{"id":40206,"date":"2019-06-24T09:29:32","date_gmt":"2019-06-24T13:29:32","guid":{"rendered":"https:\/\/stagingweb.trainingindustry.com\/?post_type=articles&#038;p=40206"},"modified":"2024-07-19T11:21:16","modified_gmt":"2024-07-19T15:21:16","slug":"the-business-of-learning-episode-18-effective-safety-training-the-product-of-a-safety-culture-and-strategic-alignment","status":"publish","type":"articles","link":"https:\/\/trainingindustry.com\/articles\/compliance\/the-business-of-learning-episode-18-effective-safety-training-the-product-of-a-safety-culture-and-strategic-alignment\/","title":{"rendered":"The Business of Learning, Episode 18 \u2014 Effective Safety Training: The Product of a Safety Culture and Strategic Alignment"},"author":27,"featured_media":40208,"template":"","tags":[847,1015,1720,1719,1372,1532,2916,1668],"class_list":["post-40206","articles","type-articles","status-publish","has-post-thumbnail","hentry","tag-compliance","tag-compliance-training","tag-health-and-safety","tag-health-and-safety-training","tag-risk","tag-risk-management","tag-safety","tag-safety-training","global_topic_tax-compliance"],"acf":{"sponsored":false,"gated":false,"gated_content_type":"","file_attachment":null,"gated_content":"","form_instruction_header":"To access the full article, please fill out the form below:","pardot_html_embed":"","author_override":true,"author_name":"Training Industry, Inc.","author_image":"","author_bio":"","excerpt":"In this episode of The Business of Learning, safety training experts\u00a0Bridgette Wilder (City of Memphis) and Fred Stawitz share their tips on making safety training engaging, the role of training in risk management and mitigation, and emerging technologies.","main_content":"Effective safety training requires a safety culture and alignment with business goals. In this episode of The Business of Learning, safety training experts\u00a0Bridgette Wilder (City of Memphis) and Fred Stawitz share their tips on:\r\n<ul>\r\n \t<li>Making safety training engaging.<\/li>\r\n \t<li>The role of training in risk management and mitigation.<\/li>\r\n \t<li>Emerging technologies such as <a href=\"https:\/\/trainingindustry.com\/glossary\/virtual-reality-and-augmented-reality\/\" target=\"_blank\" rel=\"noopener\">VR\/AR<\/a> and artificial intelligence.<\/li>\r\n<\/ul>\r\nListen Now:\r\n\r\n<iframe style=\"border: none;\" title=\"Episode 18, Effective Safety Training: The Product of a Safety Culture and Strategic Alignment\" src=\"https:\/\/www.podbean.com\/media\/player\/ptes5-e4217c?from=pb6admin&amp;download=1&amp;version=1&amp;auto=0&amp;share=1&amp;download=1&amp;rtl=0&amp;fonts=Helvetica&amp;skin=1&amp;pfauth=&amp;btn-skin=107\" width=\"100%\" height=\"122\" scrolling=\"no\" data-name=\"pb-iframe-player\"><\/iframe>\r\n\r\nResources mentioned in this episode:\r\n<ul>\r\n \t<li><a href=\"https:\/\/www.osha.gov\/quicktakes\/\" target=\"_blank\" rel=\"noopener\">OSHA \u201cQuick Takes\u201d<\/a><\/li>\r\n \t<li><a href=\"https:\/\/trainingindustry.com\/articles\/strategy-alignment-and-planning\/the-business-of-learning-episode-eight-working-and-training-in-the-age-of-automation\/\" target=\"_blank\" rel=\"noopener\">The Business of Learning Episode Eight: Working and Training in the Age of Automation<\/a><\/li>\r\n<\/ul>","full_width":false,"content_band":[{"acf_fc_layout":"content_area","wysiwyg":"Enter your email address for a free preview of the research series \u201cTraining Strategies for Safety and Risk Management.\u201d\r\n\r\n[hubspot type=\"form\" portal=\"47185625\" id=\"ddb59aee-ee83-458a-bd46-fbe2ebc08451\" version=\"v4\"]"},{"acf_fc_layout":"content_area","wysiwyg":"Below is a full transcript of this episode.\r\n\r\nVoiceover: Welcome to The Business of Learning, the Learning Leaders\u2019 Podcast from TrainingIndustry.\r\n\r\nScott Rutherford: Hi, and welcome to The Business of Learning podcast. I\u2019m Scott Rutherford here at Training Industry, with my co-host, Taryn Oesch, the managing editor of TrainingIndustry.com.\r\n\r\nTaryn Oesch: Hi! Recently, Training Industry\u2019s research team released a series of reports that explored the critical importance of learning and development in helping companies manage risk. Today on the podcast, we\u2019re discussing risk management through safety training, how to make it more engaging, and how it can support the role of learning and development as critical to the business.\r\n\r\nScott Rutherford: And we should mention this episode of The Business of Learning is sponsored by the Certified Professional and Training Management Program.\r\n\r\nVoiceover: Hi. I\u2019m Brandi, and I\u2019m the learning program administrator for the Certified Professional and Training Management Program. The CPTM program was designed to convey the essential competencies you need to manage a training organization. And when you become a CPTM, you gain access to alumni resources, like monthly peer roundtables and a full registration to the Training Industry Conference and Expo. If you start today, you can earn the CPTM credential in as little as two months. To learn more, visit CPTM.TrainingIndustry.com.