Podcasts about ireport

Visit thedigitalslicepodcast.com for complete show notes of every podcast episode. In this episode, Brad Friedman and Skip Wilson talk about the fact there is actually science behind advertising and the many benefits of a fractional CMO. Skip Wilson's journey in advertising began at the age of 16 as a copywriter. He was trying to impress a girl, so he started looking for writing jobs. Over the years, he ventured into web design and entrepreneurship, ultimately founding his own web design business. His career took an exciting turn when he joined CNN Special Project while in college and worked on the iReport team, honing his prowess in digital media and building new platforms. Skip's talents and vision led him to Clear Channel Radio, where he played a pivotal role in establishing and expanding the digital division. His dedication and expertise propelled him to the position of Vice President of Digital Media for iHeartMedia where he worked for over a decade. Eventually, Skip decided to embark on a new venture, creating DRAFT Media Partners, an advertising execution company that now serves over a hundred clients across four locations. The Digital Slice Podcast is brought to you by Magai, up your AI game at https://friedmansocialmedia.com/magai.

Come meet Wesley Hartkemeyer, he is a passionate law enforcement officer with a mission to bridge the gap between traditional policing and innovative technology. As the co-founder of Ireport, a self-reporting software designed to streamline police processes and enhance public trust, Wesley leverages his extensive experience on the front lines to create solutions that empower both officers and communities. From Patrol Officer to Tech Disruptor, Wesley's dedication to public service began with a Bachelor's degree in Criminal Justice from UW-Stout and a double dose of intensive training at the Chippewa Valley Technical College Police Academies. Since 2017, he has served as a patrol officer with the Madison Police Department, a department of roughly 500 officers. His daily patrol work has instilled a deep understanding of the challenges faced by officers on the ground.Committed to continuous improvement, Wesley has become a Licensed Law Enforcement Standards Board (LESB) certified instructor, sharing his expertise in firearms, vehicle contacts, and OMVWI enforcement with fellow officers.Ireport: A Vision for a More Efficient and Connected Future. Witnessing firsthand the demands placed on officers and the need for more streamlined processes, Wesley co-founded Ireport. This innovative software empowers officers to create standardized reports electronically, reducing paperwork and freeing up valuable time for community engagement.Wesley's unique perspective, combining real-world police experience with a forward-thinking approach to technology, positions him as a leader in the movement to revolutionize law enforcement. www.ireport.us

Welcome back to the podcast, I'm Jamie Baynes. Today's guest is Wes Hartkemeyer, a patrol officer in Wisconsin and co-founder of Ireport. Recently, I received an email from a listener of one of my recent episodes who introduced me to Wes. She said that Wes and his co-founder designed self-reporting software that allowed citizens to make police reports online, thereby freeing up patrol officers from lengthy report calls and instead letting them focus on establishing personal connections within the community they serve. Well, since I like cops as much as I like authors, I jumped at the chance to talk to him and here he is. I hope you enjoy our conversation.After you check out the episode, let me know what you think of Wes. I sure do enjoy talking to young police officers who, instead of being disenfranchised by the job, instead decide to make positive change. Change that not only affects the officers on the street, but the citizens that they serve. Because despite what many in the media want you to believe, police officers want to help people and make their lives better. Which is exactly what Wes and his co-founder want to do. If his creation sounds interesting to you, I suggest that you reach out to him to him at his website:http://www.ireport.usRemember, we're all in this together and together we can all make this world a better and safer place.Until next time, take care of one another and as always, thanks for listening. 

SEASON: 4 EPISODE: 2Episode Overview:Advertising doesn't have to be a guessing game. It's a predictable science, and one that we can understand. Businesses want results, but often struggle to navigate the complexities of advertising effectively. Traditional media methods are costly and digital platforms are constantly evolving.Most companies are unsure if their campaigns are delivering the desired results, and they lack the ability to objectively know if they are wasting ad budgets or missing out on opportunities.My guest today will share with us strategies employing the latest technologies to transform advertising into the exact science that it should've always been, so you can forecast advertising success, before you even spend a dime. Join me now for my conversation with advertising expert, Skip Wilson.Guest Bio: Skip Wilson, a luminary in advertising, embarked on his journey at 16 as a copywriter, evolving into a digital media pioneer. From shaping CNN Special Project's iReport team to spearheading iHeartMedia's digital expansion, Skip's expertise spans decades. As founder of DRAFT Media Partners, he champions innovation, earning accolades like "Most Intuitive Software Developer" and "Best Marketing Software Developer." His relentless pursuit of excellence continues to redefine advertising, offering practical insights and transformative solutions for businesses navigating the digital age.Resource Links:Website: https://www.draftadvertising.com/Product Link: https://virtualmarketingassistant.draftadvertising.com/optin1654290045958Insight Gold Timestamps:04:53 I was selling mostly sports programming and news talk06:57 If it didn't work, we'd blame the sales guys08:51 You have tools that help your clients predict the outcome before they even spend dollar one10:22 I always viewed it as an art AND a science10:54 There's no campaign failure, there's only feedback12:46 It creates this bigger need for tools to streamline those processes15:58 If you can do that, you absolutely should be going all in on advertising 17:29 I'm a big believer of testing creative rather than doing a bunch of marketing20:35 An ad should always have just one goal21:57 Sequential marketing and sequential advertising is the way to get people in23:19 Nobody cares about a tire ad unless you're in market for tires24:17 draftmediapartners.com you can sign up for a free consultation 25:45 You want to put yourself in that mindset of that consumer 26:23 The biggest tool, the biggest free value thing is….28:16 I try to think of something that can tell a story 31:02 One of the first things that we added to our reporting 32:20 Virtual Campaign PlannerConnect Socially:LinkedIn: https://www.linkedin.com/in/skipwilson/Facebook: https://www.facebook.com/draftadvertisingtechnologyTwitter(X): https://twitter.com/DRAFTagencyYouTube: https://www.youtube.com/channel/UC0ptICdLnHRkOpL6_RliCIQInstagram:

