Influence and the Safety Professional; Part 2

The successful application of influence in the safety world at its basic level is generally directed toward changing behavior.  At a higher level it is normally directed toward more strategic concerns in terms of policy and culture growth.  For some, the differences between the two may alter somewhat how they apply these principles, but the end result is essentially the same – we want to see a change.

Safety professionals must realize the limitations on their role in most organizations.  We are typically given tremendous responsibility, but very little authority.  This makes the prudent and well considered application of your influence all the more important since our “authority” is perceived – not actual. 

One of the first steps in utilizing the power of your influence is to realize that you are just as dependent on others as they are dependent on you.  You must have / or develop a collaborative attitude.  You must also seek the balance between your dependency on them vs. their dependency on you.  If this is out of whack, you will find yourself constantly chasing rabbit trails and squandering the value of your own influence.  Moreover, treating people with the respect, dignity and consideration they deserve as stakeholders and people is essential to not just the successful application of your influence, but also preserving your influence.  Sincerely helping others whenever you get the chance not only strengthens and solidifies the value of your influence, it also opens the door for people to reciprocate with their own help when you need it.

Also, when we treat people as equals, we are giving those people we are trying to influence an opportunity to increase their respect for our knowledge and skill, which is essential for the safety professional.  If the safety professional tries to “pull rank” using authority that is only perceived, he/she only serves to diminish that respect and dilutes their own influence.  Recognizing that people are unique and special in their own right is the path toward compatibility between what you need – change – and what they need – not to get hurt.

Seek to apply your influence in a principled and consistent way (even with the people who challenge you).  It will make your life as a safety professional infinitely easier.

Influence and the Safety Professional; Part 1

For most safety professionals, the days of wandering around the job site or workplace clipboard in hand are largely over.  Today’s safety professionals are increasingly engaged in the process of positively influencing behavior and culture to protect lives and property.

Influence is a part of life whether we know it or not. The thing is, everyone has influence, and everyone is influenced by someone.  But influence is never about manipulation or controlling people.  To have successful influence on the strategic direction of safety in an organization, the safety professional must draw from his/her well of knowledge on building relationships, trust and mutual respect over and over again.  There are very few occasions when this doesn’t involve exerting their influence to “sell” safety to stakeholders, but also applying those skills to understand the stakeholder’s perspective and concerns.

I agree with the concept that “leadership is influence.”  I also recognize that most safety professionals are control freaks to one degree or another.  However, there are those who have come to the realization that you really can’t control people, you can only control process.  You influence people.

Never Underestimate the Power of "Thank You"

Can we agree on a Fundamental Truth about Human Nature?

In my experience, I have witnessed over and over the simple power of "thank you". Good will, trust and respect are fragile things - hard to win but easy to lose. All the countless hours and resources spent on developing sophisticated plans to secure these simple commodities are a waste if "thank you" isn't part of the effort.

Much can be forgiven in an organization if demonstrations of gratitude and recognition are sincerely communicated when deserved. The old school of thought reflected in "they should be happy to have a job" will not hack it today if an organization is serious about keeping high quality, experienced and skilled workers. It is no longer valid that leadership doesn't need to acknowledge the worker's basic need for recognition. It doesn't have to be extravagant or a "big deal", it just needs to be sincere.

Group recognition has its merits, but I submit that individual recognition is far more powerful and lasts longer in the mind of who is receiving it. In person presentations of recognition along with a certificate commemorating the event often means more to the individual than a $100 gift card given impersonally by someone in an ivory tower somewhere. The truth is, most people just want to know how they are making a contribution to the big picture and if that contribution is appreciated.

When was the last time you sincerely thanked someone for the job they do?