Your dangerous wandering distracted mind

wandering mindDistractions are everywhere in our world.  We can be distracted while driving, while working, or while doing any number of routine tasks. In the work place, incident investigations reveal that tens of thousands of injuries each year occur when people are not focused on the task at hand.

Most everyone recognizes the dangers associated with being distracted while driving a motor vehicle.  Distracted driving is a leading contributor to automobile crashes.  For example, here are just a few statistics from an organization dedicated to stopping texting and driving injuries and deaths:

  • Every year, about 421,000 people are injured in crashes that have involved a driver who was distracted in some way.
  • Each year, over 330,000 accidents caused by texting while driving lead to severe injuries. This means that over 78% of all distracted drivers are distracted because they have been texting while driving.
  • 1 out of 4 car accidents in the US are caused by texting while driving.
  • Texting and driving is 6 times more likely to get you in an accident than drunk driving.
  • It takes an average of three seconds after a driver’s mind is taken off the road for any road accident to occur.
  • Reading a text message while driving distracts a driver for a minimum of five seconds each time.
  • The chances of a crash are increased by 23 times when you are texting.

Error Rate and Distraction

A recent Michigan State University study provides supporting evidence that being distracted significantly increases human error (which can result in an accident).

Participants in this study were asked to perform a series of tasks in order, such as identifying with a keystroke whether a letter was closer to the beginning or end of the alphabet. Of course, a certain number of errors were made even without interruptions.

Occasionally the participants were told to input two unrelated letters — which took about 3 seconds — before returning to their task. These slight interruptions led to participants making twice as many mistakes when they returned to their sequencing task.

In addition, there are a number of studies and/or exercises which prove that humans cannot consciously complete more than one task at a time.  Indeed, one author has labeled the so-called skill of multi-tasking as “worse than a lie.”  No matter how you look at it, being distracted (for any reason) significantly increases the risk of making a mistake and/or being injured.

Unfortunately, we are not only distracted by something in our environment, but simply by the way our minds operate!

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How can we get employees to speak up (when they see risky behavior)?

Speak UpVictor has over 20 years experience in the warehouse.  You have a few years of experience and were just hired a few weeks ago.  Today, you are working as a team, unloading pallets of packaged materials that were delivered from the dock. As both of you approach the first pallet, Victor takes a position directly in front of the strapping that is straining under tension.  You see that this puts him in the line of fire. Instinctively, you take a step back when Victor pulls a pair of snips from his pocket to cut the strapping…

Do you speak up? Do you stop him?  Are you sure?

Perhaps you would say something.  But a surprising number of people in this situation would stay silent. Their thought process would be something like, “Surely he must know how to perform this task safely. He’s done it thousands of times.  I’m the rookie here.  Who am I to question his experience and job knowledge?”

Peer pressure is a powerful social influence.  Most of us are fearful of being considered an outcast if we are the dissenter, especially if we have less informal authority than other people in our natural work group.

You may think of peer pressure as overt statements from co-workers. “Look, this is the way things are done around here.”  But this is not always the case.  In the scenario above, Victor did not have to remind you about his seniority and experience.  It was implied and understood.

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Control or Caring? What is your motive for a safety conversation?

Most organizations that seek to achieve safety excellence realize that this performance level can only be attained with strong leadership.  When it comes to safety, there are two prevalent leadership philosophies. There is a stark contrast between the resulting safety cultures. We can better understand the differences by realizing that each is grounded in very different motives.  One approach emphasizes control, while the other starts with caring.

Control = Compliance

Some managers define “strong leadership” as carrying a big stick.  These managers believe that any time there is an injury or near miss, their principal responsibility is to hold people accountable.  In practice, this means that the primary reason they have any safety conversation is to exert more control.

These managers believe that if people would simply comply with the policies, rules, and procedures, then no one would get hurt.  Armed with this reasoning, they strive for greater control by criticizing actions that are inconsistent with established policies.  Safety conversations center on correcting errant behaviors through counseling or discipline.

Culture of ComplianceThis safety philosophy leads to a Culture of Compliance.

The graphic shown here demonstrates the actions which lead to this kind of safety culture, which is summarized in the following statement:

If the reason (Why) you have any safety conversation is to exert control, the approach will be to criticize (How) and seek compliance through correction (What).

A Culture of Compliance results in a false sense of improved safety performance, because many incidents are driven underground.  The official safety numbers may look good. However, the number of unreported near misses and unrecorded minor injuries are indicative of an insidious safety culture. Because the causes are never acknowledged and addressed, they accumulate until a significant event occurs. Continue reading

Four ways to successfully engineer change

Cengineer changehange is hard.  Leading others through change can be a daunting
challenge.  However, if leaders understand and apply some basic principles, even large organizations can be re-aligned and move in a different direction.

I was thinking about this as I watched a video about operating a large rail yard.  I noticed that when an engine hooked up to a long train of cars, the engineer did not simply pull forward after it was coupled.  Instead, he backed up first.  Then, he slowly accelerated forward.  By backing up, the couplings between each rail car were compressed.  As a result, when the engine started forward, there was a small amount of slack in the couplings between each car.  When the engine started moving forward it was pulling (for an instant) just one car – then two cars, then three cars, and so on.

By following this procedure, the engine was able to eventually pull several hundred cars.  If the engineer did not back up first, he would have to pull all the cars at the same time.  The total weight of a long train would cause even the strongest engine to lose traction and spin its wheels.

This is a wonderful metaphor for leading change. Continue reading

Social Influence – A Prime Driver of Workplace Safety

Social InfluenceWe are influenced by the actions of others more than we may care to admit. Many researchers have confirmed that social influence has a powerful effect on our decisions.

We experience many forms of social influence, although we probably don’t think about it.  Perhaps you purchased something after hearing about it from a friend or family member.  Or you may have joined an organization or club because someone you know is one of the members.  Throughout our lives, we have been powerfully persuaded or casually nudged thousands of times to make a decision or take an action because of social influence.

Indeed, the authors of Influencer contend that there are six sources of influence.  They refer to one of these influences as social motivation (although most of us think of this as peer pressure).

Let’s review a recent study by Pedro Gardette of Stanford that supports this concept. He wanted to measure the effect of social influence on the purchasing patterns of airline passengers. Continue reading

Dear Supervisor – Do you expect me to be injured?

Safety Expectations

Image courtesy of Atlantic Training

One of my summer jobs was working at a busy warehouse, filling wooden pallets with various orders of canned fruit or juice products. Forklifts then loaded the pallets on a trailer for shipping.

I remember the day I filled out the employment application.  The job was on second shift.  It was hard to find anyone who wanted to work these hours, so I was hired.  The woman from human resources asked me if I could start working the same night.  I showed up 30 minutes before my shift for orientation.  While I don’t recall everything that was said, the supervisor’s safety expectations were memorable.  The speech from Lyle went something like this:

“Most of these guys have been working here for more than 15 years.  So ask them anything you want to know.  The work isn’t that hard, but you can expect to get a few minor injuries before the summer is over.  Nothing serious – maybe a gash from a box cutter or a sore toe from a case that is dropped accidentally. No open-toed shoes, by the way.  There’s a first aid kit in the break room.  If you need something more than a bandage or ointment, come see me.  Now look, the number one thing you need to remember is that those guys running the forklifts are moving fast.  The sooner we get these trucks loaded, the more time we all have at the end of the shift to relax.  So stay clear of them at all times. They have the right-of-way in the aisles.  Any questions?”

What questions would an 18-year-old ask?  I had none.

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