Tuesday, 4 February 2025

Membaca

“Saya telah membaca banyak buku, dan saya telah melupakan sebagian besarnya; Lalu apa gunanya membaca?

Ini adalah pertanyaan yang pernah diajukan seorang siswa kepada gurunya. Guru tidak menanggapi pada saat itu; Namun, setelah beberapa hari, ketika ia dan pelajar muda itu sedang duduk di dekat sungai, ia berkata bahwa ia haus dan meminta anak laki-laki itu untuk membawakannya air menggunakan saringan tua dan kotor yang terletak di tanah.

Siswa itu terkejut, karena dia tahu itu adalah permintaan yang tidak masuk akal. Akan tetapi, ia tidak dapat menentang tuannya dan setelah mengambil saringan, ia mulai melaksanakan tugas yang tidak masuk akal ini.

Setiap kali ia mencelupkan saringannya ke sungai untuk mengambil air guna dibawa kepada tuannya, ia bahkan tidak dapat melangkah ke arahnya karena tidak ada setetes air pun yang tersisa di saringan itu.

Ia mencoba dan mencoba puluhan kali, tetapi tidak peduli seberapa keras ia mencoba berlari lebih cepat dari tepi pantai menuju tuannya, air terus melewati semua lubang di saringan dan ia tersesat di sepanjang jalan.

Karena kelelahan, ia duduk di sebelah Sang Guru dan berkata: "Saya tidak dapat mengambil air melalui saringan itu; maafkan saya, Guru, itu tidak mungkin dan saya telah gagal dalam tugas saya."

“Tidak,” jawab lelaki tua itu sambil tersenyum, “kamu tidak gagal. Lihatlah saringannya, sekarang berkilau, bersih, seperti baru. Air yang merembes melalui lubang-lubangnya telah membersihkannya."

“Ketika kamu membaca buku,” lanjut Sang Guru Tua, “kamu bagaikan saringan dan buku-buku itu bagaikan air sungai. Tidak masalah jika Anda tidak dapat menyimpan dalam ingatan Anda semua air yang mengalir melalui Anda, karena buku; Namun, dengan ide-idenya, emosi, perasaan, pengetahuan..., kebenaran yang akan Anda temukan di antara halaman-halamannya, semuanya akan membersihkan pikiran dan jiwa Anda, dan menjadikan Anda pribadi yang lebih baik dan baru. "Inilah tujuan membaca."

Kredit FB
Anti Papuans Captions

Thursday, 30 January 2025

Knowledge and training

The above aspect can lead to accident due to:
1. Lack of knowledge through inadequate training
2. Complacency
3. Lack of awareness to the real situation
4. Not listening to lessons learned

*orientation and initial training period before they are allowed to carry out their assignments unsupervised
*a regular drill and refresher training
*adhere to simple tasks
*lessons learned to be refresh regularly
*knowledge has been assimilated and can be applied to the working condition

Learner mindset

A "mindset learner" refers to someone who adopts a growth mindset in their approach to learning. 

This concept comes from psychologist Carol Dweck's work, where she distinguished between a "fixed mindset" (the belief that abilities are static) and a "growth mindset" (the belief that abilities can be developed through effort, practice, and learning). 

A mindset learner is someone who embraces challenges, sees failures as opportunities to grow, and believes that their skills and intelligence can improve over time with perseverance and hard work. 

They are typically more open to feedback and continuous learning.

Learner mindset

A "mindset learner" refers to someone who adopts a growth mindset in their approach to learning. 

This concept comes from psychologist Carol Dweck's work, where she distinguished between a "fixed mindset" (the belief that abilities are static) and a "growth mindset" (the belief that abilities can be developed through effort, practice, and learning). 

A mindset learner is someone who embraces challenges, sees failures as opportunities to grow, and believes that their skills and intelligence can improve over time with perseverance and hard work. 

They are typically more open to feedback and continuous learning.

Learner mindset

We are all human, so we all make mistakes. Learner mindset is the belief that we can always improve - that everyone can grow their ability, learn from mistakes and successes and speak up openly in a safe environment

Wednesday, 29 January 2025

Ijazah kejuruteraan mekanik & jurutera stim

Apa kelebihan seorang graduan ijazah kejuruteraan mekanik dalam menduduki lesen jurutera stim?

