Determining root cause is necessary during an investigation. Making assumptions at the face of the data findings may not reveal the true cause of the incident. Please comment and let me know your thoughts!
The 5 Why method is simple enough to use and train others how to investigate. You will find a root cause with it. Sometimes more than one root. Hopefully what you've found isn't a terrible overall safety culture. That's the hardest to correct. Especially if you think it's going to change overnight. It won't. Old bad habits die hard, but you can kill them off rather quickly if you try.
@@larryspiller6633 You are so right regarding old habits! An ailing or absent safety culture is the hardest obstacle to overcome. Thanks for the comment! Cheers! --Kevin
Good presentation. The concluding review and emphasis on corrective actions showcased a data-driven approach and clear focus on optimizing continuous improvement and problem-solving. Keep up the excellent work!
Wow, the best I have seen explaining the 5 whys. I agree that it is the best method to use but also has the danger of total failure if you go into this with predetermined ideas of cause. For sure the operator doid not think it through before lifting the load but as the video professed I realised it al the fault of real bad management and supervision.
@@ProvokingSafety Thank you Kevin. I was wondering, how would you decide which accident causation model to use since there are so many, i always struggle at that. And it seems that using a different model may lead an investigator down a different path, how do u know if u r "doing it right"?
Excellent question! I find the 5 whys method is usually pretty safe most of the time. Failure modes effect analysis is good if you are dealing with process or production failure situations. And of course a myriad of other theory based ones like domino or Swiss Cheese theories. You really need to look at what the incident is and pick one really. If it was an assemply line or transmission process accident I would likely use a FEMA approach. I am working on a video on refining root cause using a modified fishbone (Ishikawa) (sp) method coupled with a risk matrix as a way to drill down contributing factors and prioritize each. Cheers -- Kevin
Safety culture, starting with senior management, to Safety department, to HoDs, to Supervisors, to Foremen, to the junior workers. Management has failed to notice importance of SMS, HSE Plan, and Policy Implementations.
Hey there! Thanks for weighing in, I would say you're spot on. In fact maybe even go as far as to say management and supervisors are non-compliant and that non-compliance has seriously impacted the safety culture. Cheers! --Kevin
Kevin, thank you for for your great videos. I am newer to this field and it helps alot. Can you explain the thought "every negative answer should be considered a deficiency and addressed whenreport is written. "? Again thank you!
Hi James, glad you find the videos useful. When determining root cause you also need to look at all the answers or findings in your investigation that contradict best practice safety processes and address them as contributing factors. These contributing factors should each have a corrective action recommended in your report. Does that help? Cheers! --Kevin
Too many companies rush employees for more production. Risking accidents and osha laws. The employees trust the employer to treat them fair and protect them. When the employers insurance main purpose is to save them money and collect premiums.
You are right when you say too many companies are electing to choose profits over safety and worker well being! It’s part of why I started this channel, provoking safety at all levels! Cheers! -Kevin
Good Video Kevin: are you able to shorten it down a bit, into specific sound bites? the what if's towards the end ( for me ) detracted from the message.
Hi Antonio, welcome to the channel. Unfortunately, I did my exam over 10 years ago so my information is slightly outdated. I used some resources from Alan Quilley but unfortunately he passed last year so I don't know if any of his resources are up to date or available. However, what I did is gathered up all the material the BCRSP recommended along with the competency profiles and studied my ass off. Good luck!
@@ProvokingSafety Thanks for your answer! ill be following you for more videos like this. I like how you apply the theory with a real case in the workplace.
From what you've determined this far, the root cause is improper or supervision. The supervisor should have addressed the employee using too much time on their break. The supervisor has established an atmosphere where there is not accountability. The scales aren't working, there is no check when a new driver gets on, they don't have certifications, etc. etc. etc. The supervisor should possibly be terminated for failure to train and or failure to properly supervise.
Hi Steve, welcome to the channel! I agree wholeheartedly, the supervisor should be canned. I would can him for non-compliance and numerous things. The root cause could point to inadequate program standards. Like anything else our investigations just has to point out the facts and we hope the organization will take the appropriate action. However, in my experience it isn't always the case. Thanks for the comments! Cheers! --Kevin
Fire the Supervisor? Safety doesn't have to be like a Witch Hunt, finding someone to burn at the stake isn't the answer to it. When supervisors are running amok, it's most likely cultural within the organization. We have to fix that first and foremost. Now if someone is willfully not following safety rules, won't comply, I agree 100 percent with you. I've seen some crazy stuff in my 30 year unionized construction career, on the tools and in the Safety department. With a transient workforce it takes a little time to establish the proper culture because many come to your jobsite with bad habits and bad culture that was tolerated elsewhere. If you have the same guys all the time, safety could be so much easier. Peace, stay safe.