User-generated content (UGC), alternatively known as user-created content (UCC), is any form of content, such as images, videos, text, and audio, that has been posted by users on online platforms such as social media, discussion forums and wikis. It is a product consumers create to disseminate information about online products or the firms that market them. An example of user-generated content in the virtual world Second Life User-generated content is used for a wide range of applications, including problem processing, news, entertainment, customer engagement, advertising, gossip, research and many more. It is an example of the democratization of content production and the flattening of traditional media hierarchies. The BBC adopted a user-generated content platform for its websites in 2005, and TIME Magazine named "You" as the Person of the Year in 2006, referring to the rise in the production of UGC on Web 2.0 platforms.CNN also developed a similar user-generated content platform, known as iReport. There are other examples of news channels implementing similar protocols, especially in the immediate aftermath of a catastrophe or terrorist attack. Social media users can provide key eyewitness content and information that may otherwise have been inaccessible. By 2020 businesses are increasingly leveraging UGC to promote their products, as it is seen as a cost effective and authentic way to grow a brand's image and sales. Due to new media and technology affordances, such as low cost and low barriers to entry, the Internet is an easy platform to create and dispense user-generated content, allowing the dissemination of information at a rapid pace in the wake of an event. Definition The advent of user-generated content marked a shift among media organizations from creating online content to providing facilities for amateurs to publish their own content.[2] User-generated content has also been characterized as citizen media as opposed to the "packaged goods media" of the past century. Citizen Media is audience-generated feedback and news coverage. People give their reviews and share stories in the form of user-generated and user-uploaded audio and user-generated video. The former is a two-way process in contrast to the one-way distribution of the latter. Conversational or two-way media is a key characteristic of so-called Web 2.0 which encourages the publishing of one's own content and commenting on other people's content. The role of the passive audience, therefore, has shifted since the birth of new media, and an ever-growing number of participatory users are taking advantage of the interactive opportunities, especially on the Internet to create independent content. Grassroots experimentation then generated an innovation in sounds, artists, techniques, and associations with audiences which then are being used in mainstream media.The active, participatory and creative audience is prevailing today with relatively accessible media, tools, and applications, and its culture is in turn affecting mass media corporations and global audiences.

The state isn't sure what the law says, the courts aren't sure either, but the guards will still punish you for breaking it; the anatomy of a small fake news story; racism, racism everywhere but not a stat to see; and a new anti-Covid nasal spray hits the market.   https://www.irishexaminer.com/news/arid-40249778.html https://inar.ie/wp-content/uploads/2021/03/2020_iReport.pdf

In the final episode of the series, Amanda talks to sociologist Dr Lucy Michael, an expert on Racism and Integration about her work with INAR and the setting up of iReport an online platform where you can report incidences of Racism in Ireland , how Allyship needs to be developed and engaged and understanding the importance of unconscious bias.

