Kathy Trahan, CEO and President of Alliance Safety Council Part 2
October 29, 2020
In this week's episode, Sheldon continues his conversation with Kathy Trahan of Alliance Safety Council. They speak about the corporate culture of Alliance, the COSS program, and how safety consultants and trainers can promote themselves to safety councils.
OSHA, Oil and Gas, Safety and Health, EHS, Kathy Trahan, Sheldon Primus, Primus, Sheldon, Alliance Safety Council, Safety Council, COSS, COSM, ASP, CSP, Corporate Culture, Culture, Safety Consultant, Consultant, Marketing, Sales, Sales and Marketing, Entrepreneur, Party Supplies, Franchise, SafetyFM, Lake Charles, Baton Rouge, Louisiana, LSU, McNeese, Adjunct Professor, Instructional Design, Courses, Safety Courses, Customer Service,Social Media, LinkedIn
[00:00:11] spk_0: this episode is powered by Safety FM.
[00:00:22] spk_1: Yes. Welcome to the safety consultant podcast. I'm your host, Sheldon. Prime is this is the podcast where I teach you, Theo business of being a safety consultant. So this week, we're going to finish our talk with Kathy Trahan with the Alliance Safety Council. Kathy was calling us about how she became theme the president and CEO of the Alliance Safety Council. Her path. She also talked to us a little bit about her vision and being one of the people who truly have a passion for our industry. And she does. She has a big passion for our industry, and therefore it shows in what she does. So this week, we're gonna talk a little bit more about her journey. And when she did start coming into the alliance and asserting herself as the president and CEO, and we're talking a little bit about the culture, uh, they use a special program for their culture, and I just truly, truly love what I see from them and always have been impressed by the way that they not only have quality technology, they also treat people not like grunts coming in to Do you know a permit required confined space class or something? You get in there and you feel like one of those board members because the facility, all of their facilities look great. And they always treat you in such a way that you feel like you're getting quality training. And then we also just pretty much covered a few things. I may have, uh tipped my hand with my my bias as two women run organization and a lot of the executives in that area and in alliance are women and people of color as faras, you know, just the diversity that I've seen with just across the board. I really love it. So we talked a little bit about that as well and then talked about cost program will be remiss. Not to mention that to certified occupational safety specialist program where I was instructor. So just go ahead, hang on. And after a word from the sponsor, we're going to continue our conversation with Kathy Train hand of the Alliance Safety Council.
[00:02:58] spk_0: Do you want to be a safety consultant? Listen to Dr J. Allen of Safety FM give his experience after taking the safety consultant blueprint course, I have actually done research on different consultants and looked at different consulting courses and so on. There is a pretty fancy, very expensive consulting course that is out there. I have actually purchased the consulting course was interested in. It has good information. Don't get me wrong, But you have a consulting course that really drives people onto focusing on safety and how to become a safety consultant. I will tell you on your particular course, there was a better information in that particular regards than the other consulting course. There was more of a generalist form, but I figured I felt like I got more information out of yours on your giving. People direct half on what to do, step by step. But I really think that you have a genuine good product there. They can really assess people if they're interested in becoming a safety consultant. Register for the safety consultant blueprint at w w w dot safety consultant blueprint dot com Enter code podcast for special discount. The
[00:04:15] spk_1: organization has so many courses out there. How many of those did you develop? How many of those did you guys? Partner? If I don't, I don't know the exact number
[00:04:24] spk_0: majority of the courses. The majority, of course, is we developed in house. We have a very talented content development team. We have recently, uh, because our contractor members need more training than just safety. We have expanded toe offers from soft skills training because that's one of the things they said is, you know, they get to the front line and maybe they were your pier one day, and the next day they're leading the team. Eso we developed some of those safety courses in orderto help. Those folks make that jump and make that transition from being part of the team to leading the team around safety. But we also realized a lot of folks said, You know, we really need him to have some soft skills. So we've developed courses around that as well. We're now realized that e mean, if you look at the broad spectrum of training that a construction company needs our contractors, how can we do more for our members? Well, they may need, you know, some HR type training. They may need project management training, so they may need, you know, presentation skills. So we're tryingto broaden our offerings way believe that not only is an educated workforce a safe workforce, but we believe that we have more to offer than just the safety training. Although it is a the core of everything we do, we found that other organizations out there, for instance, p Q F Cos they're starting to offer safety training. That is nowhere near the quality that we offer. It doesn't have the tracking that we have. It's not legally defensible. It could be anything from a quick video, no test to a piece of paper that you read. And we're so much more, you know, structured than that. And we've got the backs not only the contractors, but of the facilities, because we're offering the content in the context of the industry. We're capturing their signature, their picture. We're verifying its them. That's actually taking it. We're book marking everything. We're verifying it. We can remediate them to 100%. There's just so much that we can dio to make the integrity of that safety training what it needs to be. And it's really upsetting when I see people just try to check off the box, you know, for safety
[00:06:43] spk_1: and I get that a lot is a consultant. And truly I get the call because I'm still, you know, active consultant in as, ah, you know, contract trainer. You're one of my clients and the ACA. You're my boss. Uh uh. When I d see people that call me in for a consulting work and I get the feeling like, even in the first meeting, that they want me here on Lee because the insurance company forced them. Or only because it's an abatement on on the OSHA citation, You know that they have thio involve some training. Centrally, I get there and they're looking for the minimum. What's the minimum time you could do this and that? Well, can you do a 10 hour? Can we do that in one day? You know, you can't do that. And surely when I when I walked into your facility, like one of the first times you guys are for those of you that don't know. And if you listen to my show a zone audience member, you know that you could pick any episode and you're going to hear me talk about cost. Just any episodes. I got what, 84 episodes 85 episodes and just about any episode you here and we talk about cost. So Cathy's is from the Alliance Safety Council. They started with the Cost program, which is certified occupational safety specialist. They got a management course out there, which is sort of a certificate of occupational safety manager. And then now they have, uh, the transitioned. Of course, that used to be called, Say, Supervisor, and now it's the staff. And what's the sap stand for again?
[00:08:12] spk_0: Uh, say, if you were this fundamentals, but we did say Frontline. So you know that that frontline supervisor is the linchpin. They actually set the culture of safety in the field, so that's just a incredibly important role. So, you know, the cost program gives the safety practitioner the information, the tools, the understanding of reading the CFR s, how to look them up, how toe assess the hazards at a work site. So it gives them all the tools they need to do to go Monday morning. Assess their own safety environment, look at their records. What what should they be looking for and then gives them that morning Monday morning checklist to go back? Assess where they are and start implementing some of the things that they learn, you know, in the class, and and it's a tough class and you're an awesome teacher. We get so many great reviews. I read all the instructor reviews and we get so many great reviews about how engaged you are and how you engage the students. So a really good instructor can make a difficulty, or even like math, a boring subject, really interesting. But you know, we focus on our instructors because that experience for the student is just so important. You want our want them to be able to help
[00:09:35] spk_1: what he as someone who is in that hiring stage when you get someone who's coming into your office, coming into your desk is a consultant or even someone who is doing part time training, and they're still working at your company with some of the attributes you're looking for to say this is a good trainer on. You may not get to see it right away. That's why your processes step by step by step and they have to go through even if you're gonna be a cost instructor and it's cost them instructor, you have to be underneath somebody and you take half the class with them at one point, and then you're taking the whole class and someone sitting there monitoring you So you get to see that. So within all that process, how do you, uh, point like like separate the chat from the week? Because I know you probably have a whole bunch of people trying to get in your organization. So So what is some of that process that you guys have?
