ESH-The Lady Vanishes?????

445pm during evening walk ,listening to the newly Stumbled  AudioPodcast by Malcom Gladwell, (Author of great books such as Blink, Tipping Point, David & Goliath) called “REVISIONIST HISTORY” in which Gladwell disects about 10 events in history  spread over 300 years and tries to explain the hidden meaning or what we missed or failed to see or an alternate view. In the first episode of Lady Vanishes referring to Famous British painting by Ms.Elizabeth Thompson, “The ROLL CALL” which was held in awe &even hailed by Queen Victoria in 1870s, and then the lady was never heard by anyone again! Gladwell argues many of the gestures are tokenism and never was done with any serious intention! (Female President/PM, Germany Inclusiveness to Jews etc etc) 

Elizabeth Thompson Butler: A Case of Tokenism


I can’t help wonder,the correlation of this symbolism/tokenism to ESH in 90% of organisations? Is it that ESH is purely symbolic, tokenism, necessary evil to be had, EHS Manager /VP/GM given a token position (like Women in Board Room) and Door is Shut to let nothing else ??? Do carry out National safety day celebrations, move on!!  Is ESH moving like the LADY Vanishes ??  I am more so intrigued with Budget constraints, Issues of cat dog fight of ESH vs Projects, No Formal ESH design review, No decision making power with Functional Authority!! (especially over last 10 years, a global trend!)!!! 


Only one consolation is we (as in Developing World) is not an Island & it is getting worse everywhere!!! So cheer up!!

Workplace safety did not take center stage as a campaign issue for Trump or any other presidential candidate. But Trump’s limited-regulation stance, coupled with his experience in construction and other industries, suggest to some that he will steer OSHA more toward compliance assistance and away from enforcement.
Trump offers the unprecedented case of an incoming commander-in-chief who has been fined multiple times by OSHA for safety violations at his worksites. His businesses also have relied on contractors and subcontractors who have been hit with major penalties. One of his contractors was fined $104,000 after a construction worker fell 42 stories to his death in 2008 at the Trump SoHo hotel condominium in New York City. The penalty was later reduced to $44,000.”

Look to hear from Folks on thoughts views comments??? 


13/3/17 1800 Hrs!!!!

ISO Alignments Video,Andreas Lubitz!?

I have posted today, YOUTUBE Video presentation of 50 min duration on the revised ISO 9001,14001 and new ISO 45001 key steps requirements with my thoughts and inputs. The video also covers on how an integrated management system can be easily worked than before so that duplicity can be avoided. Please post your comments either at video link page or here. Thank you in advance.

I took the picture during my recent travel.

flying is a serious business .jpg

This is more relevant in context of Wellness, Work place stress that can have disasterous consequences as was the case on 24th March 2015. Andreas Lubitz, who was copilot of German Wings flight, crashed his plane at Alps (Flying from Barcelona to Düsseldorf) killing all 150+ passengers on board. 

Andreas Lubitz, the co-pilot who deliberately crashed his Germanwings flight killing everyone on board, kept a diary that reveals how profoundly disturbed he was in the months leading up to the disaster, it has emerged. The diary and other details uncovered in the German investigation raise serious questions over why Lubitz’s doctors did not alert the authorities to the danger he posed, according to details leaked to the German press . Investigators have discovered a sheet of paper Lubitz left dated March 22, on which he wrote “Decision Sunday”, followed by the BCN, the code for Barcelona airport.

Work place Stress due to Fatigue, Mental conditions play a huge part in deciding a safer work place. In the current day work environment  especially post Y2K era,where Stress, Competition, compatibility, Proving to be different, Social and peer pressure can easily lead to burn out, decay of performance, and few times even leading to suicides at work are known. It is very essential that organisations give enough focus and attention and work program which cover policy, coaching, counselling and remedial measures. While culture in broader environment would not let employees accept such issues (Say USA as an example, where Work and Life are considered by folks as two separate entities) a great manager with Relationship building, good network, performance review, as well as good occupation wellness support system with counselling, can decode issues in the very early stage. Goes to show again why relationship at work matters!

Screen Shot 2017-03-12 at 2.16.26 PM
Survey of work related Stress BRICS Nation! 