\r\n\r\nTaryn Oesch: Today on the podcast, we\u2019re talking about safety training with our guests: Bridgette Wilder, the equity, diversity, inclusion and safety officer for the city of Memphis, and Fred Stawitz, who works in regulatory compliance for Kinder Morgan Inc. Bridgette, Fred, welcome.\r\n\r\nBridgette Wilder: Thank you. Appreciate being here.\r\n\r\nTaryn Oesch: All right, Bridgette, can you start just by introducing yourself to us and telling us a little bit about your work?\r\n\r\nBridgette Wilder: Well , as you mentioned, my title is equity, diversity, inclusion and safety. And I work with the city of Memphis. We have close to 8,000 employees, and part of what my area does is that we educate our employees about the importance of workplace safety and that safety is the responsibility of all of us, and not just the human resources area. And we focus on, as well, making safety about our culture and who we are, so that safety\u2019s not thought of as a program or initiative, but, again, rather as who we are as an organization, wanting to provide a safe, risk-free environment for our employees.\r\n\r\nTaryn Oesch: All right, and Fred, what about you? What do you do at Kinder Morgan?\r\n\r\nFred Stawitz: Well actually, at Kinder Morgan, I work in regulatory compliance, and I\u2019m not a representative of Kinder Morgan for purposes here. I write, research on the factors that impact in the workplace environment on safety, productivity, customer service and particularly sustainable profitability. I\u2019ve worked in aerospace and energy industries, and my background is in setting up technical training programs. I also operate a small publishing house that brings to light voices that are of benefit to the world.\r\n\r\nScott Rutherford: Well, great, we\u2019re glad to have you here on this episode. Let\u2019s, maybe, if I can start off by setting a little bit of a broad framework, which is to say that safety training and compliance training are sometimes grouped together. Maybe, let\u2019s talk about how they\u2019re different. I mean, do you think about compliance training and safety training as two parts of the same whole, or should we really think of them separately?\r\n\r\nFred Stawitz: I\u2019ll start out. I think of compliance training as pretty much the baseline of, there\u2019s a mandate to do either training or evaluate employees on a particular process or skill or a particular performance that you want out of the workforce that the regulatory agency is mandating. And so, I see that as, you need to meet that mandate pretty much. That mandate may be on or off target for actually providing a more safe environment or not.\r\n\r\nOften it is on target, but sometimes, not so much. Safety training, then, there\u2019s safety training in terms of regulatory mandates also, but if you\u2019re talking about safety training in terms of how to provide a safer work environment for employees, how to ensure that bad things don\u2019t happen in that environment, than that\u2019s more up to the company to provide a higher standard of delivering competencies.\r\n\r\nScott Rutherford: Thanks, Fred. And Bridgette, you spoke a little bit about building a safety culture.\r\n\r\nBridgette Wilder: Right.\r\n\r\nScott Rutherford: How does that work when you\u2019re doing the, maybe, the \u201cmust-do\u201d of compliance training with, maybe, there\u2019s a mixture of what you have to do, as Fred was just saying, and maybe what you\u2019d want to do proactively. How do you bring those two together into a culture of an organization?\r\n\r\nBridgette Wilder: Well, we view them as being co-joined. The, again, the compliance, as said before, is regulatory-driven, it\u2019s the baseline standard. The safety training is really a communication on making aware your employee base about what that standard is, so that they can operate and behave in a way that creates that safety in the work environment. And I think that when you inculcate it into your culture, is, that you have to walk the talk every day, and ensure that each level of the organization understands that there is a role that each of us play in ensuring that the work environment is safe.\r\n\r\nBecause our goal is that we want to create a positive health and safety culture where it becomes second-nature. So, I think if you\u2019re talking about it all the time, not just from a compliance perspective, but that we\u2019re wanting to do this to show that as an employer, we care about you, and we want you to be safe in the work environmental, but it\u2019s a partnership, and that\u2019s how it becomes part of the culture.\r\n\r\nTaryn Oesch: Okay so, drilling down a little bit more, what do the safety training programs cover at your organizations?\r\n\r\nFred Stawitz: Speaking generally in oil and gas, they usually cover the regulatory mandates of a spectrum from DOT to OSHA to environmental issues.