[00:10:26] spk_0: So just because somebody can do something doesn't necessarily mean they can teach it. I mean, it's a special skill set, and you have to have a passion for it. So student engagement is something that we look for. We are willing to work with folks And do you know we have the course where we help them, Uh, with teaching the course, making sure they're sticking to the objectives. It's making sure that there that's engaging what we don't want to see it is okay, toe to tie your life experiences back to make a point. But Thio to get off on a war story where you don't cover the objectives is not what people are signing up for. So we wanna make sure that they cover the objectives that there's integrity within not just the testing, but you know, they're going to do presentation. We're tryingto provide a well rounded background for being that spokesperson in the facility as promoting the culture of safety within that facility. So we're looking for the same thing that anyone looks for in a teacher. We're looking for them to be there on time. We're looking for them. Thio be engaged to care about the student, uh, low ego. We want them the focus to be on the student, not just pontificator that's gonna be up there and tell you all but the great things they do. We really want them to connect with students and to care about their success. And we can work with them on, uh, learning how to teach the specific course and you know, the textbooks and what to read. But teaching is something you really have toe care about the students and you have to be present. You have to help them through. Ah, lot of people have never been taught how to learn or how to study. And so we get people from all walks of life, and so so it You know, there needs to be tips and, you know, how do you How do you memorize things? How do you eso? There's the whole broad spectrum of a successful student. I have a book When I went back to college because I've been out for 10 years, it was called Getting Straight A's, and it was really a great book to tell you about how to study. And I give it to every student that's going back to college when they start. I'm like, If you follow this book, I know it's a little dated, but it's tried and true methods, and this is how you know you study. And this is how you make straight A's, whether you're a nontraditional student or, you know, going straight from high school on
[00:13:10] spk_1: Oh man, that's excellent. And another thing I really love about your organization. So I don't know if this is, uh, you know, PC or not. But for me, I love that there's so much diversity in your management structure and a top a lot of your top level is yeah, minority or women, Uh, run and I love it I just see so many organizations that I go to and personally, Sometimes I get hired by insurance companies to go into organizations, and I assess organizations for them is well, so I'm coming in anytime I come into your facility, any of them and I've only been to the two so far. I haven't got which was the Gonzalez in Baton Rouge and I walk in. I'm looking at this technology that it's perfect. It's the perfect training location. As Faras instructor goes, Everything I need is already been thought of the structure of who I talked to and the management side. The culture goes through to the person that signing me in, and now with Covic, you know, the person is taking my screening and my temperature. You guys put outside of the building actual places to wash your hands with a sign that says, You know, wash your hands before you come in. You do the screen and you give me a nice little button with the color code for the day, and that just seems to me, and I don't know if it's one because it's woman run. I don't want to put it that way, but yes, I don't know. I feel comfort in it, and I really like it. So what is that that I'm feeling? What's that culture? Even when you guys, I don't know if you're still doing it, but when I had to start my class whenever I'm teaching there you have, ah culture statement that you have the instructors go through for for that day. Basically, what? What is the driver for that culture and how How can we put that in the bottle? E need everyone to do what you're doing.
[00:15:09] spk_0: Eso We run our organization with a management process called E O s entrepreneurial operating system. And so it's structured, but not so structured like I'm a visionary and I don't like a lot of conformity. I don't like a lot of Yeah, I like a lot of autonomy, and I'm actually a very high risk person. So on some of the safety profiles, I don't score very well. But what we do is we create what's called the sea job profile. That says, these are the traits that we need for someone to be happy long term in this particular role. And we when we take in applications. We have them. Take that to pest and we compare them. We want someone who's about a 68% bit to that role. So I think that our diversity is reflective of actually the population of the Baton Rouge area. So the number of applicants that we get it's about getting the best applicant. It is about them, uh, attitude more than skill set. I will hire and filed for attitude over skill set. We can teach you the skills, but the attitude is something that you're bringing in there with you and honest. Quite honestly, I don't have time to fix you and fix your attitude. If you come in with a bad attitude, you can go right back out with the bad attitude because our our work is too important and every the front when people walk in that is there first. And sometimes they're only interaction with Alliance Safety Council, so that has to be a stellar experience. So we want the building, the people, everything that they do to be a reflection of the industry's commitment to safety in this area. So that's why we go the extra mile and, uh, you know, work to make sure we want to stay open. And we want to train as many people as we can because we know we're standing between them and providing for their families on a daily basis. So we're about efficiency in in getting that done. So anything that is going thio promote that they have a great experience while they're here that they feel safe coming in here for the training that they feel welcome, Uh, that they feel honored for the hard work that they do, that they feel the industry's commitment where the first sometimes the first interaction that they have with our local, you know, 75 to 85 facilities and we do manage the side orientation for more than 200 facilities across the Gulf Coast and eso, even though we only that just speaks about how great our content team and our platform is, is that and we're constantly working on improving all of it. So we're getting into a AR and VR and other fun things. Um, you know, we've been looking at the scissor lifts that are virtual eso we're excited about, You know, the future of training When I came 15 years ago, I said I want to see a hologram in the middle of the room taking apart equipment, putting it back together, going through it. And this past week they sent me a link where someone actually had a hologram of themselves doing some things I like were there, were there
[00:18:19] spk_1: awesome. And if anyone is going to get it, you will, because you you have that kind of dedication commitment. You have a board to write.
[00:18:26] spk_0: I sure dio I had a great board. How do they
[00:18:29] spk_1: like, like for some of the things that you bring to them? Do you ever get that? Like I roll and says, Cathy, what do you doing is how are we going to make this happen? And you're bringing this stuff to them because truly the things you do as an association, your visionary, because most people what they do when they see what the so called grunts are, or the people who are the working backbone of the society. They'll put them in a dirty little you know, one break room that looks horrible, or or something that is less than and then when the executives and board members come, they go into a nice little, you know, fancy boardroom, and they get ushered away from everyone else. You know, the peons. But what you're doing is like you're making that experience for everybody, not just the board member. When they come through an alliance event, ifit's physically at your location. Or if it's one of your member partners around the world, then truly that you're giving that person the feeling like I'm not just a grunt. Today, I'm getting quality education. So when you talk to your board about some of the expectations that you probably even have for them, how does how was that received?