Hi Saifuldeen, I will do what I can to answer that this Saturday, livestreaming at 9:00 AM MDT. Will talk about safety communications and of course a Q&A. Cheers! --Kevin
Thanks for the comment! I don't necessarily dwell on root cause as the be all to end all. As I mentioned in the video considering causal factors is as important, understanding them and implementing appropriate corrective actions is as valuable. To be honest I have seen folks arrive at god corrective actions and not solve the causal factors that lead them there to begin with. Thanks again! Cheers! --Kevin
Determining root cause is necessary during an investigation. Making assumptions at the face of the data findings may not reveal the true cause of the incident. Please comment and let me know your thoughts!
Great video i'm on the tailend of a safety investigation and this helps a lot!
Hi @@cjh6678 ! Glad you found it helpful!
The 5 Why method is simple enough to use and train others how to investigate. You will find a root cause with it. Sometimes more than one root. Hopefully what you've found isn't a terrible overall safety culture. That's the hardest to correct. Especially if you think it's going to change overnight. It won't. Old bad habits die hard, but you can kill them off rather quickly if you try.
@@larryspiller6633 You are so right regarding old habits! An ailing or absent safety culture is the hardest obstacle to overcome. Thanks for the comment! Cheers! --Kevin
really helpful video. i work as fm in schools in the uk... i often aske W5 who what where when and why.... this rill down down has helped a lot !
Great, very insightful video in incident investigations
Hey Jonah! Thanks for the encouraging words! Glad you found the video useful! Cheers! --Kevin
Good presentation. The concluding review and emphasis on corrective actions showcased a data-driven approach and clear focus on optimizing continuous improvement and problem-solving. Keep up the excellent work!
Hi Chris. Welcome to the channel! Thanks for the detailed and encouraging comment! Cheers! --Kevin
Wow, the best I have seen explaining the 5 whys. I agree that it is the best method to use but also has the danger of total failure if you go into this with predetermined ideas of cause. For sure the operator doid not think it through before lifting the load but as the video professed I realised it al the fault of real bad management and supervision.
Hi Hein. Welcome to the Channel. Thanks for the encouragement, I am glad you found the video useful! Cheers! --Kevin
Good stuff. I was actually about to check out of the video at the summary when u yelled DON'T RUN AWAY! Lol
Glad you enjoyed it! Cheers --Kevin
@@ProvokingSafety Thank you Kevin. I was wondering, how would you decide which accident causation model to use since there are so many, i always struggle at that. And it seems that using a different model may lead an investigator down a different path, how do u know if u r "doing it right"?
Excellent question! I find the 5 whys method is usually pretty safe most of the time. Failure modes effect analysis is good if you are dealing with process or production failure situations. And of course a myriad of other theory based ones like domino or Swiss Cheese theories. You really need to look at what the incident is and pick one really. If it was an assemply line or transmission process accident I would likely use a FEMA approach. I am working on a video on refining root cause using a modified fishbone (Ishikawa) (sp) method coupled with a risk matrix as a way to drill down contributing factors and prioritize each.
Cheers -- Kevin
@@ProvokingSafety Thank you for your reply Kevin. Take care.
And you as well Kylie!
Carelessness to everything
You're on the right track, but why was the environment that permitted the carelessness allowed?
Thanks for this video.
I really appreciate it, you have a new subscriber. Wonderful content
I am very glad you enjoyed the video. Thanks for subscribing. I hope you enjoy the other content as well! Cheers! --Kevin
Such a great video, expecting more good and informative videos
Hi Hashim! Welcome to the channel. Thank you for the encouraging words! --Kevin
Excellent, thank you! 😊
Thanks for your encouraging comments Mark! Cheers! --Kevin
Great video Kevin thank you! Very informative 👍
Hi! Glad you found it helpful! Cheers! --Kevin
Safety culture, starting with senior management, to Safety department, to HoDs, to Supervisors, to Foremen, to the junior workers. Management has failed to notice importance of SMS, HSE Plan, and Policy Implementations.
Hey there! Thanks for weighing in, I would say you're spot on. In fact maybe even go as far as to say management and supervisors are non-compliant and that non-compliance has seriously impacted the safety culture. Cheers! --Kevin
Kevin, thank you for for your great videos. I am newer to this field and it helps alot. Can you explain the thought "every negative answer should be considered a deficiency and addressed whenreport is written. "? Again thank you!
