HOP Integration

Aligning your systems, processes and practices with HOP

How does HOP happen?

Generally, HOP begins with a seed of interest from a safety leader or senior executive within an organisation. But how do you nurture that initial spark, and build momentum so that the HOP approach is integrated into your systems, policies and practices, across all areas of an organisation — not just safety?

HOP training for key personnel is often a starting point, but there are many more steps before an organisation can truly learn and improve from both failures (such as incidents) and the successes of normal work.

HOP Integration is the process of ensuring your management systems, processes and practices align with HOP.

How We Help

Guiding your HOP Integration Journey

Every organisation’s HOP journey is unique. However, some steps naturally build on the ones before — helping you create the right conditions to bring the Human & Organisational Performance principles into your systems and ways of working. The below framework can be used to reflect on where you are now, and where to go with your next steps towards widespread HOP integration.

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Building

Purpose: Developing a shared understanding of the HOP approach.

Suggested Timeframe: 1-2 months

Key Activities:

HOP Fundamentals and Learning Teams training
Additional Operational Learning tools training (eg. Event Learning)
Free HOPLAB resources including guides, videos, articles

Signs of progress:

A shared understanding of HOP principles
Understanding of Operational Learning tools and approaches
Initial buy-in from leadership and frontline teams for the HOP journey

Activating

Purpose: Initiating the application of HOP principles through operational learning activities in daily application, local tests and experiments.

Suggested Timeframe: 3-6 months

Key Activities:

Learning Teams co-facilitation and capability development
Learning Teams facilitator coaching
Field Insights or Walk-Through Talk-Through observations
Creation of HOP Steering Group

Signs of progress:

Early insights gathered from Learning Teams
Positive feedback from frontline teams on new ways of learning
Observable shift in conversations around error and blame

Embedding

Purpose: Integrating and aligning HOP into processes, systems, and daily routines.

Suggested Timeframe: 7-12 months

Download the free HOP Journey Map to learn more.

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Scaling

Purpose: Expanding HOP practices across teams and functions, refining and optimising.

Suggested Timeframe: 12-24 months

Download the free HOP Journey Map to learn more.

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Evolving

Purpose: Continuously advancing and adapting HOP, fostering a resilient and learning organisation.

Suggested Timeframe: 2+ years

Download the free HOP Journey Map to learn more.

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Case Studies

Which industries are adopting HOP?

The origins of Human Performance and HOP were founded in the nuclear power and aviation industries. As the concept has evolved, more high-risk industries have been attracted to the principles of HOP, including mining, energy, manufacturing, transport and logistics. However, HOP can be applied to any industry, and the results from organisations that have adopted Human and Organisational Performance are highly impactful.