Setelah permohon dilakukan kepada pihak Jabatan Keselamatan dan Kesihatan Pekerjaan dan diluluskan oleh Panel Pemeriksa, seorang graduan kejuruteraan mekanik hanya perlu menduduki peperiksaan oral atau termuduga sahaja.

Berbanding dengan ijazah kejuruteraan lain seperti kimia, elektrik dan elektronik, graduan ini perlu menduduki peperiksaan paper Engineering Knowledge, Thermodynamic dan Engineering Mathematic.

Sebelum OSHA 2022 diwartakan, graduan diploma kejuruteraan mekanik dengan pengalaman kerja di boiler yang mencukupi, boleh mengambil lesen jurutera stim setelah diluluskan oleh panel pemeriksa. Namun setelah OSHA 2022 diwartakan, graduan diploma tidak boleh lagi mengambil lesen jurutera stim.

Jurutera stim

Apa tugas seorang jurutera stim?

Ini adalah boiler. Kegunaan boiler adalah untuk menghasilkan stim. Stim digunakan untuk menjalankan mesin di dalam kilang seperti turbin. Selain itu, stim juga digunakan untuk proses kilang seperti pemanasan. Terdapat pelbagai jenis boiler di dalam industri. Kapasiti boiler diukur dengan mengguna unit luas permukaan memanas. 

Disebabkan boiler ini mempunyai risiko tinggi sepanjang sejarah industri, maka undang - undang dikuatkuasa untuk memastikan boiler dibina dan dioperasi mengikut tahap keselamatan yang tinggi. Untuk itu, boiler perlu dioperasikan oleh orang yang kompeten iaitu Boilerman Gred 2 atau 2 dan juga Jurutera Stim Gred 2 atau 1.

Setiap keperluan gred boilerman dan jurutera stim ini ditentukan oleh kapasiti boiler atau pun luas permukaan memanas boiler tersebut.

Di sini kita boleh fahami untuk mengoperasikan sebuah kilang perlukan boiler dan perlukan boilerman dan juga jurutera stim. Tanpa boilerman dan jurutera stim, boiler tidak dapat dioperasi dan kilang tidak dalam dijalankan.




Tugas seorang jurutera stim adalah untuk memastikan operasi standard boiler sentiasa dalam keadaan selamat. Setiap boiler perlukan operasi standard yang ketat, rawatan air yang cekap dan setiap komponen penting dijaga, operasi, dibaikpulih, diganti jika terdapat sebarang kerosakkan. Setiap 15 bulan, boiler perlu dicuci dan diperiksa oleh pihak Jabatan Keselamatan dan Kesihatan Pekerjaaan. Oleh itu, jurutera stim perlu merancang, menyelia dan memastikan boiler sedia untuk diperiksa oleh pegawai JKKP. Semasa pemeriksaan dibuat, jurutera stim perlu hadir dan membantu pegawai melakukan pemeriksaan. Jika terdapat sebarang kerosakkan yang serius, maka jurutera stim perlu membuat laporan kepada JKKP sebelum sebarang baikpulih dijalakan. Tugas ini penting demi menjaga keselamatan nyawa manusia dan juga menjaga aset boiler supaya dalam keadaan optimun setiap masa dan mengelakkan sebarang kejadian yang tidak diingini berlaku.

Di mana boiler digunakan?

Boiler digunakan di semua kilang yang memerlukan stim. Boiler juga terdapat di kilang janakuasa, hospital, hotel dan industri berat serta sederhana. Di Malaysia, boiler banyak diguanakan di kilang sawit, kilang penapis sawit, kilang janakuasa yang menghasilkan elektrik, kilang kayu dan papan serta kapal - kapal yang berlayar di lautan.

Kenapa jurutera perlu mengambil lesen jurutera stim?

Sebagai seorang jurutera, lesen kompetensi ini adalah salah satu jalan untuk meningkatkan kerjaya. Dengan lesen ini, seorang jurutera berpeluang untuk mencapat jawatan lain seperti pengurus kerana ia menjadi satu kewajipan untuk setiap kilang yang mempunyai atau mengoperasikan boiler.

Apakah syarat minimun untuk mengambil lesen jurutera stim?

