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Where do I start with Just Culture?
We suggest starting at the top; you’ll need the buy-in of the executive team in order to effectively make the changes needed for implementation. Explain to them the core concepts of Just Culture, the different, better way to do business. Show them the outcome bias and how destructive it can be. Then you can work your way down to local managers to show how a Just Culture works.
What does JC implementation look like?
Implementation usually begins with learning how the three behaviors work and how the quality of each choice can make a difference. Getting past the outcome bias is also a big early step. Then you’ll revise organizational policies and procedures, beginning the system design phase. Training your managers and staff on the concepts and on peer-to-peer coaching will begin to build a learning culture in your organization. And once you get buy-in across the organization, your people will begin to make the right choices and your processes will steadily improve.
How do we maintain momentum once we start the process?
Getting the Just Culture ball rolling will take leaders role modeling and interacting with subordinates and peers. You’ll also want to give regular reminders and use any and all examples that come up to show how it’s working. Periodic training and practicing with fictitious scenarios can also help an organization pursue a learning culture.
How important is getting leadership aligned?
Without the support of upper leadership, a Just Culture implementation will always be treading on thin ice, afraid that the effort could be suspended or cut entirely. In order to commit the organization to the change, top-level buy-in is essential. This is not to say that they must drive the implementation, though; leadership can come from any level.
Is on-site training available?
Absolutely; in fact, most of the training we do is on-site. Our advisors travel quite a bit to visit our clients to do training, and some clients have Certified Champions who do the same. We also have several options for online training available.
How does Just Cause work with the Just Culture Algorithm?
Just Culture and Just Cause fit together beautifully. The focus of Just Cause is the procedural aspect of justice; it spells out the rights and requirements of the law. Just Culture aligns with the substantive aspect; it spells out how to define what crime is and how to handle justice on both the personal and organizational levels. So the older Just Cause concepts and the newer Just Culture concepts complement each other quite well.
How many people from my organization would you recommend getting certified?
The answer to this question, which we get a lot, is very dependent on your organization. We recommend that you have representation from your operational leaders, your HR team, and your quality and safety personnel. How many employees and managers you have and how much culture change will be required will dictate how many Champions it will take to best serve your needs.
What are some methods for instilling daily use of the Algorithm by managers?
Console the error, coach the at-risk, punish the reckless irrespective of the outcome; when your managers are comfortable enough with this that it becomes the reaction to an event, you’re on the right track. Keep them practicing with fictional scenarios and encourage them to look at their normal everyday events through this lens. Once it becomes habit for them, you’re in a great position.
What are some metrics that will show that we’re making progress?
The obvious general answer here is better outcomes; you’ll start to see an improvement in how your processes work. To get there, though, you’ll see more depth in your investigative processes and your disciplinary records. You’ll see improvements in the design of your systems, and you’ll have more data to measure. And our team can help you establish more specific metrics to measure based on your organization and your industry.
What are some methods of tracking non-punitive coaching/consoling sessions in order to record repetitive behaviors?
What you choose to track will be based on your organization’s mission and values; you’ll set up team and individual guidelines that you’ll want to watch. In the coming months we’ll be reaching out more about a new tool for this very purpose. Keeping track of both sanctions and accolades will be important for use in performance reviews as well. That data will allow you to see trends in behavioral choices, and that will cue you to address them.