[00:19:45] spk_0: Well, it's been a process over the years. Um, we have an awesome board. They're completely supportive of our growth oriented mentality. They There's nothing that motivates, like success and results. So fortunately, we've been able to show consistent success on, uh, growth every year, year over year for 15 years until Kobe hit in March, where, you know, we took a considerable depth. But we're on the road to recovery and expect a full recovery by the end of 2022. But we're gonna we're gonna get halfway there by the end of next year. It's just a function of the economy. And, uh, fortunately, we had been so successful over time that we have healthy reserves so that were positioned to weather. Uh, you know, part of business continuity plan that was part of the business continuity plan was to make sure that we've got health reserves. So we've been working on that for years. Um, so, you know, announce of prevention is worth a pound of cure where we've been preparing for a very long time. But the way that our board works is that, ah, lot of safety councils across the country having all contractor board or all owner board. Our board is a board that has diverse experience there, like a mastermind group. I don't know if you've ever read Napoleon Hill's, uh, you know, thinking grow rich, but he talks about a mastermind group and that mastermind group. You get diverse experiences. So we have someone from a mobile com company, a insurance company, a CFO of one of our construction organizations. Two of them are actually teachers and here, and they actually, you know, give us feedback. We've had several of our board members after coming off the board come to work for us. And so they want to come to work for us. So our board has been very supportive and very enabling and empowering. Uh, that's not always the case. Sometimes people get on the board to, you know, exert their power or authority. Our board doesn't have an ego. They're awesome. They're about what the members need. Some of them come from that industry. So they get it. They understand that, um they're willing to give us the latitude Thio fail to try new things. Thio, you know, continue to grow. So it has everything to do with how successful we are having to do from board. We would not be able, uh, to do and try all the things that we have. I mean, they're patient. Uh, they're supportive, and we've been able thio continually show them that we deserve that support. And, uh so it it makes all the difference in the world. They're volunteers, but they're more diverse than you would normally see in a safety council board. So we've got him from different walks of life engineering companies. Other. It's not just your contractors way. Do have contractors to but it's not. It's not that one group thing.
[00:23:12] spk_1: Yeah, that's excellent. I wanna be respectful of your time because I know I'm grabbing away the CEO and the president, the person that makes things happen. So how would you suggest? And I'll make this our last question. Unless you have time, it's up to you. But how would you suggest someone who is a consultant? And one of the things I even wrote in my book earlier was that best way to help grow your company instead of you trying thio, build the pipeline to all of your customers. One individual of the time is to partner with an association and already has your target market. And then therefore, if you partner with them in the best way you can and then deliver for them that that might be a good way for you to grow your business, if you will. So as person on the other end of that, where you're the one looking for partnering with people or people just come to you, what do you suggest? What's good tips that would get a consultant or a trainer noticed by an association their local association wherever they are in
[00:24:15] spk_0: the world. Well, teaching is one way, Thea. Other thing that they can dio is learn what is available a Sfar as, uh, performance support tools. What? What do we have here that can help them shine in their job? So, you know, we've got lots of, uh, pay per view courses so you can create and purchase just what you need, or if you see a need on hand injuries or you see a trend in your facility, we have tools, performance support tools that will help you, um, collect statistics quickly on what's going on you. But the biggest thing is, you've got as a safety professional, you have to have to trust, and you have tow work to engage and marshall the knowledge in the field. And the resource is you don't want to be seen as enforcement. You want to be seen as as someone that is there to make you wildly successful at what you do, and they're there for for your benefit and that they want you. Um, toe hang on to that hand so that you can hold your daughters. Um, you know, your first grand babies fingers, and so that you could walk them down the aisle And there's all these great life events you wanna You wanna protect your eyes so that you can see your Children grow up. So there's just so much that, um, a consultant can do when they come in and, um, create, uh, not just a caring environment, but a professional environment that says, you know, we are going to do the right thing if you're looking for somebody that's gonna cut corners and check off the box. I'm not the person for you. Those are a dime a dozen. But if you really care and you really want to make a difference, then talk to us about other tools and other things that we have that can support you on your journey is a safety professional because there's a lot. We have developed new technologies around gay check applications and around, you know, um, badging and, um, the tools to tell immediately tell you for you know, where muster points where people are and where they're located. And so we've got all kind of tools to help make your job easier. You just need to ask. Some people just don't know what to ask. So just spend a little bit of time soaking in what's available out there and share with us. What your concerns and your problems are joined the cost community online and linked in and share those ideas. Pitch things to the group, the powers in the community. So we'll do everything we can to support and to help. But you have tow have that mindset about, you know, looking for solution. Just like when I told Catherine Ploy. Hey, that's what I want to be when I grow up. If you don't speak it and you don't let people, nobody expects you to know everything and have all the answers. But if you speak it and you let people know that you're looking for something and it's top of mind, you're gonna find it, you're gonna see it. It's like when you get ready to buy a car office and you see it everywhere. You have to be really clear about what support you're looking for and you'll find it
[00:27:25] spk_1: excellent. Is there anything you want to share any? How do people reach out to you? How do people take classes of alliance? And I know you are OSHA training center as well. And you do all the numbers courses. So how do you How do we get Thio?
[00:27:41] spk_0: Okay. Well, you, of course, can go either to the cost website. Um uh, cost that net. You can go to the Alliance Safety Council dot or GTA. Uh, you can call us. There's the information online. You can reach out to us here. Uh, I'm happy on the podcast. If you share our email, you know my email and we can we have, ah, info box where they can get information we can share. Those kinds of resource is, but we have people to pour our facility from all over the country. We have a lot of best practices here. Please use us. Come here or make yourself familiar with what's available. Uh, schedule a tour. We have plenty of account managers here that will take you on a tour, show you everything so that when later you need it, you say, Oh, I know I can get that at alliance because we want to hear what you need, because that's important. Get on a committee that's reviewing some of our performance support tools for safety in the plant. and learn about that. We have a design thinking specialists that can help you solve really difficult problems. We have a lot of our clients that utilize that on. How do we enter? Ji actually came in and ran a whole design thinking on how Thio facilitate permeating their safety culture across the entire organization. So it's amazing what's available and what's possible. And the one thing I hear from people when they leave here is we had no idea you all did all this. And so we have to do a better job of getting the word out what's available. But there's also the onus is also on the safety professional to be looking for best practices. A swell. So we're happy toe. Engage them on that level.
[00:29:33] spk_1: Wow. Well, you're getting the word out. One podcast at the time here, Ugo,
[00:29:37] spk_0: Thank you so much for mentioning costs all the time. We sure appreciate we love having you as an instructor. We just hear so many things that were blessed to have you not only promoting us on your podcast, but to be a part of the Lions family. Thank you so much, Sheldon.
[00:29:53] spk_1: Now, Thank you. So much for having me. You guys taught me. I don't know if you ever heard this story, but when I was first coming through the process, I was actually Diana was still there at the time and I was doing my first solo teach right there in Baton Rouge. Diana comes into sit in the back and she's evaluating me. And I was doing one of the sections on walking and working surface. Cathy. I put her to sleep. She literally was dosing off as she was evaluating me and ended up we came to agreement that says, you know, Hey, let's do this again. I think you need a little bit more help. And at that time, my mindset switch to I'm not going to just be here. Just thio spout out regulations. I want to be here and have a conversation with someone who is a friend, and they have to get the information I'm giving them. But I want to receive information, and I change my approach and my teaching style at that moment because I needed to come back. I believe it was the following month or something.
[00:31:00] spk_0: I wasn't gonna bring that up, But since you. Did you remember that You've made a world of progress? Yes, I read every evaluation you really dio. But no, you've made a tremendous, uh, you know, progress. And but people have to be open to that. Not everybody is open to that. So that just speaks world about your mindset in your personality, about continuous improvement. And, you know, the way that I feel like is I'm a mouse in a maze. If I hit a while, I'm gonna go another way and figure it out, then keep on going s Oh, I like that perseverance. I like that perseverance. That's that's a great philosophy. Thank you.
