The mere thought of developing or implementing a safety management system (SMS), sends shivers through many managers. They view it as an overwhelming task, sort of like eating an elephant. But just as the old cliché goes, the only way to eat an elephant is one bite at a time. It would seem then, that tackling the SMS monster could be made a simpler process by breaking it down into bite-size pieces, and focusing on smaller pieces so that one layer builds and coordinates with another.
As they embark on the SMS journey, many companies will be pleasantly surprised to find that they already have many of the elements of an SMS in place; however, they may not be documented or a direct correlation between policies, programs, systems, and procedures may be missing or nonexistent. SMS tools, like gap analysis tools, prove to be of great value in determining performance gaps, and what actions should be taken to eliminate the gaps, which essentially becomes the design of the SMS.
The challenge to management personnel in many organizations, will be how to transition the available information, (meaning their existing processes and procedures) and their understanding of SMS, into a functional safety management system in the most efficient and effective manner.
Myths and pitfalls
There are some common pitfalls that can get in the way of a successful SMS development and implementation in an organization. An awareness of these factors goes a long way to getting on the right track.
One of the myths I personally encounter in working with companies to help them develop their SMS, is that senior management does not need to be involved, once they give the green light to middle management to go ahead. It is so vital that senior management does not disengage at this point.
Allow me to share what I would consider to be a golden rule which becomes the foundation for SMS success, just as it is for any other initiative within an organization. That golden rule is that the organization’s executives must totally “buy in” to the SMS success and remain engaged in the process throughout the entire development and implementation, by committing the time, resources, and effort to development, implementation, and communication that it will require.
Think about it, if the executives of the organization do not take seriously the value of the SMS, how can they expect the employees to embrace the behavioral changes that will be necessary for compliance? This is easily accomplished by conducting regularly scheduled briefings to communicate progress and maintain forward movement. It will be critical for senior executives to motivate middle management, as this is where the accountability for change most likely falls. Lack of motivation coupled with accountability for forward progress at the middle management level will surely doom the project.
A safety management system may require a cultural change within the organization. Organizations with a high risk tolerance may face a greater challenge in overcoming failure of the SMS. The accepted ways of doing things or “norms” of the organization may be deeply embedded in the culture. If those norms permit workarounds and shortcuts, a cultural change is in order for SMS success. Culture develops over time, dependent on the seniority of employees, rate of turnover, experience level of employees, training, administrative policies and consequences of safety noncompliance, or lack of consequences for safety noncompliance, as well as many other factors.
Changing the corporate culture involves new safety habits that are repeated until they become the new normal. Implementing positive necessary change in these areas is indeed a process and not an event, and must be taken into account when undertaking SMS. Everyone must believe and take part in the process. Some scary choices may need to be made, not exclusive of personnel changes.
Evaluate cost savings not cost
In the aviation world, risks we accept define our corporate culture and affect our day-to-day expectations
What type of consequence is the most powerful and most likely to trigger action and maintain a behavior?
SMS is not a monster managers must fear. Whittle away at this seemingly monumental job one task at a time