  Powered by iReportSource   Fatigue and its safety implications is an important topic that likely impacts every single industry. According to the National Safety Council, when people don’t get the sleep they need, they aren’t able to physically or mentally function at optimal levels - routine tasks feel more demanding. Reaction times slow. People become more forgetful, make poor decisions, and don’t communicate or coordinate well with their co-workers.   Many studies have found a connection between fatigue and increased safety risks on the job in a wide range of work settings. Long work hours, working at night, and rotating shifts are some factors that can lead to increased risks of errors, incidents, accidents, and injuries. Decreased productivity Absenteeism represents a significant cost to organizations, and sleep loss is one of its leading causes. Presenteeism, being at work but not working effectively, also leads to substantial reductions in productivity. With reduced physical and mental functioning due to lost sleep, productivity goes down. Increased risk of errors People with sleep deficits are not as productive as they could be, and they are also more prone to making mistakes and errors. An estimated 274,000 insomnia-related workplace accidents and errors occur yearly and cost U.S. employers more than $31 billion, which is more than any other chronic health-related condition. Incidents and crashes A 2014 study estimated that up to 21% of all fatal vehicle crashes might involve a drowsy driver. Factors that contribute to such events include working multiple jobs, working nights or other unusual schedules, getting less sleep than needed, and getting poor-quality sleep. Long commutes add to longer waking days and cut into the time available for sleep, putting many workers at increased risk for driving while drowsy. ProTip: According to the NTSB: 20% of accidents are related to fatigue, with 40% of highway crashes involving fatigued drivers. Share this information as much as possible. Fatigue culture is difficult to overcome A workplace culture that rewards or tolerates fatigue can also be a factor. In some high-performance cultures, employees may view fatigue as a sign of weakness or laziness. They may be committed to getting the work done despite long hours, even coming to believe fatigue doesn’t affect them. Employers may incentivize long hours with financial incentives or promotions, increasing risk, and promoting a culture of burnout instead of managing fatigue as a potential safety hazard. Fatigue management as part of safety management systems We address workplace fatigue through the same types of safety management mechanisms that an organization uses to for overall safety. Such an approach ideally applies multiple elements, recognizing that fatigue is a complex issue that can be minimized but not eliminated. Getting started with a fatigue risk management system Fatigue management is a way to further enhance the current safety management system and can rely on many existing mechanisms. As a first step, organizations should make an effort to understand what fatigue risks exist. Incremental components or comprehensive plan While a comprehensive fatigue management program may be the best approach, especially for larger organizations, test individual elements at first. A first part, perhaps smaller in scope, can be implemented and evaluated. Lessons learned can then be applied as the component is expanded upon and when considering other activities. Form a fatigue committee Designating an individual, or individuals, to head up fatigue management activities is critical for success. For larger organizations, a small committee can oversee activities, gather and evaluate feedback, and determine areas to focus efforts. Having representatives from across the organization such as safety, operations, and health/wellness will ensure that you include different perspectives. Getting buy-in It is essential that the fatigue management process be transparent and that appropriate information is shared throughout the effort to obtain buy-in from all levels of the organization. Providing open forums that allow employees to share how fatigue affects them is one way to get engagement from the outset. Identifying fatigue risks In addition to employee input, an audit or survey of supervisors and managers can help determine where fatigue risks exist and provide an indication of the magnitude. Such information can help prioritize what countermeasures or mitigation actions to take and where to focus efforts. For the initial activities, it is imperative to present some action in the near term, so contributors will feel their input was and is incorporated. As a result, they are more likely to be engaged in the ongoing process and actions. Critical components of a fatigue risk management system (FRMS) Education and training Sleep health education is a vital element of any fatigue management effort. Different delivery mechanisms can be considered and may be used over time as the program matures as a way to help keep information fresh. Depending on available resources, external expertise can be beneficial. In a public safety setting, expert-led sleep health training resulted in knowledge acquisition and subsequent actions to address sleep issues. Consider sleep health education as part of annual, recurrent, or new-hire training. While individuals are generally unreliable at recognizing the effects of fatigue in themselves, developing a "personal signs and symptoms" checklist can provide a structured mechanism for self-assessment. People should include ways in which fatigue affects them, such as yawning or being forgetful and then track the number of hours of sleep in the past 24 hours, hours awake, and time of day. If multiple fatigue factors are present, then the individual should seek out countermeasures to boost alertness. Policies and practices Clarify roles and expectations - A recognized internal point of contact with responsibility for fatigue management efforts is a necessary first step towards practical implementation. This individual should be responsible for managing communications about the program and coordinating all program activities. This “fatigue champion” recognizes both the benefit to the organization and employees’ lives. The champion can provide an extra level of motivation and inspiration that can lead to an exceptional fatigue management program. Policies and practices for work periods - Effective policies and practices for hours of work and rest should be science-based and recognize the physiological need for sleep and circadian rhythms. They should also take into consideration the type of work that needs to be done and understand the characteristics of the workforce. There is no “one size fits all” number for daily or weekly work hours. Daily and weekly limits - Daily fatigue risks increase with more hours on duty, or with more time on task (hours of work without a break). Daily work limits should also address the impact of hours awake, and how factors such as commute times and shift start times will affect the time workers are awake before the start of their work period. Sleep loss throughout a workweek impairs performance. Setting weekly limits on total work hours and including a provision for a weekly off-duty “reset” period are common ways that organizations seek to manage the cumulative effects of sleep loss over time. The intent of the “reset” day or days off is to allow workers to obtain recovery sleep and be rested and ready for their next period of workdays. Time-of-day fatigue (circadian rhythm misalignment) - Working at night and corresponding daytime sleep are both misaligned with the normal circadian rhythms. Fatigue risks increase during night shifts, and sleeping during the day is less than optimal due to the circadian clock. For those working a night shift, consider minimizing monotonous or monitoring tasks that can unmask underlying sleepiness, and safety-sensitive duties should be scheduled earlier in the work shift when possible. ProTip: Early morning shifts require employees to adjust their sleep schedules, which might lead to chronic sleep loss. They also need employees to be alert when their bodies are still in sleep mode. Discuss this with your employees to raise awareness. Limits on night shifts - With increased fatigue risks associated with working at night, employers should consider implementing shorter night shifts, which provides a way to minimize the interaction of risks related to hours awake and the increased likelihood of fatigue during the low point in circadian rhythms. Fatigue risks have also been found to increase over consecutive night shifts, so minimizing multiple nights in a row and providing regular breaks should be considered. Limits on early morning shifts - Early-morning shift starts can also infringe on individuals’ regular sleep periods. With long commutes, wake times necessary for early shift starts may feel more like the middle of the night than morning. Difficulty in getting to bed earlier than our circadian clock’s programming is a challenge in getting adequate sleep. Limits