[00:31:40] spk_1: Thank you. I needed that. And that's my teaching style today. You guys gave me that. And I appreciate it, Cathy. Thank you.
[00:31:46] spk_0: Absolutely. We'll take care and good luck. Probably to talking to you again. Sing.
[00:31:50] spk_1: Yes. You to have a wonderful rest of your day.
[00:31:53] spk_0: Okay, Sheldon, take care. Welcome back, eh?
[00:32:05] spk_1: So that was my episode with Kathy. Trey Hand. If you hadn't listened to Monday's episode, please go ahead and listen to Monday's episodes. And now you've got Kathy from Monday and here today. Thursday. If you're listening to me the day of when this, uh, this podcast was released. If not, you're listening to me a little bit later. So you may have cut onto me from a friend or someone else. So I wanna walk you, me or you just didn't have time on Thursday. He said, I'm gonna check out my buddy Sheldon later on. I'm good with that as well. Three Only way you could do that is if you subscribe to the podcast. So wherever you're listening to me right now, whatever service it is, just go ahead and hit the subscribe button. And, uh, what that does is as I do these episodes, sometimes I do two weeks. Sometimes I only do one a week. I like if we're doing interviews to kind of keep them in the same week so that you don't have to wait so long to hear the ending. You get some closure within the week. So that's what I've been doing. So go ahead and whatever you're listening thio me on, just go ahead and hit that subscribe button so that you can Yeah, No. When I'm doing a freebie episode just out of the blue And then another thing. If you could share this podcast with someone, go ahead and do that. I also have this podcast on my website, which Sheldon prime ms dot com So you could just can't remember the name of the podcast or how to get to it. Just go to Sheldon prime ms dot com. You could remember my name, right? So go ahead to say, sheldon promise dot com You gotta listen to this guy. That's where his podcast is. And that's where you can listen to me. If you wanna have me show up at your site and I could do, I'm still on active safety consultant, and I am global. So you don't worry if you're out of the country. My country is the U. S. That's right. Just good to Sheldon promised dot com backslash booking. And then that's the way you could, uh, to reach me. So I think I covered everything. Uh oh, yeah, I forget on sheldon primary dot com backslash event. I am actually doing ah, three day incident, causation and investigation, and I'm doing the thing that most people don't do. I am actually going to be talking about behavioral based safety and human and organization performance as part of understanding the background to truly incidents there cause ations but then also talking about remediation. And what do you do after you break down? You get your root causes and we'll talk about all the root cause factors. Well, not all, but we'll give you some ideas on how to break that stuff, Dad. And then also, we'll talk about really a lot of things that has to do with how this thing is Accident happened in the first place. So that's going to be my session. So you go to sheldon primers dot com backslash events. So whenever you get to the page there, you're gonna Teoh be able to get yourself some tickets, and it is gonna be, Let's see on events is with the S. So Sheldon private dot com backslash E v E N t s and the actual event three days is going to start on November 17. So 17th, 18th and 19th is when we're gonna do this is gonna be 9 a.m. Eastern time because I'm on the Eastern time right now, and then we're gonna end it each day right around two PM and we'll break in a little lunch and they're a swell. So just plan on doing that. And each day we're truly going to go through. You know, uh, talk about psychology, talk about behavioral types. Talk about observation and feedbacks to wrap up the behavioral side and the human organization performance. We talk about the principles of hop and learning teams a little, and we'll really get into depth about cases, how to figure this thing out. So it doesn't happen again. I'm gonna learn from it. And it's gonna be one of those type of losses that is, you know, a sad that has happened. But we learn something from it. So that's the key. And then we'll work that into your management safety system, Right? Everyone needs that management safety system, and I'll end everything with my steps to safety culture. All right, so there you go. That is what's happening. Go to Sheldon primary dot com backslash events, and you could still, uh, sign up for this one. It's a three day event, and we're just gonna really get down to this topic learning. So it's going to the tip of the week so the tip of the week. And I'm going to kind of include this in my story, which I told at the very end of this episode about how, when I was gonna become a cost instructor, I just It was a dud. It was It was like the dud of all duds. So eso truly, in those cases, I decided that if I can get them to have me come back and they did, I'm going to do this thing differently. So I created my own, uh, teaching style, if you will give you some tips on that back in Episode 24. So if you want to listen to my tips on speaking, go back to Episode 24. Listen to that one, and you will get the tips to speaking. But the true thing that I really wanted to to touch you guys about was the willingness to change. So if you're ever going to do well in this industry, especially since you are your own boss, especially since you are your own marketing team, you're on everything. When you see that something is not working, you need to pivot as quickly as possible. Um, I think Jenny Blake is the name of one author and author was pivot on. She pretty much wrote about her life story, and when it was time to change from one thing to the next, that process for her to hit it out of what she was doing reinvent herself. And now she's doing well, Great book like it hadn't read that one, But it was important for me in order for me to stay and into be successful as an instructor to actually pivot from my learned from my teaching style and then to be able to create a style that now I have embraced my students, learn I have fun. My students have fun, but I had to not be cocky. That's that's a good way of thinking of it. Have Thio evaluate myself, had to really think of what my outcome would be. And then also I needed Thio to say, How can I get there? What's my processes, the steps? What do I need to do? And my mindset change, But the willingness to change was it. So the best way I could say for you to get the willingness to change is to just do it kind of productive this right? You need to leave this change and how you could do change s And that's really the truth. You just have to be willing to do it. I would talk to whoever your your your spouse's your partner and get them to help you. They'll tell you the good and the bad and whatever you're doing and, you know, be honest with them. Tell them you want some help. Uh, be honest with your students. And sometimes a lot of times I actually say to my students, Hey, e, know that I might be going like, OMs or or you know, that or something, One of those one of those things you throw in when you you need to take a breath and pause. I used to do that a lot, and I probably still do, and I headed my own self on a podcast. So sometimes you guys don't even here the things that I do because I'll edit it out. But truly, once I asked students to help me, you got me more aware they had fun. I had fun, and, uh, no, it's been, you know, bad about it and read pretty evil with me. See? There? Yes, I said no. You know, a couple of times in that conversation. So now it's gonna be stuck in my head and the rest of this tip of the week I'm gonna keep saying, you know, you don't know. So that's what I need something like that. And then the willingness to address that and change it is Thea other part of that? So it's a big step. So this is what I am talking about consultants. Hold on. I'm gonna hit in too many buttons here. That's the button I need to hit. I love this road. Castor, I'm gonna have to whole episode on this road. Castor E could hit buttons and have the music and everything. That was just a button overload. Sorry about that. All right, So you hear my theme song, Bruce Lee one of my own songs. If you actually want to get my music, go ahead and go to Sheldon. Primary compacts. Last music. And I believe that's where it is. So you could download any of the songs that you hear that most all the songs that you hear are mine, except with one song that is underneath. When I interview someone, e got that one for my buddy J. Allen, and I loved it. I'm probably getting ranked one similar to that so I could switch it out and put my own song in it. But all the other music you hear, even the commercials air coming from me, that z my other hobby doing production music's if ever wanted to go for a shelter. Privates dot com and I believe it's excellent music or shops. You could shop for the music and download so you could jam with me and with my jams. So anyway, have a wonderful rest of your week pivot when you need Thio. Be willing, Thio. If you have a chance, you need to go to the Alliance Safety Council. Lions Safety Council dot org's sign up for classes or mid South of T I and become one of the Mid South instructors like myself. You know, he, uh, instructing buddies will be from the same family of OSHA o t I on if you can against described to me, and I'll be happy to help you through this journey of being a safety consultant. Go get him. E this'll episode has been powered by Safety FM thing
[00:00:11] spk_0: this episode is powered by Safety FM.
