it's really important is the social elements of psychology and how people think, and that's really how others affects what an individual does. So when they're on their own, they might do one thing, when they're in a group, they might do something else.

And there's this whole study of the way that the dynamics of people's social groups and the way that influences their individual behavior, and how you can make use of that effect. So those three approaches are the way that most practitioners when they're trying to do courts change. They operate in either one or all of those. And they're really trying to change thinking in line with behavior. So I've got another exercise for you. So this is the question what behavior will be needed in order to deliver this safety culture?

So please download the exercise sheet and jot down the answers to these three questions. Firstly, what would you be able to observe? Secondly, what will you hear people saying? And thirdly, what will people do when they think no one is watching? So have a think about those questions? Pause the video right here and make some notes.

So this is your future state. This is what you want. To see when you have a safety culture, this is what a safety culture will look like to you. So it's important to spend a bit of time on this, because this will help you to influence people to do those things. So hopefully you've done the previous exercise and you'll have a list of certain behaviors that you'll be looking for, which not only give you evidence that you've now got the culture you wanted, but feed on themselves and generate the culture itself. Now, obviously, I don't know what you've got written on those sheets.

But I thought about this and there's a few suggestions I've got here. So I'm going to show you what those suggestions are. My suggestions that you might be looking for is that you should be seeing members of your team carrying out safety checks, even when they're busy. So often, people should carry out a safety check before they start using a machine for instance. Or before they use some sort of transport. So if you see people doing that, no matter how busy they are, then that's a good sign that you have something approaching to a safety culture.

Here's another one, team members stopping what they're doing to attend to safety. So they might be really busy. They might be in the middle of something. But you notice that when they need to, they are willing and able to stop what they're doing and attend to that safety issue. You look around in your area, and everyone wears the correct peepee personal protective equipment all of the time. Here's something else you might observe.

You might see a team member approaching a colleague You or another manager, or supervisor, to stop a safety violation, maybe they've seen something that you or somebody is about to do. That puts you at risk. And the team member is willing and able to come up to you or that person and just intervene, stop that thing happening. So hopefully you've already got some written down. If you haven't, think about some more, it's really important that you don't just look at the suggestions that I've given you there, but you think about some of your own because you'll need to be targeting those pieces of behavior. So what we're trying to do here is rather than just talk about some rather vague notion of a safety culture, we're actually saying that a safety culture depends upon lots of individual decisions and people doing or not doing certain things.

We're going to target all of those one by one To see if we can start to create the culture from all of those individual pieces of behavior. Now, what are the factors that will help you influence what people are doing? Well, it is complex. But here's some of the things that you can do as a manager. And these will be common throughout all of the different courses. We're doing all of the culture change modules.

Firstly, rules and expectations. So the rules and expectations you set out as a manager, as a leader, of course will have an impact on the behavior of individuals. The belief that there's some personal benefit in it for them, to do it the right way, is another way that you can influence people's behavior to group or tribe that benefit. So if we can convince people That it's not only in their own interests, but in the rest of the team's interests, then that also is a way to influence behavior. course the opposite is also true. So negative outcomes for not doing the right thing towards the individual or the group.

The generation of social expectations or norms that people will do the right things, is also another way you can leverage people's behaviors. beliefs about practicalities, so making it easy to do the right thing and actually making that possible. So it's one thing to have beliefs that it's easy, but making sure actually is practical for them to do the right things and habits and unconscious behaviors that people do without thinking. So the following suggestions are Based upon these known factors, these factors work, they influence people's behavior. And I'm going to use these through the next set of slides and lessons that will help you think about how you can influence your team's behavior around safety.