on work hours - While flexibility is necessary in many situations, additional restrictions should be considered for those working irregular schedules, for example limiting the number of on-call periods per week. Shift workers are vulnerable to fatigue because of non-traditional work schedules that might require long shifts, non-daytime working hours, and changing shifts. As a result, shift workers are at a higher risk of drowsy driving. One shift-working population that is at a particular risk is medical workers, who can log more than 100 hours in a workweek with very little sleep. After an extended shift, medical interns were five times more likely to have a near-miss incident on their commute home, and twice as likely to have a motor vehicle crash. Shared Responsibility  Fit for Duty - An employee arriving fit for duty is the responsibility of both the employer and the employee. Employers should ensure employees have at least 12 hours off between shifts to get proper sleep. Employees are responsible for allocating their off-the-job hours wisely, especially if they are working a second job. Fatigue Mitigation A workplace with positive environmental controls promotes better overall working conditions and should be less physically stressful in ways that contribute to fatigue on the job. Factors such as high temperatures, noise, and vibration are leading drivers of occupational fatigue. Environmental factors can play a role in employees’ accumulation of fatigue. Things that help promote alertness include:  Moderate temperature Bright lighting Clean air Quiet environment Also, designated break areas that are separate from the work areas can be an essential tool in managing fatigue.  Break time in well-lit, moderate temperatures with adequate ventilation (fresh air) can provide an opportunity to reset for those working in physically stressful settings. ProTip: Caffeine can provide a short-term boost to alertness when appropriately used. Rather than relying on caffeine throughout a shift, it is best to use it just before a critical work task or before the mid-afternoon period when sleepiness occurs. A cup of regular coffee with 100–200 mg of caffeine can boost alertness up to four hours, with about 15–30 minutes needed to take effect. Be cautious with sugar in coffee or caffeinated beverages, as it can reduce alertness when coming down from the “sugar high.” Data-driven programs and continuous improvement A fatigue management program provides the most value when it is data-driven and strives for constant improvement. Ask employees for their input - Employees can be a wealth of information. You need to ask and listen. What mitigation strategies work best? Employees may have valuable feedback on environmental conditions and the usability of a break room, for example. What adds to your fatigue? Annual surveys of employees on their experiences and perspectives on fatigue-related matters are a great way to get a better understanding. Low reporting levels? Maybe something isn’t working. Don’t assume that low reporting levels mean there are no issues. Are reporting and monitoring systems effective? Usable? Are employees discouraged from reporting by the use of layered paperwork processes? Monitoring and reporting mechanisms allow the program champion and other safety managers to assess the levels of fatigue risk in the organization over time, identify trends, and understand the issues that are being reported and need addressing. Incorporate reporting processes into current procedures within an existing safety management system. Keep in mind that when implementing a program, low levels of reporting may indicate a lack of awareness of the program rather than a lack of fatigue-related issues in the workplace. Incident and accident investigation reporting Established incident and accident investigation processes should be expanded to include an evaluation of the potential role of fatigue. Generally, a combination of factors present at the time of an incident/ accident would indicate that fatigue played a role. Include the following: Time on shift: More hours may increase the likelihood of fatigue Time awake at the time of event: When hours awake exceed 17, fatigue becomes more likely. Length of the workweek: More consecutive days/nights of work also leads to increased fatigue. Self-reported info on alertness: Use standard measures such as sleepiness scales to measure this. Self-reported info on sleep history: Investigations should gather info on prior sleep history to assess the influence of the previous factors. Review and learn from data Incident and accident reports can be a valuable tool for the fatigue program manager. Look for trends in the types and sources of reported fatigue factors. Investigations can provide valuable “lessons learned” to incorporate into ongoing education and training activities. Continuous improvement: collecting data and applying lessons learned As with any organizational safety-related effort, it is essential to seek ways to continue improving operations. Monitoring and reporting information, along with incident or accident investigation and reporting, provides valuable information to the program manager. What is working? What isn’t? What can we do better? Employers should consider a regular internal audit, or use of an external evaluator to address the above questions and determine ways for further improvements and expand the program.  Fatigue Management Tools Scheduling software - Some industries, such as aviation, use programs that evaluate work schedules for potential fatigue risks as part of their fatigue management efforts. Such programs use science-based algorithms related to factors such as sleep need, circadian disruption, hours awake, and time of day. Safety managers then evaluate work schedules for potential issues and implement strategies that will attempt to address the problems and minimize risks. Risk assessment tool - Factors include the length and timing of work periods, time-on-task, workload, consecutive days or nights of work, variations in work schedule, and timing and duration of rest periods. Other factors to consider include worksite environmental conditions, commute times, and other potential stressors such as critical deadlines. Safety managers can similarly evaluate potential risks with this approach and determine interventions to minimize those risks. ProTip: You can do all of this by using a tool like iReportSource by the way. So as I often ask folks; if you aren't already using a digital EHS solution, why? Wrapping it all Up An integrated, multi-element fatigue program is most beneficial, though the implementation of incremental activities may be more feasible for smaller companies or those with limited resources. Fatigue champions should remain aware that change is difficult and should be managed with care; highlight benefits for employees such as quality of life and improved health. Transparency and shared information are essential in getting buy-in from all participants. Data-driven processes provide important empirical information on what issues exist within an organization and provide a framework for continued improvements to the program. The National Safety Council is leading the conversation on workplace fatigue in the U.S. Follow the various links in this post to learn more. Additional Resources   NIOSH offers tips to help reduce the effects of fatigue in the workplace: Allow at least 10-consecutive hours per day of off-duty time for workers to get 7-8 hours of sleep. Provide frequent rest breaks during demanding work. Adjust shift lengths to either five 8-hour shifts or four 10-hour shifts. Schedule one or two full days of rest to follow five consecutive 8-hour shifts or four 10-hour shifts. Train workers to be aware of the demands of shiftwork and to know what resources are available if they have difficulties. Examine near-misses and incidents to determine if fatigue played a role. Cost of a Tired Workforce NSC in collaboration with the Brigham and Women’s Hospital Sleep Matters Initiative developed an online fatigue cost calculator that estimates the cost of sleep deficiency for businesses. Entering four data points into the calculator – workforce size, industry, location, and shift scheduling practice – generates an estimated dollar cost that helps the organization quantify the cost of fatigue and justify the implementation of a fatigue risk management system (FRMS). The cost calculator and the methodology used to create it are in Calculating the Cost of Poor Sleep: Methodology at www.nsc.org/tiredatwork. Find more information about the effects of fatigue on physical and mental functioning in the NSC report Tired at Work: How Fatigue Affects Our Bodies. You have a lot on your plate…But iReportSource helps you own safety and become the master of your culture:     Record, report, and minimize safety incidents using iReport.  Understand your existing safety culture and reinforce the positive aspects, bit by bit, so you can improve the employee experience. Get in touch to learn more about how you can own your safety culture and prevent injuries before they happen with iReport.