[00:00:22] spk_1: Yes. Welcome to the safety consultant podcast. I'm your host, Sheldon. Prime is this is the podcast where I teach you, Theo business of being a safety consultant. So this week, we're going to finish our talk with Kathy Trahan with the Alliance Safety Council. Kathy was calling us about how she became theme the president and CEO of the Alliance Safety Council. Her path. She also talked to us a little bit about her vision and being one of the people who truly have a passion for our industry. And she does. She has a big passion for our industry, and therefore it shows in what she does. So this week, we're gonna talk a little bit more about her journey. And when she did start coming into the alliance and asserting herself as the president and CEO, and we're talking a little bit about the culture, uh, they use a special program for their culture, and I just truly, truly love what I see from them and always have been impressed by the way that they not only have quality technology, they also treat people not like grunts coming in to Do you know a permit required confined space class or something? You get in there and you feel like one of those board members because the facility, all of their facilities look great. And they always treat you in such a way that you feel like you're getting quality training. And then we also just pretty much covered a few things. I may have, uh tipped my hand with my my bias as two women run organization and a lot of the executives in that area and in alliance are women and people of color as faras, you know, just the diversity that I've seen with just across the board. I really love it. So we talked a little bit about that as well and then talked about cost program will be remiss. Not to mention that to certified occupational safety specialist program where I was instructor. So just go ahead, hang on. And after a word from the sponsor, we're going to continue our conversation with Kathy Train hand of the Alliance Safety Council.
[00:02:58] spk_0: Do you want to be a safety consultant? Listen to Dr J. Allen of Safety FM give his experience after taking the safety consultant blueprint course, I have actually done research on different consultants and looked at different consulting courses and so on. There is a pretty fancy, very expensive consulting course that is out there. I have actually purchased the consulting course was interested in. It has good information. Don't get me wrong, But you have a consulting course that really drives people onto focusing on safety and how to become a safety consultant. I will tell you on your particular course, there was a better information in that particular regards than the other consulting course. There was more of a generalist form, but I figured I felt like I got more information out of yours on your giving. People direct half on what to do, step by step. But I really think that you have a genuine good product there. They can really assess people if they're interested in becoming a safety consultant. Register for the safety consultant blueprint at w w w dot safety consultant blueprint dot com Enter code podcast for special discount. The
[00:04:15] spk_1: organization has so many courses out there. How many of those did you develop? How many of those did you guys? Partner? If I don't, I don't know the exact number
[00:04:24] spk_0: majority of the courses. The majority, of course, is we developed in house. We have a very talented content development team. We have recently, uh, because our contractor members need more training than just safety. We have expanded toe offers from soft skills training because that's one of the things they said is, you know, they get to the front line and maybe they were your pier one day, and the next day they're leading the team. Eso we developed some of those safety courses in orderto help. Those folks make that jump and make that transition from being part of the team to leading the team around safety. But we also realized a lot of folks said, You know, we really need him to have some soft skills. So we've developed courses around that as well. We're now realized that e mean, if you look at the broad spectrum of training that a construction company needs our contractors, how can we do more for our members? Well, they may need, you know, some HR type training. They may need project management training, so they may need, you know, presentation skills. So we're tryingto broaden our offerings way believe that not only is an educated workforce a safe workforce, but we believe that we have more to offer than just the safety training. Although it is a the core of everything we do, we found that other organizations out there, for instance, p Q F Cos they're starting to offer safety training. That is nowhere near the quality that we offer. It doesn't have the tracking that we have. It's not legally defensible. It could be anything from a quick video, no test to a piece of paper that you read. And we're so much more, you know, structured than that. And we've got the backs not only the contractors, but of the facilities, because we're offering the content in the context of the industry. We're capturing their signature, their picture. We're verifying its them. That's actually taking it. We're book marking everything. We're verifying it. We can remediate them to 100%. There's just so much that we can dio to make the integrity of that safety training what it needs to be. And it's really upsetting when I see people just try to check off the box, you know, for safety
[00:06:43] spk_1: and I get that a lot is a consultant. And truly I get the call because I'm still, you know, active consultant in as, ah, you know, contract trainer. You're one of my clients and the ACA. You're my boss. Uh uh. When I d see people that call me in for a consulting work and I get the feeling like, even in the first meeting, that they want me here on Lee because the insurance company forced them. Or only because it's an abatement on on the OSHA citation, You know that they have thio involve some training. Centrally, I get there and they're looking for the minimum. What's the minimum time you could do this and that? Well, can you do a 10 hour? Can we do that in one day? You know, you can't do that. And surely when I when I walked into your facility, like one of the first times you guys are for those of you that don't know. And if you listen to my show a zone audience member, you know that you could pick any episode and you're going to hear me talk about cost. Just any episodes. I got what, 84 episodes 85 episodes and just about any episode you here and we talk about cost. So Cathy's is from the Alliance Safety Council. They started with the Cost program, which is certified occupational safety specialist. They got a management course out there, which is sort of a certificate of occupational safety manager. And then now they have, uh, the transitioned. Of course, that used to be called, Say, Supervisor, and now it's the staff. And what's the sap stand for again?
[00:08:12] spk_0: Uh, say, if you were this fundamentals, but we did say Frontline. So you know that that frontline supervisor is the linchpin. They actually set the culture of safety in the field, so that's just a incredibly important role. So, you know, the cost program gives the safety practitioner the information, the tools, the understanding of reading the CFR s, how to look them up, how toe assess the hazards at a work site. So it gives them all the tools they need to do to go Monday morning. Assess their own safety environment, look at their records. What what should they be looking for and then gives them that morning Monday morning checklist to go back? Assess where they are and start implementing some of the things that they learn, you know, in the class, and and it's a tough class and you're an awesome teacher. We get so many great reviews. I read all the instructor reviews and we get so many great reviews about how engaged you are and how you engage the students. So a really good instructor can make a difficulty, or even like math, a boring subject, really interesting. But you know, we focus on our instructors because that experience for the student is just so important. You want our want them to be able to help
[00:09:35] spk_1: what he as someone who is in that hiring stage when you get someone who's coming into your office, coming into your desk is a consultant or even someone who is doing part time training, and they're still working at your company with some of the attributes you're looking for to say this is a good trainer on. You may not get to see it right away. That's why your processes step by step by step and they have to go through even if you're gonna be a cost instructor and it's cost them instructor, you have to be underneath somebody and you take half the class with them at one point, and then you're taking the whole class and someone sitting there monitoring you So you get to see that. So within all that process, how do you, uh, point like like separate the chat from the week? Because I know you probably have a whole bunch of people trying to get in your organization. So So what is some of that process that you guys have?
