CTI (Original)

The Soteris Culture Transformation Process is customised and designed to meet the needs of your organisation. Soteris works collaboratively with clients to develop your unique approach to safety management according to your own specific requirements. Our clients are able to choose a range of tools and assessments that suit their organisation and environment. Our process covers the life cycle of any transformation process and complements our ESI Safety Program. Our process has proven and sustainable efficacy to ensure that your transformation is a success.

Soteris uses proven science- and research-based measurement systems and approaches to gain a thorough insight into your current safety system and safety culture. We offer a range of confidential qualitative and quantitative assessment strategies to ensure that you obtain an accurate assessment of what is happening in your organisation. Our assessment strategies include formal climate surveys, culture surveys, pulse surveys, narrative-based interviews, focus groups, and criteria-based audits of safety culture and safety systems.

Our Review and Needs Analysis options include:
•	Review safety maturity and cultural status, including organisational values, vision, mission, and beliefs.
•	Evaluate achievement in meeting past pre-set objectives and metrics.
•	Assess conformance with internal and external standards.
•	Benchmark individual and corporate performance.
•	Undertake qualitative and quantitative surveys.
•	Establish needs and objectives of next phase of continuous improvement.

Soteris works with your transformation team to create a Transformation Plan and set out the project planning steps.

Our Design and Planning options include:
•	Communicate and consult on the review findings and options identified.
•	Define and agree on context and scope for improvement processes (e.g. whether different management systems or risk domains should be separate or integrated).
•	Define and agree on any new or changed objectives and associated transformation sub-processes identified in the review findings and options.
•	Define and agree on which performance metrics will be used to measure progress.
•	Identify which employees will be the focus of selected improvement processes.
•	Define and agree on the nature of combined and independent contributions by Soteris and client facilitators during the process.
•	Determine range, nature, and logistics of required resources to be developed and allocated, including communication and training tools.
•	Design a structure and detail roles and responsibilities of groups, teams, leaders, and champions for finalising the Transformation Plan and driving its ongoing implementation.
•	Determine any changes needed to development, and reward and penalty systems.

Soteris helps you identify the natural safety leaders and champions throughout your organisation, and set up the development and improvement plan to enable them to drive the transformation plan. Soteris conducts 180- and 360-degree surveys of safety leaders and champions and provides the training courses, skills development and coaching necessary to support those leaders.

Our Developing Champions options include:
•	Select ‘natural’, as well as nominated, leaders and managers with enthusiasm, strong belief, charisma, and good communication skills that stimulate and inspire.
•	Coaching and mentoring in the development of Champions, including communications skills training across all levels of management.
•	How to apply the identified communication and training tools.
•	Consistent content and delivery of different forms of change conversations, messages and stories.
•	Skills training on how to champion a cause, including how to handle different levels of negativity, as well as direct and subtle opposition to transformation.

Soteris assists your organisation build broad individual and leadership engagement and implement your Transformation Plan to ensure effective transformation.

Our Engagement and Implementation options include:
•	Determine a benchmark for current levels of engagement for each group.
•	Allocate resources for implementation.
•	Establish commonality of safety beliefs.
•	Develop common language, messages, themes, labels, and conversations.
•	According to the agreed scope, cascade formal and informal training programs for improvement of knowledge and skills, such as practical applications of neuroscience principles in day-to-day work activities.
•	Monitor improvements in the levels of engagement.
•	Formal or informal feedback on progress to all employees.
•	Highlight and recognise all transformation achievements particularly those by the process champions.

Soteris assists your organisation to achieve the embedding of the transformed culture. This is a vital stage in ensuring sustainability and continued safety performance.

Complementing our ESI Infinity Program, Soteris offers the following Embedding processes:
•	Every formal and informal meeting of any kind to start with a conversation regarding progress and news (i.e., culture transformation activities and results). Ensure individuals, groups, teams always have clear agreed responsibilities and authorities (i.e., time, money, resources) for fair and just accountability to fulfil those responsibilities.
•	Regular reporting of performance data.
•	Monitoring of progress pre-, during and post- intervention using qualitative and quantitative surveying techniques to ensure that you are meeting your targets.
•	Explicit celebration of successes and visible timely implementation of learnings from incident reviews.
•	Rapid response to indications of difficulty.
•	Prompt support to build specific identified gaps in competencies and capabilities.

Soteris assists your organisation to create a sustainable safety culture to help you achieve Zero Harm – Today and Tomorrow [hyperlink]. Every new program and initiative is filtered throughout the organisation ensuring the safety culture is nurtured and supported. Our goal is to ensure that every new and existing employee, at every level in the organisation, is engaged with and embedded into the safety culture.

Some of our Sustaining processes include:
•	Making the transformed culture the ‘new normality’
•	Novelty or environment specific initiatives at the micro visible level to garner enthusiasm and engagement, and sustain interest (e.g., labels and themes).
•	Monitoring and communicating progress.
•	Maintaining core principles and processes.
•	Refresher coaching and training activities.
•	Benchmarking with other organisations or national statistics.
•	Cultivating and engaging process leaders and champions.
•	‘Buddying’ new employees for appropriate role modelling.
•	Identifying and developing new champions and active leaders.
•	Celebrating and communicating successes.
•	Implementing learnings from reviews of setbacks.
•	Continuous evaluation of positive and negative safety or risk issues.

Soteris closes the culture transformation loop through further review and analysis to ensure that we have achieved an embedded and sustainable culture change with competent powerful safety champions. It is vital that safety culture becomes a value rather than a goal so that everyone continues to uphold the processes that make your safety culture a success. There is no’ journey. ’ There is no ‘destination’. There is an ‘evolution’.

Some of the important learnings would be:
•	There is a full repetitive cycle of continuous improvement; a never-ending upward spiral of success.
•	There is no ‘journey’ that indicates a final ‘destination’ of achieving a permanent enduring objective forever. Safety is the ‘compass’ of your culture.
•	New people, new circumstances, and new environment merely become part of the enduring cultural change.

CTI (Original)

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