Thirteen years ago, Lila King and her team at CNN created iReport, an endeavor that would forever change storytelling in the digital era. Now Head of News & Publishing Partnerships at Instagram, King joins our host David-Michel Davies to discuss her iReport days, and how Instagram is empowering raconteurs of all kinds to tell visual-first stories.Keep up with Lila @lilacina. And stay up to date on all of Instagram's initiatives by visiting instagram-press.comFollow us everywhere @TheWebbyAwardsKeep up with David-Michel @dmdlikesOur Producer is Terence BrosnanOur Writer is Jordana JarrettOur Editorial Director is Nicole Ferraro Hosted on Acast. See acast.com/privacy for more information.

Powered by iReportSource Every safety leader wakes up each morning looking to avoid any accidents. And, each day, you want to take steps to improve your culture of safety. That’s no easy task, which is part of why an analytics dashboard is so helpful in giving you the information you need to do just that. Listen to this episode to get a quick introduction into 4 ways you can use data to improve your safety culture. Use data to drive shared accountability A great scorecard tells a story of what’s happened, what’s currently happening, and what needs to be done next. Part of that picture is also about improving accountability to make sure what needs to happen does happen. iReport’s dashboard is one example of a tool that supports accountability and improvement: it shares accountability documents created, proactive reports, critical actions needed, the number of days without incidents, the number of incidents, the type of incidents, and more. In doing so, it helps to make the connection between what’s been done and what needs to be done, and why. As simple as it sounds, knowing just what to do and being held clearly responsible for it is invaluable in supporting a safer culture. Use data to show costs avoided It’s clear that there are costs to any incident or accident. Direct costs include property damage, theft, workers’ comp, fatalities, lawsuits related to injuries (or worse!), and legal fees in general, just to name a few. But if an incident happens, there’s also harm done to your company’s brand and goodwill, your reputation, and it affects employees’ trust and morale. It can negatively affect productivity and it can affect the kind of talent you’re able to recruit and hire in the future. What’s more: there is also a long list of indirect costs: downtime per day, distraction, and your insurance premium increase. The point is this: effective data will allow you to show at least some of these indirect costs. That’s a powerful tool when it comes to showing ROI and in giving a strong rationale for future safety investments. Use data to take the guesswork out of corrective actions One of the best ways to see if your data is working for you: whether or not your data has the ability to prevent future occurrences of a similar or same type of incident. If your data (or dashboard) isn’t informing you of ways to make changes, you have a major opportunity for improvement. For example, iReportSource’s dashboard generates a real-time view of near miss by type, top causes for corrective action, and Total Case Incident Rate (TCIR). It also gives you a snapshot of other key incident and inspection metrics. Based on what’s most meaningful to your company, it captures behavior-based steps/actions that have occurred so you can know exactly what’s going on and where. Use data to keep everyone in-the-know Whatever dashboard you use, be sure that anyone—from upper management to HR to safety—has quick access to your report. When everyone does have that access, there’s no more waiting on the safety leader (or another person) to send the report. That means your data is more real-time and more actionable than ever. Finally, you can easily show exactly how safety is improving each month and why. Plus, if someone leaves your company, you’re not stuck trying to figure out what he or she had completed in terms of data collection. Let me know what you think. Send an email to info@thesafetypropodcast.com and share with me the tools you use! Also, leave a rank and review on Apple Podcast, it helps others find the show and assists me in making improvements. If you think of it, find me on LinkedIn! Post a LinkedIn update letting me know what you think of the podcast. Be sure to @ mention Blaine J. Hoffmann or The SafetyPro Podcast LinkedIn page. You can also find the podcast on Facebook, Instagram and Twitter!

