Pesan untuk Alif

Gambar semasa hantar Alif baru - baru ini

Konsert Amal Sumatera dan Palestin dengan kehadiran Wali Band di Dumai hari ini

Alif,

Hari ini Homeroom Alif mengadakan perjumpaan bersama ibu bapa di sekolah. Salah satu program yang dirancang ialah supaya ibu bapa menulis surat kepada anak masing-masing, sempena peperiksaan SPM yang bakal Alif dan rakan-rakan hadapi, setelah lima tahun berada di sekolah menengah. Namun disebab ayah di luar negara dan mama pula ada urusan PIBG di sekolah adik - adik, kami tidak dapat hadir program tersebut.

Sebenarnya semalam hari bekerja. Ayah tidak sempat mencari idea untuk menulis surat. Disebabkan dikejar oleh AJK program, ayah cuma sempat meminta ChatGPT menyenaraikan beberapa pesanan untuk Alif, dan ayah terus menghantarnya kepada Alif. Alif terima dengan baik, tetapi Alif membalas dengan jujur — Alif lebih suka jika ayah menulis sendiri, seperti ayah menulis blog dulu-dulu.

Baiklah, ayah berjanji.

Ini pesanku, khas untuk Alif, anak kedua kami yang bakal menduduki peperiksaan SPM tahun ini.

1. Homeroom

Luangkan masa sebaiknya dengan rakan-rakan homeroom. Selepas keluar dari maktab nanti, semua kenangan ini akan menjadi detik terindah yang akan dikenang sepanjang hayat. Bantulah rakan jika mereka memerlukan bantuan. Ayah sendiri masih berhubung dengan rakan-rakan di MRSM walaupun sudah lebih 30 tahun meninggalkan maktab. Persahabatan itu mahal nilainya.

2. Rakan maktab

Alif sebenarnya bertuah kerana mempunyai dua maktab sepanjang sekolah menengah. Ya, ayah tahu ia bukan pengalaman yang mudah apabila Alif di Tingkatan 4 terpaksa menyesuaikan diri dengan rakan-rakan baharu. Namun, di sebalik kesukaran itu, Alif mempunyai kelebihan yang besar — sama ada di Sandakan atau di Pontian, Alif mempunyai ramai rakan. Suatu hari nanti, Alif akan bertemu semula mereka, sama ada di universiti atau dalam kerjaya. Yang paling penting sekarang, hargailah dan luangkan masa dengan rakan-rakan yang ada di depan mata Alif hari ini.

3. Ingatan yang kuat

Alif dikurniakan ingatan yang sangat kuat. Itu satu kelebihan yang ayah sendiri tidak miliki. Jika ayah boleh meminta sesuatu, ayah mahu Alif menggunakan kelebihan ini untuk menghafal banyak surah Al-Quran. Ia akan menjadi bekalan terbaik sepanjang hayat, peneman ketika susah dan penenang ketika gelisah.

4. Skill untuk hidup

Akademik itu penting, tetapi hidup memerlukan lebih daripada sekadar akademik. Kita perlukan kemahiran komunikasi, kemahiran sosial, kawalan emosi, kepimpinan, memasak, memahami AI, keusahawanan dan banyak lagi. Kemahiran ini sentiasa berubah mengikut zaman, tempat dan matlamat hidup. Untuk menjadi khalifah di muka bumi dan insan yang berjaya dunia serta akhirat, kita mesti sentiasa belajar kemahiran baharu yang bermanfaat.

5. Hiduplah dan buat yang terbaik

Dunia ini luas dan penuh dengan perkara untuk diterokai — pengalaman baharu, tempat baharu, kenalan baharu, budaya baharu, bahasa baharu dan makanan baharu. Namun semua itu tidak akan bermakna tanpa kesihatan. Ilmu dan pengalaman tidak akan sampai ke mana-mana jika tubuh tidak sihat. Jaga kesihatan seawal mungkin. Elakkan makan terlalu banyak maggi kerana kesannya buruk dalam jangka masa panjang. Jika kesihatan rosak ketika muda, banyak perkara dalam hidup tidak dapat dilakukan. Jagalah tubuh badan kerana ia amanah daripada Allah sepanjang hayat. Tubuh yang sihat menentukan kualiti hidup — dengan kesihatan, kita mampu membantu orang lain, berkhidmat kepada agama, bangsa dan negara.