Syarat minimun untuk mengambil lesen jurutera stim adalah ijazah kejuruteraan (Mekanik dan lain - lain) serta telah berkerja dengan boiler paling kurang selama dua tahun.

Bagaimana cara untuk memohon atau menduduki peperiksaan jurutera stim?
Setelah mencapai syarat minimun, calon boleh memohon melalui surat kepada JKKP Putrajaya.



Apa lagi yang boleh kita buat?

  1.  Pada suatu petang semasa kami sedang minum di kantin, kami nampak seorang lelaki tua berlari ke arah kami dari hujung jalan. Tercungap - cungap keletihan. Kami terus menghampirinya.
  2. Beliau memaklumkan, cucunye lemas di dalam kolam air kilang. Kolam air kilang terletak agak terpencil dari pandangan kilang. Di bawah bukit dan di sedikit terlindung dari jalan utama. 
  3. Sepantasnya kami mencapai kenderaan motor dan kereta memandu menuju ke lokasi kejadian.
  4. Hampir sepuluh orang pekerja termaksud penyelia kilang sampai ke kolam air kilang. Setelah mengenal pasti lokasi tempat budak lelaki berumur lapan tahun itu terjatuh, beberapa orang antara kami terjun dan menyelam mencari mangsa. Saya juga turut serta menyelam mencari mangsa. Lokasi kejadian ada kawasan konkrit tempat air limpahan mengalir. Ia sangat licin dengan lumut. Kolam pula sangat dalam melebihi paras 10 meter.
  5. Beberapa minit kemudian, salah seorang penyelia kilang menyambar tali pancing dan menariknya. Badan mangsa dicapai dan dibawa ke atas tebing. Melihat sebujur tubuh basah dan pucat. Kami melakukan CPR. Malah kami juga turut mengangkat badan mangsa dan menterbalikkannya untuk mengeluarkan air dari badan.
  6. Lebih menyayat hati, di badan mangsa masih ada tali pancing terlilit. Dari keadaan kawasan konkrit limpahan air yang licin penuh lumut, kami boleh jangka mangsa tergelincir jatuh ke kolam. Mangsa tidak dapat naik mahu pun pandai berenang dan disebabkan itu boleh nampak kesan tali pancing dikeliling badan.
  7. Mana mungkin mangsa mampu diselamatkan. Jarak jalan kaki ke kantin sahaja sudah hampir 20 minit. lebih kurang 15 minit kami menyelam sebelum mangsa ditemui.
  8. Mangsa adalah anak buah kepada foreman kami. Dia keluar memancing bersama datuknya. Kolam air kilang sebenarnya telah diwartakan sebagai kawasan larangan. Dilarang memancing dan melakukan sebarang aktiviti air. Semua pekerja tahu tentang perkara ini.
  9. Satu nyawa hilang. Pada masa itu kami melihat wajah foreman dan datuk mangsa menangis tanpa henti. Sangat sayu melihat suasana yang terjadi dan tidak mampu diubah lagi.
  10. Selang seminggu kemudianya, saya dan pengurus kilang duduk di kantin. Setelah lama berdiam diri, dia bertanya kepada saya. Kita telah buat banyak usaha untuk melarang pekerja daripada memancing dan melakukan sebarang aktiviti di sana, namun kenapa masih ada yang degil dan melanggarnya? Apa lagi yang kita boleh lakukan?
  11. Nak letak pagar agak mustahil kerana kawasan kolam itu sangat luas.
  12. Kemudian saya berkata, apa kata kalau kita letak tanda amaran, di sini ada buaya? supaya menakutkan orang daripada menghampiri kawasan ini.
  13. Bukan setakat letak papan tanda, malah kita boleh terus letakkan buaya di sana! supaya tidak ada lagi orang yang hendak pergi ke sana!
.....setelah lebih 18 tahun, soalan yang sama muncul dalam minda saya. Terutama apabila berbincang perihal sifat para pekerja yang degil dan tidak mahu mengikut undang - undang. Apa lagi yang boleh kita lakukan? Dengan lebih baik?

sebenarnya, jawapannya cuma satu. Keselamatan adalah sebuah perjalanan. Ia tidak noktah. Usaha perlu giat dilakukan setiap masa oleh setiap orang tanpa henti penat dan lelah. Sebuah perjalanan panjang.

Jangan putus asa. Teruskan usaha!