Powered by iReportSource Does your company help develop employees through coaching? Not to be confused with training, or even consulting, coaching is a much more collaborative process that helps to bring out someone’s best work. Two-Thirds of employees cite that coaching improved their performance within their company and also improved their satisfaction (1). Coaching sessions can include open-ended questions and discussion on personal and professional goals and objectives. If coaching happens consistently, it can strengthen relationships between managers/employees and peers. It can reinforce the right kind of behaviors you want to see in your business to promote safety and health. Last, it also helps workers have more support as they work through challenges or problems, both personally and professionally (2, 3, 4). Here are the top tips you can utilize for effective safety coaching: 1. Don’t assume leaders know how to coach Make sure leaders are equipped to start coaching before you ask them to do so. For example, a common misconception is that coaching is where specific performance feedback can be given. While coaching can influence an employee’s performance, a coaching session is not the same as a review session, even if your current reviews are informal. First, help leaders recognize that coaching is an open-ended conversation that is aimed at helping someone improve…and that is in all areas of their life. On the other hand, an evaluation is going to give specific feedback to someone regarding their performance. If coaching is what you’re after, make sure your leaders know that difference (2). Second, teach leaders how to use open-ended questions during their coaching sessions. Instead of asking a question that can be answered with a simple “yes” or a “no,” open-ended inquiries can be used to help lead someone into potential solutions. It also helps them to reflect better and to become more self-aware. These kinds of questions can also give the coach more context about a challenge someone is facing. Last, they also keep the focus on the person who is receiving the coaching. For example, if someone is having uncertainty with how to resolve a safety-related issue on their team, avoid immediately giving them potential solutions. Instead, ask them questions by using words such as “what and “how.” That could sound like: “How do you envision this process changing?” or, “What have you considered doing to change the way things are done?” By allowing them to reflect and talk out the solution, leaders can remain focused on listening. After hearing more from the person, then a coach can help the individual learn how to come up with solutions. Which will build confidence, empower the individual and help them break out of three vicious circles that author Michael Bungay Stonier describes in the book “The Coaching Habit: Say Less, Ask More & Change the Way You Lead Forever”:   Creating over dependance - by you always having the answer, and others not being able to solve problems on their own. I have often said that the EHS expert’s job is NOT to be the only one that understands the safety requirements and hazard mitigation techniques of someone else’s job. It is to ensure that those doing the work, facing potential hazards are able to so. This requires a coach! Getting overwhelmed - you will become bombarded with everyone else’s problems. Which creates a classic bottle-neck! You want to avoid this because hazards/issues will persist in the work environment as a result of YOU not being able to deal with them. Folks will learn it takes too long to get anything addressed and stop saying anything! Becoming disconnected - You will get disconnected from the work that matters - which is creating a sustainable culture of accountability, empowerment, and productivity. You need to free yourself up from the first two circles to focus on the work that will make the most impact on the organization (6).   Getting good at coaching takes practice, but at least try to teach your people some of the subtle shifts in their behavior that can help the dialogue be productive and authentic (1, 5). Which is the difference between consulting and coaching! Consulting is telling someone what to do - coaching is about helping others develop the ability to sense something needs to be changed, problem-solve, draw upon the needed resources the organization has to affect change and make good decisions. 2. Make sure it’s a two-way conversation Since a coach is often going to be in a position where they are helping to drive some change, make sure you are having a two-way conversation that allows for that to happen. Avoid the temptation to make it all about yourself.  The key is to talk less and listen more (6). Also, if you are the one doing the coaching, avoid the tendency to share all your stories that are similar to the person being coached; after all, the focus is on them, not you. Again, this is where leading or empowering questions can be a very useful tool to use. Remember, telling someone what they should do is consulting. It also creates dependency. It can be tricky to get into here, but go grab The Coaching Habit book I mentioned and start some of the habits the author described. The bottom line is that things need to be addressed, but you as a coach, need to develop other leaders’ ability to coach as well. Each problem they bring to you is an opportunity to develop further their ability to coach others as well. So open up the lines of communications and ask the right questions and listen! 3. Provide ‘just enough’ structure Coaching—even if it’s peer to peer coaching—won’t necessarily happen on its own. Like anything with your culture, be as intentional as possible about how your coaching sessions are going to be implemented. Companies with effective safety coaching take the time to develop strategies and internal processes that support a culture of coaching (4, 5). Especially when a company is first introducing coaching, the structure is going to help. Give guidance on responsibilities related to coaching, coaching duration, the type of coaching you are looking for, and any desired outcomes or measurement of feedback that you want to be captured (4, 5). 4. Avoid punishment Coaching should be focused on empowering people to succeed. Which means you want to avoid the perception that there will be negative consequences from anything discussed in your session. We want to see this activity as a way to learn and grow, not discover deficiencies, and hold someone accountable for them. Look to avoid any punishment or discipline when coaching. That doesn’t mean there can’t be any accountability, but these interactions are not a place where there should be any fear. 5. Capture the progress Companies that are successful at safety coaching can capture and celebrate all the progress someone has made. Depending on the level of formality your coaching has, at the very least, celebrate small wins and successes. Then, when you can, be sure to capture contributions and share that with your team, when appropriate. 6. Encourage peer-to-peer coaching Many of us think of a manager coaching a direct report, and in many cases, that’s going to be the kind of coaching relationship that is most effective. But also know that peer to peer coaching is extremely valuable and can also help to deepen relationships and improve morale in your company. 7. Customize your coaching to the learning curve of the employee being coached Safety training typically requires everyone to meet minimum standards at a certain point in time. In contrast, your coaching sessions are going to have their own pace that is going to be different for everyone. Embrace how these interactions are going to be mostly based on the learning curve of the employee who is being coached (4). In other words, with much less structure than a training session, coaching sessions are going to follow an employee’s progress—and that progress is going to ebb and flow at times (2, 3, 4). 8. Always come from a place of compassion Coaching interactions are all about improving an employee and helping them develop in specific areas they care about. For that to happen, there has to be a deep sense of caring and mutual trust in any session. As a coach, you can help that happen by always coming from a place of compassion as you hear about someone’s challenges, issues, and perceptions. That is what makes safety a great place to start in any organization that wants to develop a coaching culture. Safety begins with the underlying assumption that all workers want to do a good job and be able to return. Even the most average worker that is punching the clock - that’s what they want to keep doing - their job. Preventing injuries and illnesses that ultimately prevent that is compassionate. That’s what I love about this industry; we may have discussions about how to get there, but not getting hurt is something that almost all of us can agree. Improve Safety & Health In Your Company www.iReportsource.com is an all-in-one solution to record, report, and minimize safety incidents in the field and the office. With iReport, you can go from “I think” to “I know,” which helps you to support and improve safety best practices. Ready to learn more? Start your free trial of iReport today. Let me know what you think. Send an email to info@thesafetypropodcast.com and share with me the tools you use!   Let others know about the podcast and find me on LinkedIn! Post a LinkedIn update letting me know what you think of the podcast. Be sure to @ mention Blaine J. Hoffmann or The SafetyPro Podcast LinkedIn page. You can also find the podcast on Facebook, Instagram, and Twitter! Sources https://inside.6q.io/coaching-employees-in-the-workplace/ http://www.journalgazette.net/blog/lead-on/Evaluation–coaching–appreciation-are-critical-leadership-skills-9570119 https://www.linkedin.com/pulse/key-success-factors-executive-coaching-nancy-zentis-ph-d-/ http://www.csp.com/know-the-differences-between-employee-training-and-coaching/#.W6jPkRNKigz https://hbr.org/2015/03/how-to-get-your-team-to-coach-each-other.html  