\r\n\r\nBridgette Wilder: Right, and for the city of Memphis, because we are a city government, our employee base ranges from public safety employees, which is inclusive of police, fire, police dispatchers, office administration [and] people that work out among the public doing maintenance and general services, those type of things. So, our safety training has to cover a broad base, anything from confined space, emergency action plans, slip and falls. Because we touch so many different areas that have risk to it, it just requires us to have a diverse training beyond the required things that we have to do for regulatory compliance.\r\n\r\nScott Rutherford: Okay. So I , and I want to maybe address sort of the elephant of the room here, when we\u2019re talking training for safety purposes and for compliance purposes, there is a, I will safely say it\u2019s an overgeneralization, but very often, we\u2019ll hear complaints that pertain to mandatory training for employees, particularly about safety training, that it\u2019s boring and that there\u2019s resistance to it. And those are obviously problems, because from the perspective of the training organization, you have learner resistance, which can lead to lower engagement and, ultimately, a less effective program. So, I\u2019d like, maybe, to get your thoughts about the challenges of making compliance and safety training engaging. How do you make that, how do you address that challenge in your organizations? And Bridgette, why don\u2019t I throw that to you first?\r\n\r\nBridgette Wilder: Well, that is certainly true, whether it\u2019s compliance or anything that\u2019s related to your human resources aspect. You do get that feedback that, \u201cOh, I got to go to that? That\u2019s going to be kind of boring to me.\u201d But what we have found throughout our trainings, that people learn more effectively if they\u2019re able to engage and be interactive in the training, because they learn better from doing versus just watching us facilitate. So, we provide opportunities for them to interact with us through roundtable discussions, peer-on-peer teachings, we have quarterly meetings where they can bring their topics of concern to\u00a0 us, and we come up with solutions. We also do one-on-ones.\r\n\r\nSo, we try to offer a variety of ways for them to get the necessary training, but also for us to comply with the regulations and the laws, because there are so many fines associated with not being in compliance. But at the same time, you don\u2019t want people do feel like they\u2019re memorizing something. You want it to be inculcated into their daily behavior. And so, by having them do the engagement of interactive participation, that certainly helps.\r\n\r\nFred Stawitz: And those are great techniques and suggestions. One of, kind of at a bottom line, if you can connect the employee with their motivation, the, \u201cI don\u2019t want to be here,\u201d is that they\u2019re not seeing a direct connection with what they\u2019re going to learn in that class, if anything, with the job or their needs. And if you can make that connection, then you can tap into their motivation, and then that\u2019s what makes learning very effective \u2014 is if the learners themselves are motivated to acquire the knowledge and competencies.\r\n\r\nScott Rutherford: Is it easier to make that connection when you\u2019re in sort of a high-consequence environment? I mean, obviously, I think, Fred, you\u2019re talking in the oil and gas industry, if there\u2019s a, I\u2019m going to wager to say, everyone\u2019s acutely aware of what issues can be caused by non-compliance. And Bridgette, I also, you\u2019re representing a government entity, and there\u2019s certainly potential high-consequence interactions between your team and the public. So, is that a motivator? Sort of the fear factor of what happens if things go wrong?\r\n\r\nFred Stawitz: I think that\u2019s kind of a small motivator. That probably isn\u2019t nearly as effective as what Bridgette was talking about, with engaging with the individuals and seeing what their questions are and kind of making it personal for their experience.\r\n\r\nBridgette Wilder: And I firmly agree with that, because, as I mentioned, we have public safety-related roles, such as fire and police and police dispatchers. When you go into that type of field, you have a certain level of expectation that there\u2019s risk, and I think that you ought to have a certain level of fear to even do that type of work. But at the same time, learn the techniques to stay as safe as you can, because your goal is to be able to serve the public and to do the best that you can, but also to remain healthy and safe while you\u2019re doing it. So, I think that\u2019s an influencer, but their motivation is to be able to stay healthy to be able to serve the public and to be there for their families.