Hi James, glad you find the videos useful. When determining root cause you also need to look at all the answers or findings in your investigation that contradict best practice safety processes and address them as contributing factors. These contributing factors should each have a corrective action recommended in your report. Does that help? Cheers! --Kevin
Sir .my English is very poor but I like your video
Thank you, does CZcams have subtitle translation in your native language?
How are you sir…!!! Provided a good content 👍🏻
Hello, thanks you for the compliment! I am fine thanks, as I hope you are doing well too. Glad you enjoyed the video! --Kevin
Too many companies rush employees for more production. Risking accidents and osha laws. The employees trust the employer to treat them fair and protect them. When the employers insurance main purpose is to save them money and collect premiums.
You are right when you say too many companies are electing to choose profits over safety and worker well being! It’s part of why I started this channel, provoking safety at all levels! Cheers! -Kevin
So true. Under-staffing is another major issue. Managers are trying to save money for more bonuses. Unbelievable!
@@georginak4795 I have seen that happen and yes, it's terrible! Especially when it comes to sacrificing safety!
Thank you!
You're welcome! Hope you found the video useful. Cheers! --Kevin
Good Video Kevin: are you able to shorten it down a bit, into specific sound bites? the what if's towards the end ( for me ) detracted from the message.
Thanks for the suggestion @jimwharton4080! I’ll work on something much shorter, stay tuned! Cheers! -Kevin
A follow up can be found here czcams.com/video/tyGJkCG61WU/video.html
Hi! great video. Do you have any suggestions for free preparation material for the CRSP examination test? Thanks.
Hi Antonio, welcome to the channel. Unfortunately, I did my exam over 10 years ago so my information is slightly outdated. I used some resources from Alan Quilley but unfortunately he passed last year so I don't know if any of his resources are up to date or available. However, what I did is gathered up all the material the BCRSP recommended along with the competency profiles and studied my ass off. Good luck!
@@ProvokingSafety Thanks for your answer! ill be following you for more videos like this. I like how you apply the theory with a real case in the workplace.
@@mantogoca Thanks! Using example to apply the theory is a great way to get the point across. Sometimes it works sometimes, not so much. CHeers!
Thanks you sir
You're welcome! And, thank you for the comment!
Great....
Thanks! Glad you enjoyed the video!
From what you've determined this far, the root cause is improper or supervision. The supervisor should have addressed the employee using too much time on their break. The supervisor has established an atmosphere where there is not accountability. The scales aren't working, there is no check when a new driver gets on, they don't have certifications, etc. etc. etc. The supervisor should possibly be terminated for failure to train and or failure to properly supervise.
Hi Steve, welcome to the channel! I agree wholeheartedly, the supervisor should be canned. I would can him for non-compliance and numerous things. The root cause could point to inadequate program standards. Like anything else our investigations just has to point out the facts and we hope the organization will take the appropriate action. However, in my experience it isn't always the case. Thanks for the comments! Cheers! --Kevin
Fire the Supervisor? Safety doesn't have to be like a Witch Hunt, finding someone to burn at the stake isn't the answer to it. When supervisors are running amok, it's most likely cultural within the organization. We have to fix that first and foremost. Now if someone is willfully not following safety rules, won't comply, I agree 100 percent with you. I've seen some crazy stuff in my 30 year unionized construction career, on the tools and in the Safety department. With a transient workforce it takes a little time to establish the proper culture because many come to your jobsite with bad habits and bad culture that was tolerated elsewhere. If you have the same guys all the time, safety could be so much easier. Peace, stay safe.
Can you explain Failure Mode and Effect Analysis FMEA for risk assessment.
Hi Saifuldeen, I will do what I can to answer that this Saturday, livestreaming at 9:00 AM MDT. Will talk about safety communications and of course a Q&A. Cheers! --Kevin
👌👍👍
Welcome to the channel! Thanks for the thumbs up! -Kevin
Wow. We're ignoring all of the research over the past 30 years and are still talking about root cause.
Thanks for the comment! I don't necessarily dwell on root cause as the be all to end all. As I mentioned in the video considering causal factors is as important, understanding them and implementing appropriate corrective actions is as valuable. To be honest I have seen folks arrive at god corrective actions and not solve the causal factors that lead them there to begin with. Thanks again! Cheers! --Kevin
Lack of training and not setting standards and expectations
Also a good supposition! Thanks for the comment!