Powered by iReportSource What are some of the top mistakes employers make when it comes to OSHA recordkeeping? (article link HERE) Even with good intentions, here are some of the top mistakes that can happen, resulting in major headaches and even citations: Not understanding what an OSHA-recordable work restriction is Not using enough detail in records Not using a system to track employees’ days away from work and other events Not keeping OSHA 300 logs up to date during the required 5-year storage period Lack of alignment between workers’ comp recordkeeping and OSHA recordkeeping Let’s take a closer look at some of these common errors, and what steps you can take to avoid making the same missteps. 1. Not understanding what an OSHA-recordable work restriction is Don’t make the mistake of believing an injury is not recordable as a work restriction if your injured employee is still doing useful work, even if that work is within their job description. Just because you’ve worked at another employer that made this mistake, don’t make this same error, even if it’s a misunderstanding of the regulation up until now (2, 6). Recognize how OSHA states how much it comes down to the routine functions of the worker: Restricted work occurs when, as the result of a work-related injury or illness: You keep the employee from performing one or more of the routine functions of his or her job, or from working the full workday that he or she would otherwise have been scheduled to work; or A physician or other licensed health-care professional recommends that the employee not perform one or more of the routine functions of his or her job, or not work the full workday that he or she would otherwise have been scheduled to work [emphasis added] (2, 6). 2. Not using enough detail in records Be sure you accurately report and record all injuries—each and every time. That means including as many specific details as possible in case you need to defend a certain incident or issue. For example, that may include factors such as: Where the injury or incident happened The incident and event The source Events leading up to the incident an immediately after Equipment involved—and the state of that equipment The exact nature of the injury or illness (4) With iReportSource, you have a guided process that was designed to help make sure all information is collected and recorded in an accurate and detailed way…no matter what worker is collecting that information for future use. A major part of this is making sure you have a way for all workers to record and/or report work-related injuries, illnesses, and incidents. If there’s no simple and accessible way to do so, it’s going to be much harder to make sure that information is consistently gathered in a detailed, comprehensive manner. 3. Not using a system to track employees’ days away from work and other events Do you have detailed information on what’s happening with all your incidents and/or claims? And are you able to easily see the ongoing status of any injured worker, no matter how long they’ve been away from work? (2) One of the biggest errors employers can make is forgetting to track the days away from work once an employee has stopped reporting to work. You also don’t want to be in the dark when it comes to updates to an employees’ health that comes from their physician (2). To fix this potential error, make sure you have a system that can track and monitor these types of subsequent events. With that kind of visibility, recordkeepers can consistently track them—and you can put that knowledge to use, too, so you can mitigate risks that have been causing those accidents in the first place. 4. Not keeping OSHA 300 logs up to date during the required 5-year storage period If requested by OSHA, would you be able to present your five-year history of logs with 4 hours? Many organizations, for a number of reasons, fail to maintain their OSHA 300 Log during the five-year storage period. Updating and maintenance include newly discovered recordable injuries or illnesses. It also includes documenting changes that have occurred in the classification of previously recorded injuries and illnesses. If the description or outcome of a case changes, you must remove or line out the original entry and enter the new information (1, 3). The bottom line: make sure they are maintained, and make sure they are easily accessible so you can always provide those up-to-date copies to OSHA. 5. Lack of alignment between workers’ comp recordkeeping and OSHA recordkeeping Yes, these are separate records, but information on workers’ comp records and OSHA records should at least coordinate and the information should be able to line up accordingly. That also means if OSHA were to ask to see your workers’ comp records, the information provided should be able to align with your OSHA log—or else, you should be ready to explain why it doesn’t (5). Avoid Any OSHA Recordkeeping Errors One significant obstacle with detailed, accurate and organized recordkeeping: not having a consistent, reliable way for workers to do it. iReportSource changes that, making it possible to track and manage workflow and accountability in real-time. With everything from reporting employee injuries and auto accidents to performing job safety audits and inspections, iReport is your all-in-one safety solution. Request a demo to learn more today. What are your thoughts? Send emails bout how you use technology to keep workers safe to info@thesafetypropodcast.com You can also find the podcast on LinkedIn, Facebook, Instagram and Twitter. Sources: https://www.osha.gov/recordkeeping/tutorial/508.html https://www.ehstoday.com/safety/10-osha-recordkeeping-questions-employers-get-wrong https://www.osha.gov/laws-regs/regulations/standardnumber/1904/1904.33 https://mn.gov/admin/assets/osha_log_recordkeeping_tips_resources_tcm36-252552.pdf https://vividlearningsystems.com/blog/how-to-avoid-safety-recordkeeping-errors-citations https://www.osha.gov/pls/oshaweb/owadisp.show_document?p_id=9638&p_table=STANDARDS

Powered by iReportSource Each year, you want to do all you can to protect the health and safety of your workers. You know that those investments pay off. After all, the average return on safety investment is as much as $4.41 for every dollar that’s been spent. But how do you prioritize your safety and health investments? Depending on the resources you have available this year and beyond, here are four areas to invest in: 1. Safety performance indicators It’s so essential for any business to be able to show and measure its safety performance. Learn Faster, spot critical areas that need attention, and take consistent action to support health and safety. Prioritizing the recording and tracking of leading indicators will also result in: More timely preventive and corrective actions The ability to better respond and recognize hazards More effective prevention through design and training. If you haven’t already, invest in a comprehensive tool that can simplify or make this kind of real-time reporting possible. 2. Streamlining your workflows Many organizations are taking steps to have all-in-one safety workflows. Which means leaders across departments can collaborate on safety together. More specifically, they can collect and then manage incident reports, tasks, progress reports, and all other safety activities. Empower your company to make safety a shared responsibility by design. Companies are also making investments in areas that can free up employees’ time in other ways. For example, iReport allows companies to quickly and easily automate OSHA logs. When you (or other employees) can generate and submit these reports automatically, you can spend your time on other areas that will add more value to the business. 3. Leadership training and development Time and time again, research has shown how leadership is tied to employee engagement and safety. Three examples of this include: One study saw that there was a lower lost-time injury rate when leaders displayed concern and care for the workforce; Another study showed that empowering workers, good relationships between management and workers, and an active role by top management in safety and health positively impacted injury rates; A third study showed that the amount of energy and creativity showed by senior managers and safety coordinators was a top factor in reducing injuries. Even though growing your leaders’ capacity can at times seem allusive, leadership growth is one of the most vital pillars of safety excellence. Ultimately, leaders have a significant role in shaping their culture. And it’s these same leaders that can help to unleash discretionary thinking/behaving in employees that can benefit your company’s performance and day-to-day safety. 4. The employee experience Creating a positive, differentiated employee experience is of paramount importance. That starts with researching to see what experiences employees are having currently and seeing where those touchpoints could improve. It may take a bit of work to define your employee experience and to see where any gaps are, but here are a few common areas where you might look to focus where you spend your time: Recruiting and hiring Company values and how that meets up with norms and expectations Onboarding Reward and recognition practices Community-related efforts Workspace design and environment Compensation and/or benefits Well-being and wellness Safety and health Communication of workplace risks and issues related to safety Continuous learning opportunities Events and activities Coaching (informal and formal) Employee feedback Exit interviews Engaged employees are advocates for your company. They are less likely to become complacent on the job. They also create a competitive advantage that can’t be easily replicated. Companies that have been intentional about fostering a great employee experience also tend to be safer and healthier organizations—and the opposite is true as well. This is undoubtedly one area that will continue to be worth the time and investment you put in. Achieve Safety Success in 2019 iReportSource gives you incident transparency, actionable insights, and easy record-keeping so you can foster your world-class safety program. Learn more about improving performance, lowering your risk, and becoming more proactive with iReportSource today. You can find me on LinkedIn! Post a LinkedIn update letting me know what you think of the podcast. Be sure to @ mention Blaine J. Hoffmann or The SafetyPro Podcast LinkedIn page. You can also find the podcast on Facebook, Instagram, and Twitter