[00:10:26] spk_0: So just because somebody can do something doesn't necessarily mean they can teach it. I mean, it's a special skill set, and you have to have a passion for it. So student engagement is something that we look for. We are willing to work with folks And do you know we have the course where we help them, Uh, with teaching the course, making sure they're sticking to the objectives. It's making sure that there that's engaging what we don't want to see it is okay, toe to tie your life experiences back to make a point. But Thio to get off on a war story where you don't cover the objectives is not what people are signing up for. So we wanna make sure that they cover the objectives that there's integrity within not just the testing, but you know, they're going to do presentation. We're tryingto provide a well rounded background for being that spokesperson in the facility as promoting the culture of safety within that facility. So we're looking for the same thing that anyone looks for in a teacher. We're looking for them to be there on time. We're looking for them. Thio be engaged to care about the student, uh, low ego. We want them the focus to be on the student, not just pontificator that's gonna be up there and tell you all but the great things they do. We really want them to connect with students and to care about their success. And we can work with them on, uh, learning how to teach the specific course and you know, the textbooks and what to read. But teaching is something you really have toe care about the students and you have to be present. You have to help them through. Ah, lot of people have never been taught how to learn or how to study. And so we get people from all walks of life, and so so it You know, there needs to be tips and, you know, how do you How do you memorize things? How do you eso? There's the whole broad spectrum of a successful student. I have a book When I went back to college because I've been out for 10 years, it was called Getting Straight A's, and it was really a great book to tell you about how to study. And I give it to every student that's going back to college when they start. I'm like, If you follow this book, I know it's a little dated, but it's tried and true methods, and this is how you know you study. And this is how you make straight A's, whether you're a nontraditional student or, you know, going straight from high school on
[00:13:10] spk_1: Oh man, that's excellent. And another thing I really love about your organization. So I don't know if this is, uh, you know, PC or not. But for me, I love that there's so much diversity in your management structure and a top a lot of your top level is yeah, minority or women, Uh, run and I love it I just see so many organizations that I go to and personally, Sometimes I get hired by insurance companies to go into organizations, and I assess organizations for them is well, so I'm coming in anytime I come into your facility, any of them and I've only been to the two so far. I haven't got which was the Gonzalez in Baton Rouge and I walk in. I'm looking at this technology that it's perfect. It's the perfect training location. As Faras instructor goes, Everything I need is already been thought of the structure of who I talked to and the management side. The culture goes through to the person that signing me in, and now with Covic, you know, the person is taking my screening and my temperature. You guys put outside of the building actual places to wash your hands with a sign that says, You know, wash your hands before you come in. You do the screen and you give me a nice little button with the color code for the day, and that just seems to me, and I don't know if it's one because it's woman run. I don't want to put it that way, but yes, I don't know. I feel comfort in it, and I really like it. So what is that that I'm feeling? What's that culture? Even when you guys, I don't know if you're still doing it, but when I had to start my class whenever I'm teaching there you have, ah culture statement that you have the instructors go through for for that day. Basically, what? What is the driver for that culture and how How can we put that in the bottle? E need everyone to do what you're doing.
[00:15:09] spk_0: Eso We run our organization with a management process called E O s entrepreneurial operating system. And so it's structured, but not so structured like I'm a visionary and I don't like a lot of conformity. I don't like a lot of Yeah, I like a lot of autonomy, and I'm actually a very high risk person. So on some of the safety profiles, I don't score very well. But what we do is we create what's called the sea job profile. That says, these are the traits that we need for someone to be happy long term in this particular role. And we when we take in applications. We have them. Take that to pest and we compare them. We want someone who's about a 68% bit to that role. So I think that our diversity is reflective of actually the population of the Baton Rouge area. So the number of applicants that we get it's about getting the best applicant. It is about them, uh, attitude more than skill set. I will hire and filed for attitude over skill set. We can teach you the skills, but the attitude is something that you're bringing in there with you and honest. Quite honestly, I don't have time to fix you and fix your attitude. If you come in with a bad attitude, you can go right back out with the bad attitude because our our work is too important and every the front when people walk in that is there first. And sometimes they're only interaction with Alliance Safety Council, so that has to be a stellar experience. So we want the building, the people, everything that they do to be a reflection of the industry's commitment to safety in this area. So that's why we go the extra mile and, uh, you know, work to make sure we want to stay open. And we want to train as many people as we can because we know we're standing between them and providing for their families on a daily basis. So we're about efficiency in in getting that done. So anything that is going thio promote that they have a great experience while they're here that they feel safe coming in here for the training that they feel welcome, Uh, that they feel honored for the hard work that they do, that they feel the industry's commitment where the first sometimes the first interaction that they have with our local, you know, 75 to 85 facilities and we do manage the side orientation for more than 200 facilities across the Gulf Coast and eso, even though we only that just speaks about how great our content team and our platform is, is that and we're constantly working on improving all of it. So we're getting into a AR and VR and other fun things. Um, you know, we've been looking at the scissor lifts that are virtual eso we're excited about, You know, the future of training When I came 15 years ago, I said I want to see a hologram in the middle of the room taking apart equipment, putting it back together, going through it. And this past week they sent me a link where someone actually had a hologram of themselves doing some things I like were there, were there
[00:18:19] spk_1: awesome. And if anyone is going to get it, you will, because you you have that kind of dedication commitment. You have a board to write.
[00:18:26] spk_0: I sure dio I had a great board. How do they
[00:18:29] spk_1: like, like for some of the things that you bring to them? Do you ever get that? Like I roll and says, Cathy, what do you doing is how are we going to make this happen? And you're bringing this stuff to them because truly the things you do as an association, your visionary, because most people what they do when they see what the so called grunts are, or the people who are the working backbone of the society. They'll put them in a dirty little you know, one break room that looks horrible, or or something that is less than and then when the executives and board members come, they go into a nice little, you know, fancy boardroom, and they get ushered away from everyone else. You know, the peons. But what you're doing is like you're making that experience for everybody, not just the board member. When they come through an alliance event, ifit's physically at your location. Or if it's one of your member partners around the world, then truly that you're giving that person the feeling like I'm not just a grunt. Today, I'm getting quality education. So when you talk to your board about some of the expectations that you probably even have for them, how does how was that received?
[00:19:45] spk_0: Well, it's been a process over the years. Um, we have an awesome board. They're completely supportive of our growth oriented mentality. They There's nothing that motivates, like success and results. So fortunately, we've been able to show consistent success on, uh, growth every year, year over year for 15 years until Kobe hit in March, where, you know, we took a considerable depth. But we're on the road to recovery and expect a full recovery by the end of 2022. But we're gonna we're gonna get halfway there by the end of next year. It's just a function of the economy. And, uh, fortunately, we had been so successful over time that we have healthy reserves so that were positioned to weather. Uh, you know, part of business continuity plan that was part of the business continuity plan was to make sure that we've got health reserves. So we've been working on that for years. Um, so, you know, announce of prevention is worth a pound of cure where we've been preparing for a very long time. But the way that our board works is that, ah, lot of safety councils across the country having all contractor board or all owner board. Our board is a board that has diverse experience there, like a mastermind group. I don't know if you've ever read Napoleon Hill's, uh, you know, thinking grow rich, but he talks about a mastermind group and that mastermind group. You get diverse experiences. So we have someone from a mobile com company, a insurance company, a CFO of one of our construction organizations. Two of them are actually teachers and here, and they actually, you know, give us feedback. We've had several of our board members after coming off the board come to work for us. And so they want to come to work for us. So our board has been very supportive and very enabling and empowering. Uh, that's not always the case. Sometimes people get on the board to, you know, exert their power or authority. Our board doesn't have an ego. They're awesome. They're about what the members need. Some of them come from that industry. So they get it. They understand that, um they're willing to give us the latitude Thio fail to try new things. Thio, you know, continue to grow. So it has everything to do with how successful we are having to do from board. We would not be able, uh, to do and try all the things that we have. I mean, they're patient. Uh, they're supportive, and we've been able thio continually show them that we deserve that support. And, uh so it it makes all the difference in the world. They're volunteers, but they're more diverse than you would normally see in a safety council board. So we've got him from different walks of life engineering companies. Other. It's not just your contractors way. Do have contractors to but it's not. It's not that one group thing.