Influencing people to create the right conditions?

How am i influencing the culture? Am i creating the right conditions?
  1. What have i done to create the right environment for people to raise their concerns and solutions?
  2. How do i speak about cost and production in relation to safety?
  3. What are the impacts of the decision i made today?
  4. How can i make sure my team/colleagues can make a mistake without blame and harm?
  5. How do i know that my team/colleagues feel equipped to ensure delivery?
  6. What pressure are my contractors under that might impact their ability to do the job safely?
  7. Am i or my colleagues fatigued or distracted?
  8. Do people really raise their dilemmas to me?

Harapan

  1. Macam mana satu kata - kata mampu memberi harapan dan seterusnya memberi bibit - bibit inspirasi?
  2. Macam mana satu kata - kata mampu membuatkan seseorang untuk meredah segala cabaran dan dugaan demi mencapai matlamat yang dicita - citakan?
  3. Kata - kata ini juga berlaku sebaliknya. Satu perkataan mampu untuk meruntuhkan sebuah jiwa raga. Kata - kata itu juga mampu untuk menyebabkan sebuah jiwa melekat parut luka hingga ke akhir hayat. Seperti pepatah Arab yang berbunyi, lidah itu ibarat pedang. Tajam dan mampu melukakan ramai orang dan juga diri - sendiri.
  4. Positif dan negatif.
  5. Contoh terdekat berlaku kepada diri saya adalah apabila sebuah harapan disampaikan kepada saya.
  6. Zul, we want to see you to be a head of facility in our Lahad Datu plant one day.
  7. Zul, i trust you are a great leader.
  8. Zul, you should do your best, because one day you will be a palm oil mill manager.
  9. Zul, i know you can solve the problem very well. If not today, maybe tomorrow. And i know, you can do better than me.
  10. Zul, if God gave you a test, it is mean He want you to be better.
  11. Setelah hampir berpuluh tahun menjadi pemburu motivasi, sedar tak sedar sebenarnya saya dikelilingi ramai orang yang telah memberi impak positif dalam hidup yang sebenarnya mengubah banyak hidup saya.
  12. Bukan setakat mengubah haluan hidup, malah menjadi tangan yang menarik saya dari terus tenggelam dalam dunia cabaran hidup kehidupan.
  13. Sebuah kata - kata itu ibarat percikan api yang diperlukan untuk membara dan membakar semangat kehidupan. Percikan yang hanya perlu sedikit namun kaya dengan hikmah kebijaksaan dan membakar membara bahan selamanya.
  14. Kita perlu seimbangkan, malah perlu lebih banyak memberikan kata - kata peransang membakar semangat memberi motivasi kepada setiap insan di sekeliling kita.
  15. Man, i want to see you to be a manager one day. Not only that, but a General Manager or a company CEO.
  16. Mie, i see a great potential in you. You can be a great leader or maybe one day a Chief Minister of Sabah or a Prime Minister.
  17. We want to grow all our engineer to be a manager one day. If not in this company, maybe in another company.
  18. So, we grow all talented young engineer. Inspire them and make them have a clear direction.
  19. Harapan.

Minda Islam

Golongan Ad-Dahriyyun menunjukkan pegangan mereka yang hanya percaya kepada kehidupan dunia. Mereka menganggap hidup hanyalah silih berganti antara mati dan hidup tanpa wujudnya pembalasan atau kehidupan akhirat. Pegangan ini amat bertentangan dengan ajaran agama Islam yang membawa keyakinan kepada alam ghaib dan kehidupan selepas mati.

Dalam sejarah pemikiran moden, golongan seperti ini disebut sebagai materialis. Mereka hanya percaya kepada benda-benda yang boleh diukur, dilihat, disentuh, dan dirasai oleh pancaindera. Materialisme inilah yang menjadi asas kepada pelbagai ideologi Barat seperti sekularisme, kapitalisme, sosialisme, dan liberalisme. Kesemua ideologi ini mempunyai satu persamaan besar, iaitu menafikan kewujudan akhirat dan perkara-perkara ghaib.