\r\n\r\nFred Stawitz: Something that\u2019s a little bit relative to that, is what some organizations are starting to do is assign employees in terms of their traits. In a high-risk environment, you\u2019d want an employee that has a tendency towards not taking risks, and if you can match those things up, then you\u2019re more able to also match up their motivation for warning in that arena.\r\n\r\nBridgette Wilder: Right.\r\n\r\nTaryn Oesch: How do your programs engage with your customers or your clients?\r\n\r\nBridgette Wilder: Well, with us being city government, the public are our customers. And so, by us being able to do our jobs and have environments where they are very cognizant of the hazards in the environment and how they go about doing their job, is going to impact not only their internal employees and peers, but it\u2019s going to impact the public. So, for example, we have a water treatment plant. Going back to the police dispatchers, when they get that emergency call, they have to be able to remain calm and to be able to maintain their own stress levels to deal with unexpected reactionary things without being reactionary themselves.\r\n\r\nSo, we\u2019re constantly engaging with the public, given that we are city government. And so, the employees that we have in each of our roles, we want them to understand the impact that they have, not only on the external customer but on internal customers as well. Because we have to be cognizant at all times to be as safe as we possibly can.\r\n\r\nScott Rutherford: So, how do you look at, and, Bridgette and Fred, I guess this, you can both respond from your perspectives, but how do you look at training that, in general terms here, is intended to mitigate risk, and how do you measure success? I mean, is that something that you have to have cooperation from other parts of the organization, say office of corporate council, legal council, operations or other maybe civic departments, in the case of you, Bridgette?\r\n\r\nBridgette Wilder: Well, we measure success based on two categories, one being proactive measures, where we try to determine safety performance prior to a loss or potential event. So, we\u2019re always trying to do a safety audit, and then meeting with leadership to identify what we identify as potential hazards that need corrective measures. And then, we have reactive measures that determine performance based upon loss events, so that we can look at both of those types of measures, whether they be proactive or reactive, and determine what can we do in terms of forecasting and implementing initiatives to minimize or eliminate that risk.\r\n\r\nSo, with that in mind, sometimes those measures that we\u2019re wanting to implement are going to cost money. Sometimes, those measures are going to mean change management across the organization. So, it\u2019s really critical that we do have the support of leadership as well as employees, and as well as our customers that we\u2019re serving, to be able to make that happen. Because change, as we all know, is not easily grasped or accepted. But when you\u2019re talking about risk management, it goes from a, \u201cI hope\u201d to, \u201cDo,\u201d to a, \u201cMust Do,\u201d so you need support to make that happen.\r\n\r\nScott Rutherford: And, Fred, what\u2019s been your experience in terms of engaging other stakeholders in the organization in helping to measure the effectiveness of compliance training?\r\n\r\nFred Stawitz: One of the biggest challenges in terms of training in general is kind of a knee-jerk reaction from upper management that training solves all issues \u2014 that if there\u2019s an issue, OK, put together a class, train some people, and that\u2019s going to solve the issue. And I would separate the training from the issue, in the manner of, training provides people with competencies. And if you provide them with the proper competencies, then you can guide their behavior to correct an issue in the workplace. If you do training, you\u2019ve got to make sure that what you\u2019re providing them are the competencies that will correct that problem.\r\n\r\nYou could theoretically provide a training class that provides a certain set of competencies that have nothing to do, or have little to do, or won\u2019t impact, what the actual problem is. So one of the, a discussion I have quite frequently in past organizations is in terms of, \u201cThat\u2019s not going to solve your problem. That\u2019s a management issue, it\u2019s an authority worker management type of situation, and let\u2019s think in this other direction. Putting a training program, putting a training class together to address that won\u2019t have the impact that you think it will.\u201d\r\n\r\nBridgette Wilder: Right. And I think on top of that, you have to start with communicating with leaders where they are. And many times, with leadership, even though they know safety is important, you have to speak about safety and compliance from a business priority perspective \u2014 so, being able to tie in what they are trying to achieve from a business priority and tying that into the impact, that if we don\u2019t have safety measures in place, and not just training once a year, but constantly looking at it like we do any type of business value proposition, then we\u2019re not going to be able to achieve those business priorities.