6. Pahit dan manis kehidupan

Dalam hidup, semuanya ada hikmah daripada Allah. Ada masa kita faham, ada masa kita tidak faham sehinggalah Allah sendiri menyedarkan kita. Belajarlah menerima qada’ dan qadar, kerana di situlah letaknya ketenangan hati.

7. Adab dan ilmu

Hormatilah guru dan jagalah keberkatan ilmu. Jaga adab dalam setiap keadaan, kerana manusia yang beradab itu tanda tingginya ilmu. Ilmu tanpa adab adalah ilmu yang pincang.

Belajarlah ilmu agama — Al-Quran dan hadis. Ikutilah para ulama. Ambillah ilmu daripada mereka yang arif tentang dunia dan akhirat. Semua ilmu ini diperlukan, sama ada sekarang mahupun pada masa hadapan.

Alif, SPM hanyalah salah satu daripada banyak peperiksaan dalam hidup. Ayah sentiasa mendoakan yang terbaik untuk Alif — bukan sahaja untuk SPM, tetapi untuk seluruh perjalanan hidup Alif di dunia dan di akhirat.

Ayah sentiasa bangga dengan Alif.

Ayah, Dumai, 24 Januari 2026

#PesanAyah #SuratUntukAnak #AyahDanAnak #KasihSeorangAyah #DoaAyah #SPM2026 #CalonSPM #PerjalananSPM #PendidikanAnak #Homeroom #MRSM #AdabDanIlmu #IlmuDanAkhlak #QadaDanQadar #BekalAkhirat #InsanSeimbang #Khalifah #CatatanAyah #TulisanHati #CoretanAyah #Keluarga #AmanahAllah

Berhenti kerana Allah

Masa terus bergerak.

Dan kita ikut bergerak—semakin pantas, semakin sibuk.

Urusan datang tanpa henti.

Badan penat.

Fizikal letih dari muda hingga ke tua.

Mental juga tidak terkecuali—diam-diam menyimpan lelah.

Dalam Islam, kita diajar untuk berhenti.

Berhenti lima kali sehari untuk solat.

Berhenti seminggu sekali untuk khutbah Jumaat.

Berhenti sebulan dalam setahun untuk Ramadan.

Berhenti sekali seumur hidup—berpuluh hari di Mekah—menunaikan haji.

Dan setiap malam,

kita diajak berhenti dalam sunyi,

bangun menghadap Tuhan,

bercakap dan mengadu hanya kepada-Nya.

Itulah rehat sebenar.

Rehat minda, jiwa dan raga.

Bukan sekadar berhenti bergerak,

tetapi kembali diisi.

Recharge yang dicipta oleh Tuhan

untuk insan bernama manusia.

#RefleksiHidup #RehatJiwa #IslamItuSeimbang

#TarbiahHati #SolatItuRehat #Ramadan #Haji

#Ketenangan #RechargeIman #HidupDenganAllah

Social Performance in HSSE

Briswalk in the morning at Dumai Islamic Center

Social performance in safety merujuk kepada bagaimana sesebuah organisasi mengurus, melindungi, dan meningkatkan keselamatan serta kesejahteraan manusia—bukan sahaja pekerja, tetapi juga kontraktor, pelanggan, dan komuniti sekeliling.

Ringkasnya: sejauh mana organisasi bertanggungjawab secara sosial dalam hal keselamatan.

