[00:00:00] :  This show is brought to you by safety warning. The following broadcast contains adult language, adult content, frank safety discussions and stories that might sound unbelievable. But believe me, every one of those stories is true. We didn't start the safety war, but we are going to fight to win it for our families, for our communities, for our workplaces and for our lives. Hello out there. Well, it finally came 100 episodes. Some people didn't even think we would last 10 or 12 episodes according to J Allen from the J Allen show and rated R safety show. He said most people do not last past center 12 episodes because they really don't appreciate that. This is actual work growing up, I listened to many different talk show hosts and they said a one hour show takes about 4 to 6 hours of prep work. When I started out on the safety journey, I figured out that was pretty accurate when giving drugs a regular presentation, let alone a podcast. Some of them go click easy prep. Some of them not so much. So you have to be prepared to do for 56 hours of work per episode here. What's the point here? What's the point of safety wars? What we're doing here? What we're attempting to do here is to give support inspiration and honest dialogue for safety professionals on what I see. That's jim proposal and the safety awards team. What we see on the challenges and safety what they are. We're talking about stuff that are the proverbial columbus eggs where everybody knows what it is. It's the £800 gorilla in the room. Everyone knows it, but nobody wants to talk about it. Why? I have no idea. But we decided when we put this together that we're gonna end that, where we're going to talk about the things that people really don't want to talk about. From my point of view, there are two sets of challenges that we have in safety. One is institutional or dare I say cultural. The other one is personal. Let's talk about institutional challenges. Number one, no support from management and safety is just the thing on the checklist or in their contract that they have to fulfill. Mhm. There is no support from management. Safety is just a thing on the checklist or in a contract or some type of contractual requirement. There is little or no professional development and you end up having to get it yourself and pursue it yourself. We're professionals, other professionals have to do it. No, there's really no reason why we should not be doing it where we should be special. The other one is really bad as pension holding you And a job in one spot this weekend, something to post had an article on women being 44% more likely of being given menial work that did not add to the professional development. I think the article swerved into some truth here for the safety professional. It is not ever seen as a value added part of a culture, part of a company or anything. And some organizations just see it as either a necessarily evil or a waste of time or someone to give our menial jobs to. We don't want to really deal with. I've fallen into that trap many times and what happens is you don't get to develop the network in your organization often that you would normally have if you had, let's say, an office job with me. I've always been very good at fieldwork. I've been told I'm really good. I I guess I'm okay. I'm not gonna be here and self promote on that. But what happened was I used to spend so much time in the field that people who were not really good in the field, they ended up being in the office, they ended up developing their office skills, that's writing reports, emails, developing relationships, which propelled their career, really. Something you need to be careful of something else. How do we sabotage ourselves? That's the second area here. That's the second set of challenges and now those are easy traps to fall into. Also One of them. And I say number one, and it's one of my biggest comments to the people. I supervise Number one, becoming everyone's friend rather than a manager. You don't want to be everybody's friend, you want to be a manager, at least in the work office setting. # two, a complete lack of leadership ability and not knowing what that is exactly what is leadership is influence. We're going to talk about that in the very near future, a lack of articulateness, meaning you cannot articulate things. You need to frame things in non confrontational ways. Usually almost always a non confrontational way in a level of understanding by the person who's the audience or the people who were in the audience. For example, we had a situation last week where it went, something like this, the bleeping bleep cannot bleeping bleep, understand what I'm trying to accomplish here and is interfering with my work and it's messing me up. I said to the guy, first of all, your approach to this is wrong, You're confrontational. What would be a better way of saying this would be the way that you're working is impeding my progress here and we've got to get this job done, get this construction job, can we work together so we can work together and get this job moving here. And so we wouldn't have so many confrontations here. That's a much better way of handling things than cursing and yelling and screaming at someone. Number four lack of technical ability and no incentive or inclination to get that technical ability or pursuing credentials that goes back to little or no professional development, not being at the sharp end of the stick. What is the sharp end of the stick out there in the field, you're sitting in the office all the time away from the hazards and it could be a construction job. General industry job maritime doesn't matter the working environment. You need to be out there, seeing what the work is. Maybe not all the time, but enough to know what's going on. Not taking the time to learn the workforces, job world work process. It's not, it's number six, I would call this. You have to have some type of learning team. I'm some sort of learn the job, learn the hazards, learn how to do the job right? Learn how if it's consistent with the work as planned versus the work has done. Do you have to modify your process? Pessimism or Cynicism? That's another one. If you're pessimistic or cynical, no one's gonna listen to you. No one's gonna pay attention The next one. No backbone have a backbone. There are times and I rely on the customers benevolence a lot of times. However, sometimes I have to tell the customer look or the supervisor manager depends on who I'm reporting to. I have to tell them bad news and where I have to tell them, Look, this is the way I see the situation or how could we do this? We try to frame it as a question usually. And they said, well, no, we're not gonna do that or you have to prove it to me. But this has to happen this way and all this other stuff. You have to have some backbone, some integrity with this stuff, they're gonna respect you more with the backbone and integrity. But as we always say fight against bad change, but once the decision is made, you gotta go onboard here. Usually depending on one of those you have to have backbone, get respect and it makes your job a little bit easier in the long run. So what are we talking about here with safety words, the name, it's not a gimmick, that's why we're fighting here. The number of fatalities that we're seeing in the workplace every year, especially the United States are really not acceptable and we're not to mention the over 2.5 million nonfatal occupational injuries a year. The number is probably much higher because these things are all reported differently and things happen off the books and everything else I can listen to it. Mhm. The struggles that I have are far from unique but over the years I've developed along with my team ways of managing and red, red flagging things and this was set up for you folks. The listeners, we're here to help you through all of your struggles, your folks are the experts in your situation and you need to find your own solution and my solution is not the only solution to a problem I realized that but it could be used as a jumping off point as a conversation starter. A lot of the things we talked about that I'm going to issue and redo one of my most request the presentations this week, probably going to release it right after this gets released and we're going to go over it. Uh as part of our 100th episode celebration, it's called pushback faced by safety professionals. Stay tuned for the next podcast. Are you tired of hiring safety consultants and safety professionals that don't have any passion for what they're doing? How about those who have never worked in the field or done the dirty work? Is their resistance to taking safety training because the training is boring, irrelevant and an engaging. Are your employees playing a team counts two or someone on the dark web to take the online safety training for them look no further safety awards can come to your facility where do most of the training you need through an online platform at times convenient for you. For more information, call me jim proposal. Your safety awards host at 8456944170. Or you can email me at jim at safety words dot com. Remember if you've heard this transmission, you are the solution to unsafe workplaces. The views and opinions expressed on this podcast are those of the host and its guests and do not necessarily reflect the official policy or position of the company examples of analysis discussed within this podcast are only examples. It should not be utilized in the real world as the only solution available as they are based only on very limited and dated open source information, assumptions made within this analysis are not reflective of the position of the company. No part of this podcast may be reproduced stored in a retrieval system or transmitted in any form or by any means mechanical, electronic recording or otherwise, without prior written permission of the creator of the podcast, J. Allen, mm hmm.