\r\n\r\nSo, I think changing the mindset by meeting leadership where they are is going to greatly move away the concept of \u201cSet it and forget it,\u201d once-a-year training, to making it be a priority and tying it, to being impactful of the organization being able to achieve goals.\r\n\r\nFred Stawitz: And that means the training professionals need to be a strategic partner with the management group, and have an understanding of where they want to drive the organization and using training as a change tool to help move it in that direction.\r\n\r\nScott Rutherford: Yeah. That\u2019s so often a theme that we talk about here, the whole notion of strategic alignment and the importance of making sure that you\u2019re having a conversation at the strategic level first before you then move into tactics of training programs. So that\u2019s, I think that that observation is a common pain point for sure, across all learning and development.\r\n\r\nTaryn Oesch: Yeah. Safety training, by its nature, has a lot of changes that have to happen to it due to changes in laws and regulations, so how do you keep your training content up to date with those regulatory changes?\r\n\r\nFred Stawitz: One mechanism is to tie the content of your training to both a subject matter expert and to your policies and procedures. So when those change, then that will flag and drive a change and update in the training content.\r\n\r\nBridgette Wilder: The other thing I think is important to do, on top of the policy and the training being linked, if you have the bandwidth and the necessary staff, assign different individuals to identify and keep up with those changes, because as you said, the regulatory changes are constantly changing, so you have to have more than a single source of knowledge to be able to keep track, as well as to be able to implement the necessary compliance.\r\n\r\nSo, in addition to assigning someone to handle different areas and to stay abreast and update those policies and so forth, there are some free tools that you can utilize \u2014 for example, going onto the OSHA website. The Department of Labor has an OSHA newsletter called OSHA Quick Takes that gives you a high level overview of what\u2019s going on within the OSHA environment for various industries and how they are applying OSHA regulatory standards. It also gives you the legal perspective of, when organizations don\u2019t comply, the penalties that they face.\r\n\r\nKeeping in touch with your network organization, such as National Safety Council, they\u2019re, if you are a member, they\u2019ll provide you information about different compliance and regulatory issues. So there are a variety of things that you can do to stay abreast of what\u2019s going on in the regulatory area.\r\n\r\nFred Stawitz: And if you package the training in a more modular fashion, even though you may deliver several modules at one time, but if you package it that way, it\u2019s easier to do the updates.\r\n\r\nBridgette Wilder: Right.\r\n\r\nScott Rutherford: Very good tips. And we\u2019ll try to put a link to the OSHA Quick Takes resource in the show notes for this episode of the podcast so people can find that more easily. But speaking about, sort of, keeping up with what\u2019s new, [I] wanted to get your thoughts on how emerging technologies are affecting safety training. I\u2019ve certainly seen the emergence of augmented reality as being, a tool being used in training programs, and wondered if you could share some thoughts on the potential for tools like virtual reality, augmented reality or even artificial intelligence, as it pertains to safety and compliance?\r\n\r\nFred Stawitz: Well, in terms of the digital technologies, first of all, implementing them into the workplace is somewhat disruptive. And so, if you don\u2019t have a well-tuned training effort in place to elevate the skills of the workers that are intended to utilize those technologies, then there\u2019s, they\u2019re going to cause more of a disruption than would be necessary if you had the training effort on top of that. In terms of utilizing them as tools for training, the VR is particularly, the virtual reality is particularly interesting in terms of recreating a entire workspace and letting the individual operate within that workplace, learn where things are, learn how to operate different equipment and stuff, some of the fine=tuning of the tech and operating equipment is still in flux in that arena.\r\n\r\nBut the virtual reality is going to, is altering the way that certain training is done and making that training more realistic in terms of the connection to the job. And then, the augmented reality is an interesting factor in terms of actual operations in that it\u2019s, uses the goggles with the kind of heads-up display type of thing that you might have seen on an aircraft. It allows communication of the individual with the environment and flagging of hazardous spaces before they move into those hazardous spaces, information about the equipment, if they need that, simply by looking at the equipment, sometimes.