Elemen utama social performance dalam safety:

1. Keselamatan & Kesihatan Pekerja (OSH)

Kadar kemalangan, kecederaan, penyakit pekerjaan

Pencegahan hazard & pengurusan risiko

2. Budaya Keselamatan (Safety Culture)

Sikap, nilai dan tingkah laku terhadap keselamatan

Kepimpinan yang menunjukkan contoh (safety leadership)

3. Latihan & Kesedaran

Program latihan keselamatan berterusan

Kompetensi pekerja dalam mengendalikan risiko

4. Penglibatan Pihak Berkepentingan

Komunikasi terbuka tentang isu keselamatan

Penyertaan pekerja & komuniti dalam keputusan berkaitan keselamatan

5. Tanggungjawab Sosial

Melindungi komuniti daripada risiko operasi

Pelaporan telus (incident reporting & lessons learned)

Definisi ringkas (boleh guna untuk laporan/akademik):

> Social performance in safety is the extent to which an organization effectively protects the health, safety, and well-being of workers and affected communities through responsible practices, strong safety culture, and continuous risk management.

#hsse #SocialPerformance

Commitment to Security, Safety, Environment & Social Performance

A strong commitment to Security, Safety, Health, Environment, and Social Performance (SSHE & SP) is fundamental to sustainable business operations. This commitment goes beyond compliance — it reflects a deep responsibility to people, communities, and the planet.

1. Pursue the Goal of No Harm to People

The highest priority is protecting human life. This includes preventing injuries, occupational illnesses, and security incidents. A “no harm” mindset requires strong leadership, safe systems of work, continuous risk assessment, and individual accountability at every level of the organization.

2. Respect Nature

Operations are conducted with respect for the natural environment. This involves minimizing environmental impact, protecting biodiversity, preventing pollution, and responsibly managing waste, emissions, and water usage — ensuring ecosystems are preserved for future generations.

3. Use Materials and Energy Efficiently

Efficient use of resources reduces environmental footprint and improves operational sustainability. This includes energy efficiency, waste reduction, circular economy practices, and innovation to maximize value while minimizing resource consumption.

4. Respect Our Neighbors and Contribute to Society

Organizations have a responsibility to the communities where they operate. This means engaging openly with stakeholders, respecting local cultures, managing social impacts, creating shared value, and contributing positively through employment, education, and community development initiatives.

5. Develop Energy Resources Responsibly

Energy resources are developed in a way that balances economic needs with environmental and social responsibility. This includes applying high safety standards, responsible project development, and supporting the transition toward lower-carbon and sustainable energy solutions.

6. Publicly Report Performance

Transparency builds trust. Regular public reporting on safety, environmental, and social performance demonstrates accountability, enables learning, and allows stakeholders to assess progress and challenges objectively.

7. Take a Leading Role in Promoting Best Practices

Organizations should actively promote and share best practices across the industry. Leadership means not only meeting standards but raising them — influencing partners, contractors, and peers to improve overall performance.

8. Systematically Manage HSSE & Social Performance

SSHE & SP are integrated into business processes through structured management systems, clear governance, measurable targets, audits, and continuous improvement cycles to ensure risks are identified and controlled effectively.

9. Create a Psychologically Safe and Learning-Oriented Workplace

A strong safety culture includes psychological safety — where people feel respected, supported, and empowered to speak up, report concerns, and learn from mistakes. An environment that encourages learning, collaboration, and continuous improvement strengthens both performance and well-being.

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In summary:
True SSHE & Social Performance excellence is achieved when protecting people, respecting the environment, and contributing to society are embedded into daily decisions — not treated as separate from business success.

#SafetyFirst #NoHarm #Sustainability #EnvironmentalResponsibility #SocialPerformance #ResponsibleBusiness #EnergyTransition #HealthSafetyEnvironment #Leadership #PsychologicalSafety #ContinuousImprovement #CorporateResponsibility

Kembara 2026 - Briswalk at Pekan Baru

This year, my goal is to average 20,000 steps a day through brisk walking.

Last weekend marked the second week of the challenge. On Saturday and Sunday, an unplanned journey helped me boost my step count—starting with a trip to Deli, which later turned into a spontaneous decision to continue on to Pekanbaru to meet a friend.

