Topf Initiatives has been taking companies to the next level of safety (and operational) performance for over 20 years with a unique approach that goes far beyond the rudimentary approach of an observation-based behavioral program.
TOPF is unique in being able to create a lasting and fundamental change in the way people think about safety by making safety a personal issue, both on and off the job. The primary focus is on changing the attitudes and inherent beliefs and values employees have about safety by using a “holistic” approach which incorporates a variety of behavioral theories and methods and meets employees on physical, mental, emotional and spiritual levels.
The result is an organization where all levels of employees have heightened awareness, take personal responsibility for the safety of themselves and other employees, and develop skills in self-observation and self-management to prevent incidents on and off their jobs. Furthermore, leaders become safety coaches rather than cops with improved communication and team-building skills..
This Initiative Includes Everyone
The objective is to develop a “We” instead an “Us” versus “Them” culture. By involving everyone, a new culture is formed that is characterized by improved communication, increased teamwork, and greater personal responsibility-a benefit to everyone. Moreover, these benefits apply to productivity, quality, and human relations, as well as safety, health and the environment. No one is left out to anchor the culture in the past.
This Initiative Coexists With Other Safety Programs
The focus is on the underlying “human mechanisms” that cause people to place themselves at risk, whether deliberate or not, and on how to change those risk-taking behaviors. As most companies do a good job in basic compliance and safety fundamentals, TOPF moves employees from “knowing the right thing to do” to actually “doing it”. The TOPF Initiative is not intended to replace existing safety programs or processes, rather to co-exist and empower what is working and assist them in working more effectively.
The Results Are Rapid and Sustainable
As all levels of employees are engaged early on in the process, changes in employee attitudes start immediately and are well advanced in less than 6 months (see the slide with attitudes measured before and after the core training - a period of about 4 months). Furthermore, the improvements are long-term, as employees are driven by their internal attitudes and values, not external forces (i.e. observations, discipline, rewards,)
The Objective is to Make Our Clients Self-Sufficient and Be Able to Work Independently on an Ongoing Basis fpr Continual Improvement
Within 5-6 months (depending on the size of the facility and clients scheduling), the core training is complete and the process is transitioning to internal facilitators and coordinators who will reinforce and sustain the learning through regular safety meetings, tail gate meetings, and other hand over processes. On-going consultation is provided to insure all aspects of the process are working effectively.
The Training Initiative is Engaging to Employees at All Levels
Unlike most training, this training initiative is both “cognitive” and “interactive”. Employees undergo a process of self-discovery as they discuss what their safety behaviors are, why they behave as they do, and what are the possible consequences. Through this initiative they achieve a “wake-up call”, whereby they understand their own actions and make a personal commitment and decision to change. Most importantly, the improvements are sustained through reinforcement via internal safety meetings or tailgate meetings.
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