\r\n\r\nAnd there\u2019s different ways of doing that with a digital double and\/or tagging the equipment, but it\u2019s, the whole set of digital technologies is altering, to a large degree, the way business is done and the way training has to operate to keep pace.\r\n\r\nScott Rutherford: Yeah. Bridgette, I would imagine there would potential applications in the government setting as well. We talked about just taking the public safety staff example, where you can use those tools to expose first responders to sort of high-stakes scenarios in a simulation or an immersive simulation before they have to encounter it in the real world.\r\n\r\nBridgette Wilder: Right. And that\u2019s a true benefit for environments and entities such as us, because as you just said, it allows you to take a high-risk environment, create it in a safe environment, but yet also, at the same time, allows them to have learning transfer, so that they know in advance how they\u2019re going to react in a situation. So, it allows them to react within a safe environment, while at the same time transferring it to real-life scenarios that they could encounter in doing their work. And so, that\u2019s a true benefit when you\u2019re looking at trying to teach employees about hazard identification, safety procedures, or emergency situations. Having that virtual reality allows them to know how to react when they actually encounter it.\r\n\r\nOne thing I like to always remind organizations that are thinking about utilizing AI or virtual reality, that they can\u2019t forget the importance of HI \u2014 meaning human intelligence. AI is going to provide you great tools, but it\u2019s not going to replace the importance of the human factor in making analysis and making decisions. I kind of think of AI and virtual reality as sort of like the bionic man. Technology made Steve Austin be better than he was before, and it gave him tools that allowed him to take what he could\u2019ve done in the past to a higher level. But the important thing about it, it didn\u2019t take away his humanity. So we need artificial intelligence and virtual reality, but we have to balance that with the human factor.\r\n\r\nFred Stawitz: And we\u2019re quite a ways off before artificial intelligence is going to actually compete with human intelligence. Where it is now is that artificial intelligence operates very well within a very confined topic area. So if it\u2019s, say, monitoring the temperature in a building, then it can home in on that and it can just determine trends and drafts and all the kind of different things going on with the temperature and the flow of air. But it doesn\u2019t cross boundaries very well. And that\u2019s what humans do. Humans can monitor the temperature, they can operate equipment at the same time, they can carry out a conversation on the phone, they can multitask. And the artificial intelligence won\u2019t get there for another few decades.\r\n\r\nTaryn Oesch: What about the virtual and augmented reality, is that something that you\u2019re using, is that something that you think is kind of still in the early stages, where do you think we are with that?\r\n\r\nFred Stawitz: In established industries and in western countries, the, it\u2019s starting to make encroachments into large industry. But it\u2019s kind of in somewhat predictable areas with the goggles, particularly the artificial reality goggles where you actually see through the goggle, but you have information that\u2019s presented up on the screen, like would appear on your glasses, that\u2019s probably the first technology that\u2019s really going to make a difference as far as employees notice. The artificial intelligence is making inroads, but that\u2019s kind of behind the scenes and in the, managing the big data sets that companies are gathering and looking at finding increased understanding of what that data can tell us.\r\n\r\nTaryn Oesch: And, Bridgette, what about in the government sector? Do you think, are virtual reality and augmented reality, are these things happening much yet, or do you think that\u2019s still a ways away?\r\n\r\nBridgette Wilder: I think that it\u2019s something that\u2019s being considered now, because within government entities, and particularly with city government, the finding aspect of it can always be a challenge. But we also know in order to attract the talent and retain the talent that we need, we\u2019re going to have to move towards things such as artificial intelligence, data analytics, and the virtual realty, because that\u2019s what the workforce is moving toward and what your future generations of employees are going to be expecting. It\u2019s certainly something that we\u2019ll be able to utilize in the future, how long it\u2019s going to take for us to be able to, to fully, to embrace all of that technology, that\u2019s yet to be seen.