I checked into a hotel near Masjid Bandaraya Pekanbaru, and the next morning headed toward the Wali Kota Office area. To my surprise, Jalan Jenderal Sudirman was closed early in the morning, filled with families and city residents enjoying a brisk walk together.

Unknowingly, I had walked straight into an annual Lions Club Healthy Walk event. Around 3000 participants joined, with surprisingly generous prizes—an Umrah package, a motorcycle, kitchen appliances, and smartphones. Not wanting to miss the moment, I decided to join in.

Although I only managed 9,000 steps that morning, the experience was truly rewarding. I enjoyed the vibrant atmosphere, admired the beautiful buildings, and felt the energy of a city coming together for health and community.

Sometimes, the best walks are the ones you never planned.

#BriskWalk #20KStepsChallenge #HealthyLifestyle #WalkingJourney
#Pekanbaru #CityWalk #UnexpectedMoments #ActiveLife #StepByStep #WeekendWellSpent

Health reflection

After I shared a blog post with a few friends via my WhatsApp status, several of them replied.

One said, “My late father once attempted a stent procedure, but it was unsuccessful, and he passed away.”
Another replied, “Bro, I’ve already had two stents installed in my heart.” He is just one year younger than me.
Another friend told me, “You shared that post with me in the morning. By the afternoon, I was undergoing eye surgery.” He is now on two weeks of medical leave.

I responded to all of them with sadness and empathy for what they had gone through. I never expected that a simple personal sharing would open so many hearts among people close to me.

Yes, we are approaching our late 40s and 50s. Cholesterol issues. High blood pressure. Diabetes. Heart disease. Obesity. And some friends have already passed on. Aren’t these all reminders that keep coming back to us?

What more reminders are we waiting for?

Isn’t it time to change the way we eat, the way we treat our bodies, and the way we live?
Isn’t it time to stop smoking?
Isn’t it time to reduce sugar, oil, and salt, instead of indulging purely for taste and desire?
After carrying excess weight for so many years, when will we finally start exercising and taking control of our health?

Time is getting shorter. Our children are growing up and will soon walk their own paths. When will we truly spend time with them, instead of endlessly scrolling through TikTok and Facebook?

Health is not a luxury. It is a responsibility—to ourselves and to those who love us.
The reminders are already here. The question is: will we listen, or will we wait for the next wake-up call?

#HealthAwareness #LifeReflection #MidlifeJourney #PreventionIsBetter #HealthyLifestyle
#TimeIsPrecious #FamilyFirst #TakeCareOfYourself #LiveWithPurpose #WakeUpCall

The journey of Goal Zero - a perspective

Goal Zero is more than just a metric; it is the company's core ambition to achieve no harm and no leaks across all global operations.¹ By 2022, this safety framework became deeply integrated with "Powering Progress" strategy.

In 2022, the focus was specifically on shifting the culture from just "following rules" to a "Learner Mindset"—acknowledging that humans make mistakes and designing systems that can "fail safely."

The Three Pillars of Goal Zero

To achieve the target of zero incidents, focuses on the three highest-risk areas of their business:

Pillar	Focus Area
Personal Safety	Protecting individuals from injury through the 9 Life-Saving Rules. In 2022, these rules were simplified into "I" statements (e.g., "I always wear my seatbelt") to drive personal ownership.
Process Safety	Preventing the unplanned release of hazardous materials (leaks). This involves rigorous design, maintenance, and inspection of physical assets like refineries and rigs.
Transport Safety	Managing the risks of road, sea, and air travel. Vehicles drive the equivalent of 70 laps of the earth every day, making "journey management" a top priority.

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Key 2022 Initiatives and Developments

• Introduction of "Failing Safely": In May 2022, updated its Goal Zero Handbook to emphasize Human Performance. The goal was to move away from blaming individuals for errors and instead look at "latent conditions"—system flaws that make an error more likely to happen.