I am also posting my thoughts,as I just heard from my son,who is nine months in to corporate life,describing a star performer at work, known to him,planning to quit 8 year job and the organisation doing its best to sort things out!. This person’s performance dipped very significantly in recent past,for whatever reason totally unconnected to work! Mental well-being, balance, Emotional Agility is key for a successful life. Great organisation go a long way to nurture them as a two-way street with equal open participation by employee themselves willing to accept an issue exist. 


combine_imagesTake care, Stay Safe!!


12/3/17, 1500 Hrs.


2nd Friday March,2011!! 1446 JST!

Some events are etched in your memory forever, Events like Mrs Gandhi Assassination 1984, ( I was in college)  9/11 ( Lahore, Pakistan) where you would remember exactly where you were and what you were doing at that moment! 2nd Friday of March 2011, 11/3 was one such event. The Japanese Earthquake followed by tsunami and the Fukushima Daiichi  disaster!!

The disaster proved that when such “BLACK SWAN”events happen, even the best prepared entities with good plans need a bit of luck to escape Fury. In our case, our entity was 110 miles away from scene of disaster so escaped by and large with no primary disruptions.”Comments: 14 Mar 11. Some employees would not reach the plant due to the fuel shortage of their car. Many gas stations are closed today”.



The 11/3 Incident put in to place organisation’s rededication to embrace Business Continuity Planning / Management (BCP/BCM) with Disaster Management component even further and see it as a value proportion to business. It is to be said that BCM program was in early stages of maturity in implementation as full understanding was felt during 9/11 as many companies were wiped out of business with even back up plans destroyed. The full alarm wake up call was when SARS epidemic hit hard many supply chain /travel disruptions to key geography/supplier locations causing delay/interruption in business.


As figure shows above (Courtesy BCM institute) in late 2000s, many organisations drove the implementation of BCP /  BCM (Non IT/IS components in scope) through ESH functionas they could see the overlap of RISK Based approach to implementation. This was a great opportunity for ESH function to work the value add to business using Risk Assessment tool to find the key components which pose a threat to business beyond work place safety& health.



The BCM works not only on mitigating salvage disaster but also focuses on Recovery of business or alternate plans to resume business from a mirror site. (Physical or Virtual as required) 

imagesinputoutput-fwOrganization Risksbcp-12-638

BCM/BCP gives an excellent opportunity to assess all vulnerabilities and work the recovery from Business interruption standpoint. So much so, post 11/3 Tsunami, it is mow mandatory to report Business interruption down the supply chain side forseeable for 3-6 months for US companies and report them in their regulatory filing to SEC.

Organisations have moved ahead in the curve over the last 6 years!A lot need to be done ahead. With more and more tools and enablers now linking BCP/BCM to Integrated Management Business system, it is an optimistic future for organisations to face disaster with better plans, tools, infrastructure in place. As with any program, “The proof of pudding is in eating” the BCM plans work well only when periodically tested through simulation and table top excercise.



10th March 2017 1530 Hrs. 



Explosion at Pharma Unit! Is it Legal Requirement ?????

I was thinking of not posting anything today, (To give readers a respite) When a ESH Whatsapp Group to which I had been added to with about 1800 Members, a gentleman posted details about a Major Explosion in a Pharmaceutical unit at Amdavad, Gujarat. It appears this incident which happened, Tuesday 8th March, appears to have had major impact on the business on this company as Stocks have fallen by about 5%. I am also informed that there appears to be loss of life ( Not officially confirmed Hopefully not the case of death). The facility has been closed by GPCB/ Factory Inspectorate pending investigation.

While details are sketchy, it appears that a Centrifuge operational area due to accumulation of toluene, Hexane Vapors in the area, an exhaust fan was switched on, leading to explosion and fire spreading to tank farm etc. 

Incidents like these which are common in solvent/haz chem handling were the precise reason the PSM Standard OSHA 1910.119 was introduced in West during 1991. (Shamed by Bhopal 1984) 27 years on, there are no such official guidelines / legislations, to implement in the developing world. In the absence of such enforcement, such incidents become routine thus leading to loss of lives, property, business impact. I am given to understand that this facility is Indian entity ventured as a Multinational one, spread mostly in Europe/UK! I wonder if lessons of norms, that are required there were transferred as knowledge transfer?? 

