Why HR Leaders are getting their Just Culture Certification

The principles of Just Culture align with the mission, values and tenets of an organization, including attributes described in the Code of Conduct, behavioral expectations, and other important statements, pledges, promises organizations create to show who they are.

Just Culture knows this about people:

  • All people err. Humans are fallible. We make mistakes we don’t mean to when we are tired, confused, working under pressure, or facing other trying conditions. Sometimes, our brains fool us. We may see things that we thought were there but weren’t simply because we expected to see them. Conversely, we may miss things that are in plain sight.
  • All people drift. These means people, on occasion, will choose to move away from endorsed rules, practices, and expected behaviors. People often make these decisions to resolve a conflict between values (e.g., work “smarter”; save time) without appreciating an increase in risk. The choice to deviate generally makes sense to individuals at the time.
  • Sometimes people develop habits that are not good ones. The lack of feedback about “work-arounds” (or tacit acceptance of bad habits) can cause people to think risky behavior is acceptable because they no longer perceive the risk associated with the choice. When many people engage in the same risky behavior, it can seem normal, even endorsed.
  • Occasionally, people make conscious choices to disregard substantial and unjustifiable risk. They act in a reckless fashion, gambling with the well-being of another, or know that harm will occur as a result of their conduct. Sometimes people choose to act with purpose to cause harm- physical, emotional, reputational, or financial.

Just Culture knows this about organizations:

  • What is recognized, rewarded, tolerated, and punished is the motherboard of culture. A fair evaluation and just response to behavioral choices in your organization fuels the learning system needed to reduce threats proactively. This approach supports attainment of important outcomes, including patient safety, operational effectiveness, creating an excellent customer experience, and generating revenue.

Just Culture knows this about HR:

  • HR leaders have important responsibilities. They’re charged with evaluating and recommending the response to human behaviors that encompass a wide spectrum—from simple human error to purpose to cause harm. They do this to improve the choices people make. And to surface and address underlying systems factors driving undesirable behavioral choices.
  • HR work is hard work. Recommending the right response is challenging in light of the complexity of the work done in an organization and the factors that impact human performance.
  • On occasion, HR leaders must recommend disciplinary sanction. The decision to sanction individuals, as a means of punishment or to protect organizational values, demands fair evaluation and consistency.
  • HR leaders are better able to carry out these responsibilities when they are supported by a values-based framework. The Just Culture approach considers conduct independent of the luck of the outcome related to the conduct. It’s a framework that assures conduct is judged relative to its importance to organizational values, expectations, and procedural rules.

The Just Culture Algorithm version 4.0Just Culture is:

  • A teachable, learnable model of workplace justice
  • A means to achieve fair accountability while fueling your learning cycle
  • A valuable interdisciplinary tool, connecting HR leaders to operational and safety leaders, for purposes of proactive risk reduction and continuous improvement

For the human resource leader, Just Culture becomes the tool for bringing reliability to workplace justice.  It helps to create a learning culture where employees are free to speak up, while simultaneously holding employees accountable for their choices along the way.

From aviation to healthcare, power companies to zoos, human resource leaders find Just Culture to be an essential tool for creating better organizational outcomes.  Come to a certification course to find out what your peers are learning.  Then consider the Just Culture Assessment Tool as a resource for your managers.

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