• AI and Digital Safety (T-Pulse): By 2022, expanded the use of T-Pulse, an AI-automated monitoring solution. Using CCTV and AI, the system identifies unsafe behaviors or equipment issues in real-time. In 2022, it helped trigger thousands of interventions that prevented potential harm.

• Safety Day 2022: holds an annual global "Safety Day" where all operations stop to discuss safety culture.⁷ The 2022 theme focused heavily on psychological safety—encouraging workers (especially contractors) to "speak up" without fear of consequences if they see something unsafe.

• Contractor Alignment: Since contractors perform a vast majority of the "frontline" work, Shell used 2022 to tighten the Contractor Safety Leadership program, ensuring partners adhere to the same "Goal Zero" standards as Shell employees.

Measuring Success

Measures Goal Zero through "Zero Days"—days where no fatal incidents, personal injuries, or significant spills occur. While the ultimate target is always 100%, the 2022 performance reports highlighted a 30% reduction in operational carbon emissions since 2016, showing that Goal Zero (no leaks) is increasingly tied to environmental "Net Zero" goals.

If the Learner Mindset is the engine that drives improvement, Psychological Safety is the oil that keeps that engine from seizing up. It is the belief that you will not be punished, humiliated, or marginalized for speaking up with ideas, questions, concerns, or mistakes.

1. The Core Purpose: Breaking the "Silence"

In high-risk industries like oil and gas, the most dangerous thing is a "hidden" risk. Psychological safety ensures that when a worker sees a "weak signal" (a small thing that feels wrong), they feel safe to report it immediately.

• Without Psychological Safety: People hide mistakes to avoid blame. Small errors go unnoticed until they snowball into a major explosion or spill.

• With Psychological Safety: People admit mistakes early. The team learns, the system is fixed, and a major incident is prevented.

2. The Four Stages

Framework encourages moving through four stages of safety to reach a high-performance culture:

Stage	What it looks like at the "Frontline"
1. Inclusion Safety	"I feel like I belong on this rig/site and my team values me."
2. Learner Safety	"I feel safe asking 'Why do we do it this way?' or 'I don’t understand this tool.'"
3. Contributor Safety	"I feel safe suggesting a better way to isolate this valve."
4. Challenger Safety	"I feel safe telling the supervisor, 'Stop! This isn't right,' even if it delays the job."

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3. Key 2022 Leadership Behaviors

In 2022, emphasized that psychological safety is driven by leaders. They introduced specific behaviors to foster this:

• Demonstrating Vulnerability: Leaders started saying, "I don't have all the answers," or "I made a mistake in the planning of this task." This "gives permission" for others to be honest.

• Responding Positively to Bad News: How a leader reacts to a mistake determines if the next mistake will be reported. In 2022, the goal was to replace "Who did this?" with "What happened, and how can we prevent it?"

• "Stop Work Authority": Every employee and contractor is given the formal right to stop a job. Psychological safety ensures they actually use that right without fearing they will be fired or yelled at for "wasting time."

4. The Link to "Human Performance"

Psychological safety is the bridge to Human Performance (HP) principles. HP acknowledges that workers are the "masters of their job." If they don't feel psychologically safe, they won't share the "hacks" or "workarounds" they use to get the job done. By sharing these workarounds safely, Shell can redesign the process to be officially safer.

Summary: Psychological safety isn't about "being nice." It is about interpersonal risk-taking for the sake of survival. It turns every employee into a "safety sensor."

In the context Goal Zero (the ambition to achieve no harm and no leaks), Psychological Safety is the foundational "safety net" for the human mind.

If the Learner Mindset is the engine that drives improvement, Psychological Safety is the oil that keeps that engine from seizing up. It is the belief that you will not be punished, humiliated, or marginalized for speaking up with ideas, questions, concerns, or mistakes.

1. The Core Purpose: Breaking the "Silence"

In high-risk industries like oil and gas, the most dangerous thing is a "hidden" risk. Psychological safety ensures that when a worker sees a "weak signal" (a small thing that feels wrong), they feel safe to report it immediately.