[00:23:12] spk_1: Yeah, that's excellent. I wanna be respectful of your time because I know I'm grabbing away the CEO and the president, the person that makes things happen. So how would you suggest? And I'll make this our last question. Unless you have time, it's up to you. But how would you suggest someone who is a consultant? And one of the things I even wrote in my book earlier was that best way to help grow your company instead of you trying thio, build the pipeline to all of your customers. One individual of the time is to partner with an association and already has your target market. And then therefore, if you partner with them in the best way you can and then deliver for them that that might be a good way for you to grow your business, if you will. So as person on the other end of that, where you're the one looking for partnering with people or people just come to you, what do you suggest? What's good tips that would get a consultant or a trainer noticed by an association their local association wherever they are in
[00:24:15] spk_0: the world. Well, teaching is one way, Thea. Other thing that they can dio is learn what is available a Sfar as, uh, performance support tools. What? What do we have here that can help them shine in their job? So, you know, we've got lots of, uh, pay per view courses so you can create and purchase just what you need, or if you see a need on hand injuries or you see a trend in your facility, we have tools, performance support tools that will help you, um, collect statistics quickly on what's going on you. But the biggest thing is, you've got as a safety professional, you have to have to trust, and you have tow work to engage and marshall the knowledge in the field. And the resource is you don't want to be seen as enforcement. You want to be seen as as someone that is there to make you wildly successful at what you do, and they're there for for your benefit and that they want you. Um, toe hang on to that hand so that you can hold your daughters. Um, you know, your first grand babies fingers, and so that you could walk them down the aisle And there's all these great life events you wanna You wanna protect your eyes so that you can see your Children grow up. So there's just so much that, um, a consultant can do when they come in and, um, create, uh, not just a caring environment, but a professional environment that says, you know, we are going to do the right thing if you're looking for somebody that's gonna cut corners and check off the box. I'm not the person for you. Those are a dime a dozen. But if you really care and you really want to make a difference, then talk to us about other tools and other things that we have that can support you on your journey is a safety professional because there's a lot. We have developed new technologies around gay check applications and around, you know, um, badging and, um, the tools to tell immediately tell you for you know, where muster points where people are and where they're located. And so we've got all kind of tools to help make your job easier. You just need to ask. Some people just don't know what to ask. So just spend a little bit of time soaking in what's available out there and share with us. What your concerns and your problems are joined the cost community online and linked in and share those ideas. Pitch things to the group, the powers in the community. So we'll do everything we can to support and to help. But you have tow have that mindset about, you know, looking for solution. Just like when I told Catherine Ploy. Hey, that's what I want to be when I grow up. If you don't speak it and you don't let people, nobody expects you to know everything and have all the answers. But if you speak it and you let people know that you're looking for something and it's top of mind, you're gonna find it, you're gonna see it. It's like when you get ready to buy a car office and you see it everywhere. You have to be really clear about what support you're looking for and you'll find it
[00:27:25] spk_1: excellent. Is there anything you want to share any? How do people reach out to you? How do people take classes of alliance? And I know you are OSHA training center as well. And you do all the numbers courses. So how do you How do we get Thio?
[00:27:41] spk_0: Okay. Well, you, of course, can go either to the cost website. Um uh, cost that net. You can go to the Alliance Safety Council dot or GTA. Uh, you can call us. There's the information online. You can reach out to us here. Uh, I'm happy on the podcast. If you share our email, you know my email and we can we have, ah, info box where they can get information we can share. Those kinds of resource is, but we have people to pour our facility from all over the country. We have a lot of best practices here. Please use us. Come here or make yourself familiar with what's available. Uh, schedule a tour. We have plenty of account managers here that will take you on a tour, show you everything so that when later you need it, you say, Oh, I know I can get that at alliance because we want to hear what you need, because that's important. Get on a committee that's reviewing some of our performance support tools for safety in the plant. and learn about that. We have a design thinking specialists that can help you solve really difficult problems. We have a lot of our clients that utilize that on. How do we enter? Ji actually came in and ran a whole design thinking on how Thio facilitate permeating their safety culture across the entire organization. So it's amazing what's available and what's possible. And the one thing I hear from people when they leave here is we had no idea you all did all this. And so we have to do a better job of getting the word out what's available. But there's also the onus is also on the safety professional to be looking for best practices. A swell. So we're happy toe. Engage them on that level.
[00:29:33] spk_1: Wow. Well, you're getting the word out. One podcast at the time here, Ugo,
[00:29:37] spk_0: Thank you so much for mentioning costs all the time. We sure appreciate we love having you as an instructor. We just hear so many things that were blessed to have you not only promoting us on your podcast, but to be a part of the Lions family. Thank you so much, Sheldon.
[00:29:53] spk_1: Now, Thank you. So much for having me. You guys taught me. I don't know if you ever heard this story, but when I was first coming through the process, I was actually Diana was still there at the time and I was doing my first solo teach right there in Baton Rouge. Diana comes into sit in the back and she's evaluating me. And I was doing one of the sections on walking and working surface. Cathy. I put her to sleep. She literally was dosing off as she was evaluating me and ended up we came to agreement that says, you know, Hey, let's do this again. I think you need a little bit more help. And at that time, my mindset switch to I'm not going to just be here. Just thio spout out regulations. I want to be here and have a conversation with someone who is a friend, and they have to get the information I'm giving them. But I want to receive information, and I change my approach and my teaching style at that moment because I needed to come back. I believe it was the following month or something.
[00:31:00] spk_0: I wasn't gonna bring that up, But since you. Did you remember that You've made a world of progress? Yes, I read every evaluation you really dio. But no, you've made a tremendous, uh, you know, progress. And but people have to be open to that. Not everybody is open to that. So that just speaks world about your mindset in your personality, about continuous improvement. And, you know, the way that I feel like is I'm a mouse in a maze. If I hit a while, I'm gonna go another way and figure it out, then keep on going s Oh, I like that perseverance. I like that perseverance. That's that's a great philosophy. Thank you.
[00:31:40] spk_1: Thank you. I needed that. And that's my teaching style today. You guys gave me that. And I appreciate it, Cathy. Thank you.
[00:31:46] spk_0: Absolutely. We'll take care and good luck. Probably to talking to you again. Sing.
[00:31:50] spk_1: Yes. You to have a wonderful rest of your day.
[00:31:53] spk_0: Okay, Sheldon, take care. Welcome back, eh?