GCAP-OSHA-PSM-Safety-Day-1024x730I keep saying to Indian folks in my site visits, that voluntary compliance is the way to go for operational excellence. Government/legislature have hundereds of other things in mind and EHS/Welfare are the last items in their agenda. If we wait for legislature /laws/rules to guide us and then implement them as call of duty, we would be going nowhere!!! In this context, the recent HAZ chem labeling standard in USA was totally an Industry lead initiative of Dow, Dupont, Wal-Mart. Sworn enemies 2015, Republicans and Democrats Joined hands to vote 403-12  when pushed to make that a law!! (Even India and Pakistan may agree on some aspects!! not them!!!) 

Screen Shot 2017-03-09 at 5.25.44 PM.pngThat sort of initiative is required here to make ESH a non entity to business so that you don’t worry about accidents, loss to property etc. Even when such incidents happen once in bluemoon, one can take consolation that whatever could have been done to prevent such incidents has been done!!!

I wonder, if I see it happening in my life time??? Probably not??  



9/3/17.1715 Hrs.



Professional Dedication to job!?

Over the past few months, I am noticing a trend that personnel of all functions  (esply here in India) are expressing their frustration, anger, inability (Impotent!!) to get things done at work in the social media platforms,viz personal a/c on Facebook, Twitter etc. Also, I also see some kind of resentment and anger towards their manager, company policies etc. While, this is natural reaction to shout about the perceived injustice or any other felt emotion go viral, my personal suggestion is “DONT”!!! 
It is perfectly fair and expected to have a divergent opinion on other areas which are non work related and stick to it. I personally differ  with  quite a few  EHS professionals on my political ideologies, view and opinion on other religion/culture.  While I have not allowed that judge them professionally, I have let them have their opinion about me as they are entitled to their opinion, but not entitled to their facts. quote-you-are-entitled-to-your-opinion-but-you-are-not-entitled-to-your-own-facts-daniel-patrick-moynihan-36-8-0815.jpg
But when it comes to work related issues/client privileges, I have never allowed my emotions to come better of me, even when situations at work, client sites were totally unpalatable. (Such emotions were rare, the last one being good 20 years back!) 
You are judged these days, especially in the last decade of emerging organisational work trends, not only on what you delivered at work for results, but how you delivered it by exhibiting the behaviours the organisation prescribes. (See Matrix above)  The plotting of Results vs Behaviours displayed at work goes a long way to make you a person who is complete as a professional as well as a good human being. So please do every effort to grit it out and hang in out there. I also agree, that if you are forced engage in certain activities /things which are contrary to ethics, compliance, law of land, then it is altogether different situation. You can become a whistle-blower (Without compromising your personal and family safety and well-being). These days it is all about being emotionally Intelligent and having a good EQ!! The EQ Calls for traits such as Self Awareness, Social Awareness, Situational Awareness and excel.


Behaviours that deliver results at work:- You are judged on each component along with Results:- 

An example of results and behaviours 2007, I posted in my Personal Blog then!! I reproduce the image below:- This is an example of how you are judged for results and behaviours:- 

honeywell behaviours

Also in your frustration, never Quit the job in spur of moment or anger. That will take you nowhere. Please note in these tough times and sagging economy, it may take up to good 6-9 months to complete the next hiring process. (I know of companies that havent back filled positions for 15 months or so) so unless you are in a financially sound situation of Nine (9) months of take home Compensation in the bank, never even attempt to throw the towel /quit. Always, be frugal and try to keep the savings!
As APJ Abdul Kalam said, Be emotionally attached to your job, not to the organisation or entity. 

People join the company, but leave the manager, but influencing the manager is not an easy job. But if you deliver results and exhibit sound behaviours then there is hope. Of course, always remember this saying of great Jack Welch.

What’s better, to work for a bad boss at a good company or a good boss at a weak company?

We’ve gotten this question several times while traveling around the world, and we have been amazed at how split audiences seem on the answer. Amazed, because to us this is an absolute no-brainer. If you have to pick between these options, by all means, work for the good company!

Here’s our reasoning. If you are at a truly good company, its leaders will eventually find and dispatch the bad boss. That can take time—months, or even a year or more. In that case, you might even be rewarded with a promotion for having delivered results during your ordeal. After all, everyone has been there at some point in his or her career, toiling for some turkey who’s moody, mean, or just plain incompetent.

Take care stay safe, God bless


8th March 2017, 1645 hrs. 


ESH Nuts & Bolts; ESH Credentials, qualification, link to site Maturity Growth!

