Vimes Consulting

Life saving rules. Things that an organisation thinks you need to do to keep safe at work. Critical Controls. Things that an organisation thinks you need to do to keep safe at work. Discuss.

Designing work is more than just making sure people have a place to sit. How much attention do you give to what time high risk work happens and complex decisions are made?

"can you do this?" #becurious

The absence of physical safety can bring injury or death, but the absence of psychological safety can inflict devastating emotional wounds, neutralize performance, paralyze potential, and crater an individual’s self-worth. I have learned firsthand that a leader’s stewardship is to protect people. Not only physically, but also psychologically. There are two things you must realize about leadership: 1. The social/cultural contexts within which we work have a profound influence on behavior. You as the leader are, straight up, responsible for that context. 2. Fear is the enemy. Fear freezes initiative, ties up creativity, yields compliance instead of commitment, and represses what would otherwise be an explosion of innovation. If you can banish fear and create a nurturing environment that allows people to be vulnerable as they learn and grow, they will perform beyond your expectations and theirs. This is psychological safety, a culture of rewarded vulnerability. This kind of environment is built in four progressive stages based the natural progression of human needs in social settings. Just like humans need water, food, and shelter to survive, teams that want to innovate need four things in order to thrive: They need to experience genuine belonging. They need to engage in all aspects of the learning process. They need to contribute with a balance of autonomy and accountability. They need to speak up, innovate, and make things better. These needs exist across demographics, psychographics, nations, and cultures. We want to feel like we're humans first, and employees second, at work. Organizations that lack psychological safety and compete in highly dynamic markets are galloping their way to extinction. Leaders who can't create psychological safety are headed in the same direction. #the4stages #psychologicalsafety #leadershipdevelopment

We communicate our values through more than what we say. #becurious

We form our opinions based on how information is presented to us. It's the time we spend discovering the impact of context on our response to that information that allows us to gain meaningful insights.

Projecting your imagined perfect response to a failure onto others in hindsight is a normal human reaction. We all want someone to blame when we are put in uncomfortable situations. Before you respond, do two things: 1. Forgive yourself for your initial emotions 2. Ask yourself if you have enough information to form an opinion

Leaders make decisions based on the context they have to make them. It's almost like they are human beings.

The more people tell you they know what is best for your organisation, the less they are interested in learning. We all have heuristics (biases) that influence our worldview. Fighting against what comes naturally limits our ability to make connections and build influence. There is a different way. #becurious

If you focus on establishing measurable, reportable critical controls, are you managing your risk effectively or creating a false sense of assurance for those desperate for certainty? __________________________________________________________________ Curious? You should be! Want to know how to make real progress toward understanding your risks that doesn't rely on something that might look like an impressive 'bow tie' but is just a fancy front held on with elastic? I can help. #becurious #becurious