\r\n\r\nTaryn Oesch: Interesting, so it\u2019s a talent attraction tool, as well as a learning tool?\r\n\r\nBridgette Wilder: Correct.\r\n\r\nFred Stawitz: And I\u2019d also consider that that technology is workable, it\u2019s available, and the slowdown in implementation is not on the technology side; it\u2019s on the user side of just understanding and being willing to pay for the implementation, realizing that implementation is going to cause some type of disruption to processes. So, it\u2019s a constant evaluation of, if we implement digital technologies in a particular area, what\u2019s the expense of that, what are we doing already, and what\u2019s the return of that expense or investment?\r\n\r\nScott Rutherford: And given that it\u2019s an emerging area, and I realize there\u2019s always a \u201cbuild versus buy\u201d discussion when you\u2019re talking about building programs, but how have you approached looking at it from, is it, is there a scenario where going to an outside vendor who\u2019s done it before has extra value, or is it equally easy or expedient to do it yourself?\r\n\r\nFred Stawitz: I think you\u2019d always, at this point, always go to an outside vendor, that you get so much more experience and because there\u2019s going to be some kind of testing of how do we work it into this area, how do we make it work, how do we refine the efficiencies, and those kind of things. And the, you\u2019re going to get much more experience based from a vendor that\u2019s been doing that with a lot of customers, than you are hiring an individual to set that up internally. It\u2019s a big enough effort that you really want that level of knowledge.\r\n\r\nBridgette Wilder: And I definitely agree with that. You want to be able to tap into that knowledge. You also want to be able to tap into that customer network, because many times, when you go to a vendor, a third-party administrator, they have opportunities for networking and training for their customer base. And so, that way, you can engage with others that are in similar industries or have utilized this particular tool for some time. And they can help you kind of minimize some of the \u201cAha!\u201d moments and setbacks that you might, would have occurred if you tried doing it on your own, because now you have a resource that you can touch base with and learn from those.\r\n\r\nScott Rutherford: OK, and I wanted to mention for folks listening to this episode of the podcast, if you\u2019re interested to dive a little bit more deeply into automation and learning and development, you can go to podcast, episode eight of The Business of Learning, which focuses on that topic and that might be related listening for you. But, before we close, Bridgette and Fred, I was wondering if you could perhaps share a final thought for folks who are maybe just entering the compliance and safety arena.\r\n\r\nWe know that in our view of the industry, people move into, there\u2019s a lot of fluidity between learning and development assignments, and we often find that people come to TrainingIndustry.com who are new to their particular practice, or new to the career entirely, in some cases. So, if you were talking to someone who was just assigned responsibility for compliance or a safety training program, what advice would you give them? Bridgette, maybe I\u2019ll let you have first stab at that one.\r\n\r\nBridgette Wilder: I think that the most important thing that you can do, it\u2019s really two things: One, you need to learn the business so that you understand the stakeholders that you\u2019re serving and the priorities that they have. And then, once you know that, tie that back to what the regulations require within each of those groups. Because within organizations, you can have multiple departments that have different, not only business needs but different safety and health needs, and you need to be able to customize those solutions. So, I think when you go into a new organization, or have a new assignment, you\u2019ve got to learn who your stakeholders are, what their needs are, and then be able to tie in the safety and compliance aspects to that.\r\n\r\nFred Stawitz: I would say that it\u2019s extremely important to understand what safety actually is. Safety is a rather nebulous word. And if you think about [it], safety is only verifiable in historic terms, you can only tell, \u201cI\u2019ve been safe for this amount of period, and I hope I\u2019ll be safe going forward, I hope the environment supports me being safe going forward and doing whatever work I\u2019m doing.\u201d But that\u2019s where the risk factors come into play. And in terms of risk, risk is always put into like a, some kind of a percentage thing of similar to, I hate to say this, predicting the weather.