It has already been three years since NINA was introduced in a large part of the organization. What have we achieved since then? What challenges remain? And, last but not least, what can we learn from each other?
The group management held talks on this subject with the fleet employees, executives and the staff departments in 2013. The talks took the form of reflection sessions, in which various employees talked to each other openly about NINA and exchanged experiences in small groups.
The three events were a success and follow-up sessions will be organized this year.
Everyone realizes how useful NINA is. The staff discusses the subjects often and is willing to apply safe working practices. We have already taken some important steps in the right direction and the support of the management has definitely helped along the way.
Start-up meetings have become a usual occurrence. We spend the start-up meetings working on NINA together with all involved parties, including partners and customers. We jointly draft team objectives, which everyone signs. This contributes to the open culture in which NINA flourishes.
THESE CHALLENGES REMAIN:
To avoid unpleasant surprises, it's important to be well prepared. However, some situations are difficult to change. For example, the safety level exhibited by temporary crews/employees and subcontractors varies a lot, so it is important to remain vigilant.
NINA is a process involving changes that everyone undergoes at his/her own pace. The trick is to keep everyone engaged and to ensure that the core NINA principles are applied. The hurdles which we have to contend with are: communication (continuing to hold each other accountable for our behavior), differences in language and culture, getting everyone on the same page (including third parties) and personal changes.
Want to give feedback?
Would you like to offer your feedback on NINA, share your experiences and learn from your colleagues? Then register now for the 2014 reflection sessions!