Safe Care Culture is a Human and Organisational Performance (HOP) program. HOP operates within Safety 11, where people are seen as the solution while in Safety 1 people were seen as the problem. Safety Differently also operates within the HOP framework. That is why Safe Care Culture can lead to profound changes where everyone owns safety and it is no longer just a top down imposed system.
Everyone who operates within the Safe Care Culture [HOP] commitment in their workplace looks after their own safety and everyone else’s simultaneously.
Safe Care Culture [HOP] empowers the organisation and its people and teams to step out of a defensive position [the drama triangle] into a collaborative place [presence] via above & below the line mindset change. This is enabled by a profiling tool that focuses on best self & minimises time in the shadow.
Safe Care Culture [HOP] is a New Possibility – where workplace culture, leadership, and safety management converge. Past successful, evidence-based implementations enable your organisation substantial improvements in absenteeism, safety, engagement, and productivity.
Download your FREE copy now!
Development based coaching is at the core of what I do, working with a holistic view of the human being who thinks [head], feels [heart] and takes action [hands]. Deploying discretionary effort is core.
Working actively with power and trust I can assist you to create the lived culture that you desire.
High performing teams have high trust levels – developing and nurturing this trust is what I can assist you with. Everybody wins in this environment. It creates an upward spiral of performance.
Blameless Review – incorporate Spring Cleans and Interface conversations.
The Impact
All 6 projects were delivered on or before due dates & the outturn [construction] cost reduced by 7%. Napier and Blakely confirmed that some contractors had reduced their prices by more than 20% over the period, even though the building price index had increased dramatically.
The Impact
Strategic aims were confirmed and people were placed into new roles with dignity and respect thus enabling and building engagement and motivation.
Steve’s assistance was invaluable at this important time in our company’s history.
Stephen is an organisational developer and leadership companion. Stephen coaches a number of CEO’s and senior managers around “Delivering and Defining Strategic Aims and Your Development Needs Together Continuously.” Stephen has an uncanny ability to name issues constructively and focus people on the strategic intentions.
Having held a range of directorship roles including Connections (child, youth and family services), Benchmarking Success and Henderson Consultants, he is currently Chairman of the Board at Dyson Group of Companies.
Stephen was the first non-academic to win the International Journal of Logistics Management Best Paper Award. Stephen’s collaborative learning saw the development of a leading model to define world class supply chain management.
And finally the book From Me to We: Design and Build Collaborative Workplaces articulates his vision of organisational life that is good for profit, organisations, teams and individuals.
This book is about a successful, people-centred collaborative approach to business, based on moving the emphasis from ‘me’ to ‘we’. It provides an alternative operating model for organisational life that is both good for people and good for profit.