• Without Psychological Safety: People hide mistakes to avoid blame. Small errors go unnoticed until they snowball into a major explosion or spill.

• With Psychological Safety: People admit mistakes early. The team learns, the system is fixed, and a major incident is prevented.

2. The Four Stages

2022 framework encourages moving through four stages of safety to reach a high-performance culture:

Stage	What it looks like at the "Frontline"
1. Inclusion Safety	"I feel like I belong on this plant/company and my team values me."
2. Learner Safety	"I feel safe asking 'Why do we do it this way?' or 'I don’t understand this tool.'"
3. Contributor Safety	"I feel safe suggesting a better way to isolate this valve."
4. Challenger Safety	"I feel safe telling the supervisor, 'Stop! This isn't right,' even if it delays the job."

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3. Key 2022 Leadership Behaviors

In 2022, emphasized that psychological safety is driven by leaders. They introduced specific behaviors to foster this:

• Demonstrating Vulnerability: Leaders started saying, "I don't have all the answers," or "I made a mistake in the planning of this task." This "gives permission" for others to be honest.

• Responding Positively to Bad News: How a leader reacts to a mistake determines if the next mistake will be reported. In 2022, the goal was to replace "Who did this?" with "What happened, and how can we prevent it?"

• "Stop Work Authority": Every employee and contractor is given the formal right to stop a job. Psychological safety ensures they actually use that right without fearing they will be fired or yelled at for "wasting time."

4. The Link to "Human Performance"

Psychological safety is the bridge to Human Performance (HP) principles. HP acknowledges that workers are the "masters of their job." If they don't feel psychologically safe, they won't share the "hacks" or "workarounds" they use to get the job done. By sharing these workarounds safely, Shell can redesign the process to be officially safer.

Summary: Psychological safety isn't about "being nice." It is about interpersonal risk-taking for the sake of survival. It turns every employee into a "safety sensor."

In Goal Zero framework, Human Performance (HP) is the scientific approach to understanding why people do what they do. It shifts the focus from "trying to stop humans from making mistakes" to "designing systems that can handle human mistakes without someone getting hurt."

As of 2022, refreshed safety strategy is built on Five Human Performance Principles.

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The 5 Principles of Human Performance

Shell adopted these principles to move away from traditional "blame and train" methods toward a more resilient system.

Principle	Meaning in Action
1. People make mistakes	Mistakes are normal and predictable. Even the best, most experienced operator will eventually have a "slip" or "lapse." Goal Zero aims to build systems that allow people to fail safely.
2. Blame fixes nothing	Blaming an individual is an "easy out" that ignores the real problem. If you fire a person but leave a confusing valve in place, the next person will eventually turn it the wrong way too.
3. Context drives behavior	People don't wake up wanting to have an accident. If someone took a shortcut, it was likely because the "context" (time pressure, confusing tools, or conflicting rules) made that shortcut seem like the best way to get the job done at that moment.
4. Learning is vital	We must learn from "normal work," not just when something goes wrong. By understanding how work is actually done (the "Black Line") vs. how it’s written in a manual (the "Blue Line"), we can identify risks before they cause harm.
5. Response matters	How a leader reacts to bad news or a mistake determines whether people will be honest in the future. A productive response focuses on "What happened?" and "What can we fix?" rather than "Who did it?"

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Key Concept: The "Blue Line" vs. the "Black Line"

A major part of 2022 HP training is the gap between these two lines:

• The Blue Line (Work as Imagined): This is the perfect world described in procedures and manuals. It assumes everyone follows every rule, every tool works, and the weather is always good.

• The Black Line (Work as Done): This is reality. It involves "hacks," workarounds, and adaptations that workers use to deal with broken tools, missing parts, or tight deadlines.

Human Performance aims to close this gap. By being curious about the "Black Line," can update the "Blue Line" (procedures) to be more realistic and safer.