I have uploaded a YOUTUBE presentation on “ESH Nuts and Bolts—> How to execute ESH in facility. I have covered based on practical experience as to how we did implement EHS programs. This covers aligning to Strategic planning over 5 years which then drill down to Annual operating plan, Objectives & Targets based on Risks identified with appropriate “Capital” provided. Ofcourse, key ingredient is MEASUREMENT through Metrics. Please go through this 30 Minute presentation and let me know your comments, views.

Over time, I have been asked by many budding ESH Professionals with a bag full of  EHS credentials through Diploma, Certification courses, Overseas trade accreditation in Safety, Environment as to what further they need to engage so that they can get the hang of EHS implementation and become ESH experts. My Answer is, I offer “NOTHING”!! (To paraphrase Michael Corleone)

This means first become perfect in practicing and putting in to action what you have learnt so far. Many times what we learn and what we can/want to do could be very divergent. In some cultures/organisations, you may not even get an opportunity to put in to practice what you come across in your study (For whatever reasons!!). ESH professional growth is all about going on field and applying the learning and getting to see results through maturity path.

Maturity Path for a Facility:-




NON Existent


No evidence of Implementation of safety element.



Who cares as long as we are not caught.



Safety is important we do a lot every time we have an accident.



We have systems in place to manage hazards, but still accidents happen, people get injured.



Safety leadership, values, mission, objectives, targets deliver continuous improvement.



Safety is the way we do business here.

In many emerging regions 80% of organisations are between 3-4. So working the implementation is learning curve for ESH Professionals.

As for Process/System/ Procedure maturity path, the following guideline is a good yard stick to measure the same.
Screen Shot 2017-03-07 at 3.45.05 PM.png
What are some of EHS Process:- Pl see below ( Courtesy AHC Group 2009 duly acknowledged) facility needs to establish policy, procedure, programs for each of the core elements and link them to the RISK assessment protocols as mitigation measure.



Elements of ESH Operational aspects:-


Also note, many World class organisations have “ZERO FATALITY PROGRAM” which include operational elements such as


  2. Confined Space Entry

  3. Elevated Works

  4. Machine Guarding

  5. Vehicle Safety

  6. Electrical Safety /Arc Flash

  7. Hazardous Material Management elements. (Linked to Process Safety Management OSHA 1910.119) 


in which the maturity path is either you are rated 1 or a 4 with 2 or 3 rating is not an acceptable level for these elements in specific!!!! So it calls for lot of hard work, effort, involvement, engagement as well as understanding the basics of these programs, to move the needle forward to reach ESH Excellence. 

Screen Shot 2017-03-07 at 4.50.33 PM.png
So bottom line is apply your skill learnt to implement/engage, in EHS excellence! Qualifications, however high and might,are just an enabler, (Just like a speedometer/ Altimeter, Dashboard /cockpit ) they can let you know what you do& How you do! But can’t take you to the destination!!! 


7th March 2017 1720 Hrs.

Ferry Diaster as 30 years ON!!! Culture?

  1. Today 6th March, Marks the 30th year of Ferry Disaster of the coast of Belgium in which 193 people traveling to Dover, UK lost their lives! I recollect the event vividly.

Zeebrugge 6th March 1987 Herald of Free Enterprise!!

Some of facts:- Pressure of work, turn around!!???

Screen Shot 2017-03-06 at 11.30.39 AM.png

Of course, great organisations learn lessons very well and implement the recommendations. Few resist?? This one took a lot and lot of time to learn lessons as this write up explains?? 

2) Phil has posted an excellent blog on Culture sell? I have also posted my thoughts on Culture in his blog post! 

Culture is all boil down to leadership! Greater  the 1) leadership, 2)team of personnel guided by 3)Subject matter experts of professionals, who have free, independent thinking to speak about without fear or favor or retribution the better and matured is the culture in the functional area of operation. Culture can never be sold in! It is an intrinsic value. 

3) I keep seeing mails on ISO 45001 the new Standard on Occupational Safety. The new standard may be expected to get released IV Qtr 2017- II Qtr 2018. OHSAS 18001 could be valid for 3 years from the new ISO 45001 standard release date. If you are already in to ISO 9001 or ISO 14001 -2015 revised standards, this one is smooth sailing. Here is an overview.


Good Luck.


6th March 2017. 1155am.

PS: Look foward to some feedback! Thanks.