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Leading by Example | Behavioural Safety with Mike Maxted
Mike Maxted is Risk and Compliance Manager at Interfloor, where he oversees health, safety, environment, and facilities for a company that manufactures carpet underlay sold across 70+ countries. With a background in chemistry and chemical engineering, Mike brings a unique perspective to workplace wellbeing by combining technical expertise with deep understanding of human factors.
His journey demonstrates how focusing on psychological safety and "nudge factors" can transform workplace culture. Under Mike's leadership, Interfloor has achieved remarkable results: reducing their lost-time accident rate from 25-30 per million man hours to just 2.4 - approaching world-class status.
Mike's approach centres on making it easy for people to do the right thing, recognising positive behaviours, and creating environments where vulnerability and open communication are not just accepted but encouraged. His insights into supporting new managers, implementing mental health first aid programmes, and managing organisational change provide practical frameworks for any leader seeking to build psychologically safe workplaces.
Key Insights and Takeaways
• New managers often struggle with the transition from technical expert to people leader, requiring specific support for human factors
• Mental health first aiders need ongoing support and the right to say "no" when they're not in the right headspace to help
• "Nudge factors" - making the right thing the easy thing - can dramatically improve safety and wellbeing outcomes
• Recognising positive behaviours is as important as addressing negative ones, yet most organisations lack processes for this
• Organisational change affects people at different rates; technical planning must include human impact considerations
• Absenteeism and accidents increase when people feel uncertain or unable to ask for help
• Small interventions, like a £5 breakfast recognition, can transform manager behaviour and create lasting cultural change • Measuring positive interactions and psychological safety remains a challenge but is essential for sustainable improvement
Connect with Mike
LinkedIn: @mikemaxted
Connect with Eileen
Email: [email protected]
LinkedIn: @eileendonnelly
Website: www.rippleandco.com
🎧 Listen to the full podcast:
🍎Apple Podcast
🎵Spotify
📺YouTube
Subscribe to the Work and Wellbeing Podcast for more evidence-based workplace wellbeing insights.
View all episodes
By Worth A Listen ProductionsMike Maxted is Risk and Compliance Manager at Interfloor, where he oversees health, safety, environment, and facilities for a company that manufactures carpet underlay sold across 70+ countries. With a background in chemistry and chemical engineering, Mike brings a unique perspective to workplace wellbeing by combining technical expertise with deep understanding of human factors.
His journey demonstrates how focusing on psychological safety and "nudge factors" can transform workplace culture. Under Mike's leadership, Interfloor has achieved remarkable results: reducing their lost-time accident rate from 25-30 per million man hours to just 2.4 - approaching world-class status.
Mike's approach centres on making it easy for people to do the right thing, recognising positive behaviours, and creating environments where vulnerability and open communication are not just accepted but encouraged. His insights into supporting new managers, implementing mental health first aid programmes, and managing organisational change provide practical frameworks for any leader seeking to build psychologically safe workplaces.
Key Insights and Takeaways
• New managers often struggle with the transition from technical expert to people leader, requiring specific support for human factors
• Mental health first aiders need ongoing support and the right to say "no" when they're not in the right headspace to help
• "Nudge factors" - making the right thing the easy thing - can dramatically improve safety and wellbeing outcomes
• Recognising positive behaviours is as important as addressing negative ones, yet most organisations lack processes for this
• Organisational change affects people at different rates; technical planning must include human impact considerations
• Absenteeism and accidents increase when people feel uncertain or unable to ask for help
• Small interventions, like a £5 breakfast recognition, can transform manager behaviour and create lasting cultural change • Measuring positive interactions and psychological safety remains a challenge but is essential for sustainable improvement
Connect with Mike
LinkedIn: @mikemaxted
Connect with Eileen
Email: [email protected]
LinkedIn: @eileendonnelly
Website: www.rippleandco.com
🎧 Listen to the full podcast:
🍎Apple Podcast
🎵Spotify
📺YouTube
Subscribe to the Work and Wellbeing Podcast for more evidence-based workplace wellbeing insights.