[00:32:05] spk_1: So that was my episode with Kathy. Trey Hand. If you hadn't listened to Monday's episode, please go ahead and listen to Monday's episodes. And now you've got Kathy from Monday and here today. Thursday. If you're listening to me the day of when this, uh, this podcast was released. If not, you're listening to me a little bit later. So you may have cut onto me from a friend or someone else. So I wanna walk you, me or you just didn't have time on Thursday. He said, I'm gonna check out my buddy Sheldon later on. I'm good with that as well. Three Only way you could do that is if you subscribe to the podcast. So wherever you're listening to me right now, whatever service it is, just go ahead and hit the subscribe button. And, uh, what that does is as I do these episodes, sometimes I do two weeks. Sometimes I only do one a week. I like if we're doing interviews to kind of keep them in the same week so that you don't have to wait so long to hear the ending. You get some closure within the week. So that's what I've been doing. So go ahead and whatever you're listening thio me on, just go ahead and hit that subscribe button so that you can Yeah, No. When I'm doing a freebie episode just out of the blue And then another thing. If you could share this podcast with someone, go ahead and do that. I also have this podcast on my website, which Sheldon prime ms dot com So you could just can't remember the name of the podcast or how to get to it. Just go to Sheldon prime ms dot com. You could remember my name, right? So go ahead to say, sheldon promise dot com You gotta listen to this guy. That's where his podcast is. And that's where you can listen to me. If you wanna have me show up at your site and I could do, I'm still on active safety consultant, and I am global. So you don't worry if you're out of the country. My country is the U. S. That's right. Just good to Sheldon promised dot com backslash booking. And then that's the way you could, uh, to reach me. So I think I covered everything. Uh oh, yeah, I forget on sheldon primary dot com backslash event. I am actually doing ah, three day incident, causation and investigation, and I'm doing the thing that most people don't do. I am actually going to be talking about behavioral based safety and human and organization performance as part of understanding the background to truly incidents there cause ations but then also talking about remediation. And what do you do after you break down? You get your root causes and we'll talk about all the root cause factors. Well, not all, but we'll give you some ideas on how to break that stuff, Dad. And then also, we'll talk about really a lot of things that has to do with how this thing is Accident happened in the first place. So that's going to be my session. So you go to sheldon primers dot com backslash events. So whenever you get to the page there, you're gonna Teoh be able to get yourself some tickets, and it is gonna be, Let's see on events is with the S. So Sheldon private dot com backslash E v E N t s and the actual event three days is going to start on November 17. So 17th, 18th and 19th is when we're gonna do this is gonna be 9 a.m. Eastern time because I'm on the Eastern time right now, and then we're gonna end it each day right around two PM and we'll break in a little lunch and they're a swell. So just plan on doing that. And each day we're truly going to go through. You know, uh, talk about psychology, talk about behavioral types. Talk about observation and feedbacks to wrap up the behavioral side and the human organization performance. We talk about the principles of hop and learning teams a little, and we'll really get into depth about cases, how to figure this thing out. So it doesn't happen again. I'm gonna learn from it. And it's gonna be one of those type of losses that is, you know, a sad that has happened. But we learn something from it. So that's the key. And then we'll work that into your management safety system, Right? Everyone needs that management safety system, and I'll end everything with my steps to safety culture. All right, so there you go. That is what's happening. Go to Sheldon primary dot com backslash events, and you could still, uh, sign up for this one. It's a three day event, and we're just gonna really get down to this topic learning. So it's going to the tip of the week so the tip of the week. And I'm going to kind of include this in my story, which I told at the very end of this episode about how, when I was gonna become a cost instructor, I just It was a dud. It was It was like the dud of all duds. So eso truly, in those cases, I decided that if I can get them to have me come back and they did, I'm going to do this thing differently. So I created my own, uh, teaching style, if you will give you some tips on that back in Episode 24. So if you want to listen to my tips on speaking, go back to Episode 24. Listen to that one, and you will get the tips to speaking. But the true thing that I really wanted to to touch you guys about was the willingness to change. So if you're ever going to do well in this industry, especially since you are your own boss, especially since you are your own marketing team, you're on everything. When you see that something is not working, you need to pivot as quickly as possible. Um, I think Jenny Blake is the name of one author and author was pivot on. She pretty much wrote about her life story, and when it was time to change from one thing to the next, that process for her to hit it out of what she was doing reinvent herself. And now she's doing well, Great book like it hadn't read that one, But it was important for me in order for me to stay and into be successful as an instructor to actually pivot from my learned from my teaching style and then to be able to create a style that now I have embraced my students, learn I have fun. My students have fun, but I had to not be cocky. That's that's a good way of thinking of it. Have Thio evaluate myself, had to really think of what my outcome would be. And then also I needed Thio to say, How can I get there? What's my processes, the steps? What do I need to do? And my mindset change, But the willingness to change was it. So the best way I could say for you to get the willingness to change is to just do it kind of productive this right? You need to leave this change and how you could do change s And that's really the truth. You just have to be willing to do it. I would talk to whoever your your your spouse's your partner and get them to help you. They'll tell you the good and the bad and whatever you're doing and, you know, be honest with them. Tell them you want some help. Uh, be honest with your students. And sometimes a lot of times I actually say to my students, Hey, e, know that I might be going like, OMs or or you know, that or something, One of those one of those things you throw in when you you need to take a breath and pause. I used to do that a lot, and I probably still do, and I headed my own self on a podcast. So sometimes you guys don't even here the things that I do because I'll edit it out. But truly, once I asked students to help me, you got me more aware they had fun. I had fun, and, uh, no, it's been, you know, bad about it and read pretty evil with me. See? There? Yes, I said no. You know, a couple of times in that conversation. So now it's gonna be stuck in my head and the rest of this tip of the week I'm gonna keep saying, you know, you don't know. So that's what I need something like that. And then the willingness to address that and change it is Thea other part of that? So it's a big step. So this is what I am talking about consultants. Hold on. I'm gonna hit in too many buttons here. That's the button I need to hit. I love this road. Castor, I'm gonna have to whole episode on this road. Castor E could hit buttons and have the music and everything. That was just a button overload. Sorry about that. All right, So you hear my theme song, Bruce Lee one of my own songs. If you actually want to get my music, go ahead and go to Sheldon. Primary compacts. Last music. And I believe that's where it is. So you could download any of the songs that you hear that most all the songs that you hear are mine, except with one song that is underneath. When I interview someone, e got that one for my buddy J. Allen, and I loved it. I'm probably getting ranked one similar to that so I could switch it out and put my own song in it. But all the other music you hear, even the commercials air coming from me, that z my other hobby doing production music's if ever wanted to go for a shelter. Privates dot com and I believe it's excellent music or shops. You could shop for the music and download so you could jam with me and with my jams. So anyway, have a wonderful rest of your week pivot when you need Thio. Be willing, Thio. If you have a chance, you need to go to the Alliance Safety Council. Lions Safety Council dot org's sign up for classes or mid South of T I and become one of the Mid South instructors like myself. You know, he, uh, instructing buddies will be from the same family of OSHA o t I on if you can against described to me, and I'll be happy to help you through this journey of being a safety consultant. Go get him. E this'll episode has been powered by Safety FM thing
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