Why this matters for Goal Zero

Under the old mindset, a "No Harm, No Leaks" goal could lead to people hiding mistakes to keep the stats looking good. By applying Human Performance, Shell acknowledges that:

1. Safety is not the absence of accidents; it is the presence of barriers.

2. Humans are the solution, not the problem. Their ability to adapt and solve problems is what keeps the plant running; the goal is to support those humans with better "error-tolerant" designs.

The results of Goal Zero campaign between 2022 and 2025 reflect a period of intense technological integration and a cultural shift toward "Human Performance." While the ultimate goal is always zero incidents, the data shows a complex picture of significant digital wins balanced against the persistent challenges of large-scale industrial operations.

Here is a breakdown of the results and key performance indicators (KPIs) from 2022 to the start of 2026:

1. Personal Safety: The SIF-F Metric

The group has increasingly moved away from looking only at "Lost Time Injuries" to a more rigorous metric: Serious Injury and Fatality Frequency (SIF-F). This measures incidents that actually caused—or had the high potential to cause—life-changing harm.

• The Trend: By 2024, the group reported a SIF-F of 1.5, a notable improvement from the 2.6 reported in 2023.

• The Reality: Despite the downward trend in rates, the group has publicly acknowledged the continued difficulty in eliminating all fatalities. In 2022, two contractor fatalities were reported; 2024 and 2025 reports continued to emphasize that while frequency rates were dropping, the "Goal Zero" (absolute zero) remains the most difficult milestone to sustain over a full calendar year.

2. Digital Safety & AI (The T-Pulse Impact)

One of the most measurable "wins" of the 2022–2025 period was the scaling of T-Pulse, AI-driven computer vision system.

• Deployment: Expanded to 26 major sites by 2025.

• Preventative Results: Since its inception, the system has generated over 20,000 alerts for potential safety violations (such as missing PPE, improper lifting, or people in "red zones").

• The "Save" Count: credits T-Pulse with over 1,300 direct interventions between 2020 and 2025 that likely prevented significant harm or leaks.

3. Process Safety: Tier 1 and Tier 2 Events

Process safety refers to keeping "the product in the pipe" (preventing leaks and explosions).

• 2024–2025 Performance: In 2024, recorded 90 Tier 1 and Tier 2 incidents, an increase from 63 in 2023.

• The Analysis: This increase was partly attributed to more rigorous reporting standards and a larger operational footprint as new projects (like the Whale platform in the Gulf of Mexico) came online. It served as a "wake-up call" that led to the 2024/2025 Safety Day theme focusing on "Before I Start Work"—emphasizing a pause to verify barriers before any high-risk task.

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Summary Table: Goal Zero Key Metrics (2022–2024/25)

Metric	2022 Result	2024/2025 Result	Performance Note
SIF-F	~2.5+	1.5	Significant reduction in high-potential harm.
Total Recordable Case Frequency (TRCF)	0.95	0.81 - 0.90	Remained relatively stable/slight improvement.
Operational Carbon Emissions	-30% (vs 2016)	-60% (vs 2016)	Massive win for the "No Leaks/Net Zero" overlap.
Routine Flaring	0.1M tonnes	Zero	Achieved "Zero Routine Flaring" by Jan 1, 2025.

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4. Cultural Evolution: From "Compliance" to "Learning"

The most significant "result" of the Goal Zero campaign isn't just a number; it’s the change in how the frontline works.

• Psychological Safety Integration: By 2025, "Safety Day" and "Learner Mindset" workshops have moved from high-level theory to daily toolbox talks.

• Stop Work Authority: Reports show an increase in the number of worker-initiated stop-works. While this technically slows down production, leaders in 2025 celebrated these as "Goal Zero Wins," as they prove workers feel safe enough to prioritize safety over schedule.

• Environmental Goal Zero: The campaign successfully merged "Safety" with "Environment." By 2025, a methane leak is treated with the same "Goal Zero" urgency as a physical injury, leading to the 0.04% methane intensity achieved in late 2024.

#goalzero #hsse #safety #stopwork