In this episode of Built In, Not Bolted On, host Doug Hill sits down with safety leader and educator David McPeak to explore the real keys to successful Human and Organizational Performance (HOP). Through storytelling, relatable analogies, and a few laughs, they break down the power of caring leadership, building a just culture, the dangers of overcomplicating safety systems, and the importance of embedding safety into the DNA of an organization. From tools like “E + R = O” to the “village-by-village” model of influence, this episode provides a practical, people-first look at how to make safety initiatives stick—for good.

Culture eats strategy for breakfast. Safety systems must be embedded into the culture—not simply bolted on as compliance requirements.

Toxic culture is a showstopper. No safety program will succeed in an environment that lacks trust, respect, and accountability.

Success starts with relationships. Building strong, caring teams helps create the psychological safety needed to speak up and improve performance.

Don’t overcomplicate safety. Practical, repeatable tools that workers understand and use in context matter more than complex policies.

Peer-level champions and simple tools like “E + R = O” and performance mode awareness can drive real change from the ground up.

Q1: What’s the key to implementing effective Human and Organizational Performance (HOP) strategies?

A1: Commitment and time. It’s not about quick fixes—it’s about embedding care, consistency, and communication into every level of the organization.

Q2: Why do many safety programs fail?

A2: They’re often implemented in toxic cultures or made too complex. Without foundational trust and simple, relatable tools, programs won’t stick.

Q3: How can you tell if a safety initiative is “built in” versus “bolted on”?

A3: “Built-in” programs are part of daily work, language, and habits. “Bolted-on” programs feel forced, top-down, and are quickly abandoned.

Q4: What role do performance modes play in safety?

A4: Understanding if a worker is in skill-, rule-, or knowledge-based mode helps choose the right tool—like saying it out loud, step-by-step checks, or stopping work to seek help.

Q5: How can leaders support cultural safety transformation?

A5: By modeling desired behaviors, creating a safe space for feedback, understanding how each role sees safety, and helping translate tools into all departments—not just field crews.

#BuiltInNotBoltedOn #UtilitySafety #HumanPerformance #SafetyCulture

#OrganizationalLeadership #JustCulture

Contact Doug: [email protected]

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