\r\n\r\nIt\u2019s somewhat uncertain in those terms. It\u2019s more certain in terms of working with equipment; it\u2019s less certain in terms of working with human behaviors. Human behaviors, the risk of something happening if, say, it\u2019s one in 10,000 times that somebody does this, well, that doesn\u2019t really tell you whether it\u2019s one in 10,000 for everybody in the world doing it, everybody in your workplace doing it. It doesn\u2019t give you the scope, and it doesn\u2019t tell you how the environment is impacting their behavior.\r\n\r\nThe risk factors typically, in most organizations, don\u2019t change, although the stress factors do. The stress factors are going to impact how well people can behave. So, when you\u2019re thinking about providing safety training, the training itself isn\u2019t a barrier to something bad happening. It\u2019s the behavior that the training provides or instills in somebody that\u2019s the barrier \u2014 so, if they go through the training, it\u2019s the wrong training, the soft target from what would actually have a benefit to a particular area of work, then it\u2019s not going to do its job.\r\n\r\nIf it is on target, but the environment stresses people so much that they behave differently than the training would guide them to behave, then it\u2019s not going to work. So, there\u2019s a lot of factors involved, and it\u2019s not just, \u201cPut people in a class, check the box and everything\u2019s fine.\u201d\r\n\r\nTaryn Oesch: OK, well, thank you, Bridgette Wilder, of the city of Memphis, and Fred Stawitz of Kinder Morgan, for joining us today on The Business of Learning.\r\n\r\nFred Stawitz: Our pleasure.\r\n\r\nBridgette Wilder: Thank you.\r\n\r\nTaryn Oesch: And for show notes for this episode, including all the resources we mentioned today and a sneak peak of our research series on the role of learning and development in risk management, visit us at TrainingIndustry.com\/TrainingIndustryPodcast.\r\n\r\nScott Rutherford: And, of course, we\u2019d appreciate your thoughts on this episode and on the podcast series. Send a note to us; we can be reached at info at TrainingIndustry.com.\r\n\r\nAnd we do hope you\u2019re enjoying The Business of Learning. If you are, please take a minute to review and rate us on Apple Podcasts. Thanks for listening!\r\n\r\nVoiceover: If you have feedback about this episode, or would like to suggest a topic for a future program, email us at info at TrainingIndustry.com, or use the \u201cContact Us\u201d page at TrainingIndustry.com. Thanks for listening to the Training Industry podcast."}],"tice_sponsors":"","custom_dfp_keywords":""},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v25.8 (Yoast SEO v27.5) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>The Business of Learning, Episode 18 \u2014 Effective Safety Training: The Product of a Safety Culture and Strategic Alignment - Training Industry<\/title>\n<meta name=\"description\" content=\"In this episode of The Business of Learning, safety experts\u00a0share tips on making safety training engaging, the role of training in risk management and more.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/trainingindustry.com\/articles\/compliance\/the-business-of-learning-episode-18-effective-safety-training-the-product-of-a-safety-culture-and-strategic-alignment\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"The Business of Learning, Episode 18 \u2014 Effective Safety Training: The Product of a Safety Culture and Strategic Alignment\" \/>\n<meta property=\"og:description\" content=\"In this episode of The Business of Learning, safety experts\u00a0share tips on making safety training engaging, the role of training in risk management and more.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/trainingindustry.com\/articles\/compliance\/the-business-of-learning-episode-18-effective-safety-training-the-product-of-a-safety-culture-and-strategic-alignment\/\" \/>\n<meta property=\"og:site_name\" content=\"Training Industry\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/TrainingIndustry\/\" \/>\n<meta property=\"article:modified_time\" content=\"2024-07-19T15:21:16+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/assets-staging.trainingindustry.com\/content\/uploads\/2019\/06\/Safety-Training_The-Business-of-Learning-Podcast-6.24.19.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"1920\" \/>\n\t<meta property=\"og:image:height\" content=\"1080\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:site\" content=\"@TrainingIndustr\" \/>\n<meta name=\"twitter:label1\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data1\" content=\"26 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/trainingindustry.com\\\/articles\\\/compliance\\\/the-business-of-learning-episode-18-effective-safety-training-the-product-of-a-safety-culture-and-strategic-alignment\\\/\",\"url\":\"https:\\\/\\\/trainingindustry.com\\\/articles\\\/compliance\\\/the-business-of-learning-episode-18-effective-safety-training-the-product-of-a-safety-culture-and-strategic-alignment\\\/\",\"name\":\"The Business of Learning, Episode 18 \u2014 Effective Safety Training: The Product of a Safety Culture and Strategic Alignment - 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