On this week’s Sparking Change, we look at the shocking increase in racist incidents in Ireland, discuss an emerging support network for young girls in Ireland, and learn all about post-partum care on our brand-new women’s health feature. In her editorial, Dil goes back to the roots of Sparking Change, and explains her motivation to fight for and highlight issues of social justice and change – and the importance of independent media. Krysia Lynch and Deirdre Daly (3:46) In the first leg of our brand-new women’s health feature, Krysia Lynch – aka the Dublin Doula – introduces us to Deirdre Daly of Trinity College and discusses the post-partum issues affecting so many women, the vaginal mesh scandal, and – on a lighter note – the mysterious Orgasmatron of Milltown! Shane O’Curry of ENAR Ireland (44:39) Shane O’Curry of ENAR Ireland joins us to discuss the alarming increase in racist incidents and crimes in Ireland in the last 6 months, as recorded on iReport.ie, and what bystanders can do if they witness a racist incident happening in front of them. Tammy Darcy – The Shona Project (1:22:23) Finally, we are joined by the inimitable Tammy Darcy of the Shona Project, to discuss mental health, self-image, and the importance of honesty in relationships. The Shona Project is an initiative to inspire self-esteem, empowerment and education in young women and girls.

Émission enregistrée le mardi 7 février 2017 Notre invitée : Laure Blédou, journaliste, Abidjan, Côte d'Ivoire Revivre les rencontres de la video mobile le bilan de Samsa.fr sur twitter: le compte @videomobile2017 le hashtag #videomobile sur facebook et la série d'interviews des intervenants produites par les étudiants de l'EFJ dirigée par Jacques Rosselin, toujours intéressant à suivre sur twitter On en a parlé en première partie La BBC et son iPod touch comme moyen de production audiovisuelle pendant la crise de l'ebola Mobile film festival iReportér, l'app de la television tchèque qui demande à ses téléspectateurs de filmer L'humoriste ivoirien "Observateur" Les exposants des rencontres Apps City producer et la video démo entre deux chaises captée aux rencontres par Bertrand Samimi Dazzl Big Vu Easy Movie My Video Place Aviwest Vosaic Matériel Shoulderpod Sennheiser Nous retrouver Le site de VMP, vmp.fm Sur Twitter Philippe Couve @couve Laurent Clause @laurentclause Guillaume Kuster @_gkuster Les applications pour profiter au mieux des podcasts iOS Overcast Castro Apple podcasts Android Pocket Casts Podcast Republic  

Cincinnati Business Talk highlights the positive side of Cincinnati area businesses. We will be talking to CEOs and authors who have won awards, innovated with new products and services. Today's guest is Christy Brown, COO & Erin Rosiello, VP of CompSource TPA, Inc. and iReportSource. Christy & Erin will share their perspectives and insights on current HOT business issues in the area of Ohio Workers Comp. and her new product iReport. While working with employers as a Third Party Administrator with CompSource, Christi recognized a real gap in processes not only in workers’ comp reporting, but the safety data collection in general.  This became her focus in January of 2015 and thus, iReport was born.  Her mission is to help safety, HR, and risk managers streamline their process and achieve operation excellence.  iReport is a tech start-up with an app and web portal for employers. The show streams live on Friday July 22nd at 4 PM. Listen to this link: http://tobtr.com/9113715 You can listen to the show on Apple iTunes as a Podcast. You can add the podcast at:   http://www.blogtalkradio.com/Cincy-Business-talk.rss You can add Cincy-Business-Talk as an RSS feed to your Outlook email program. The exact feed http://www.blogtalkradio.com/Cincy-Business-talk.rss

主播黑人参加东广新闻台《iReport今天我播报》季冠军争夺赛，并最终取得季冠军。

主播黑人参加东广新闻台《iReport今天我播报》季冠军争夺赛，并最终取得季冠军。

黑人和石头两位主播参加东广新闻台《iReport今天我播报》月冠军争夺赛。

黑人和石头两位主播参加东广新闻台《iReport今天我播报》月冠军争夺赛。

Host: Danaya Azure + BabyGirl Guest: Krystol Diggs This show is the women's evolution of music and entertainment. We cater to the movements of the strong ladies in the business and growth of soon to be young ladies becoming power women. Celebrate one of the only shows dedicated strictly for women. Call in (949) 270-5912 Krystol Diggs has been writing since the age of 15. Her debut novel Through Her Eyes was the jump-start of more to come from this author, and now screenwriter, and publisher. Krystol has received her Masters degree at Full Sail University with an MFA in Creative Writing. She has written three screenplays, two short films and a host of other books in the various genres of fiction, thrillers, erotica, young adult and drama. She has also written for magazines such as Raw Talent Magazine and Bougie Magazine. Krystol is now a journalist for CNN in the IReport section.  

November 18 2011 - First Air Date

Dominique van Heerden from CNN ireport #newsrw at Cardinal Place by Ben Fawkes

Dominique van Heerden from CNN ireport #newsrw at Cardinal Place by Ben Fawkes

Ratting on your neighbors or anyone looking "out of place" -- such as Middle Easterners taking photographs at Orange County Airport -- will be how John Q. Public will be able to help authorities spot "terrorists". On KUCI's Subversity program this Monday morning, we air talks at the forum given by Tom Cincotta, who heads a project at the Political Research Associates (PRA), researching threats to privacy in the war on terrorism, and Peter Bibring, the expert on police practices at the ACLU of Southern California. Bibring has been researching the LAPD's protoype for citizen reporting -- iReport -- on the LAPD's I-Watch web site. PRA is issuing a research report, Platform for Prejudice(s), later this week tracing Suspicious Activities Reporting and its use in the various anti-terrorism centers set up across the United States.