Salah satu contoh yang mudah difahami ialah dalam budaya Barat yang sering dipaparkan dalam media seperti filem dan siri televisyen. Contohnya, watak MacGyver dalam sebuah siri popular menampilkan seorang individu yang sangat bergantung kepada logik dan penjelasan saintifik. Segala sesuatu perlu diterangkan secara fizikal. Agama, bagaimanapun, membawa manusia melangkaui fizikal, menuju kepada dimensi metafizik yang tidak dapat dikesan oleh pancaindera tetapi memerlukan keimanan.

Namun, pemikiran moden yang enggan menerima metafizik menjadikan mereka menolak konsep dosa, pahala, syurga, neraka, dan Tuhan. Mereka berkata, "Jika sesuatu itu tidak dapat dilihat, disentuh, atau dirasa, maka ia tidak wujud." Dengan cara ini, lahirlah pertentangan besar antara agama dan falsafah Barat. Ini kerana falsafah Barat dibina atas dasar materialisme, yang dari awal lagi menolak apa saja yang tidak dapat dijelaskan secara saintifik.

Kebejatan pemikiran ini membawa kepada kerosakan nilai kemanusiaan. Seperti perumpamaan orang Cina, "Ikan kalau busuk, ia busuk daripada kepala," apabila asas pemikiran rosak, keseluruhan sistem juga rosak. Contohnya, masyarakat Barat yang kaya kadangkala membuat keputusan pelik, seperti mewasiatkan harta kepada binatang peliharaan seperti anjing. Mereka percaya binatang itu lebih setia daripada manusia. Mereka lebih rela menubuhkan yayasan khusus untuk menjaga binatang daripada membantu manusia lain yang berada dalam kesusahan seperti di Palestin, Yaman, atau Syria.

Kepercayaan kepada binatang peliharaan melebihi manusia ini mencerminkan kehilangan sifat kemanusiaan. Inilah hasil pemikiran yang tidak bersandarkan agama. Apabila agama diketepikan, manusia akan hilang arah dan mewujudkan pelbagai kekacauan dalam kehidupan. Sebab itulah, agama perlu menjadi asas dalam membentuk cara hidup yang seimbang dan harmoni. Islam mengajarkan bahawa dunia ini hanya sementara, sedangkan akhirat adalah destinasi yang kekal. Tanpa iman, manusia mudah tenggelam dalam kebendaan dan kehilangan nilai sebenar kehidupan.

Post ini diambil dari FB Nik Amar, Speaker DUN Kelantan 
2025

5C for Engagement

The 5 Cs of employee engagement—

Care, 

Connect, 

Coach, 

Contribute, and 

Congratulate


are critical for building a motivated and productive workforce.

Engagement at workplace

 10 Powerful Steps To Improve Employee Engagement

  1. Improve Efficiency in the Workplace. 
  2. Improve Communication. 
  3. Give Recognition. 
  4. Encourage Interaction. 
  5. Invest in Your Employees, Invest in Your Company. 
  6. Focus on Employee Wellbeing. 
  7. Encourage Feedback, increase employee satisfaction. 
  8. Emphasise Your Company Culture.

Cultivate positive culture

 Here are five tips to create a positive work environment for your team:

  1. Engage in meaningful (in-person) dialog.
  2. Show your appreciation.
  3. Listen to everyone's ideas.
  4. Trust your team members.
  5. Be spontaneous and have a little fun.

Tuesday, 28 January 2025

Kehidupan di kem

Ini adalah coretan isteri saya...

Kem...

Ia adalah istilah digunakan terutama di sebelah Pantai Timur Sabah merujuk kepada perumahan ataupun kuarters tempat tinggal di dalam kawasan ladang kelapa sawit. Orang kem pula gelaran diberi kepada warganya.

Kami sekeluarga pernah menjadi sebahagian daripada warga kem.

Kem pertama menjadi tempat tinggal kami ialah Ladang Morisem. Kemudian kami berpindah ke ladang sebelah iaitu Ladang Leepang.

Setelah itu, rezeki membawa kami ke Ladang Loagan Bunut. Jauh berpindah ke negeri sebelah. Setelah empat tahun, kembali semula ke negeri di bawah bayu dan duduk di kem Ladang Nak pula.

Dari sana, kami berpindah ke Kompleks Segamaha sebelum menjadi warga kota sepenuhnya.

Si Kakak, Si Abang dan Si Adik berpeluang merasa menjadi warga kem. Perbezaan komuniti di situ jauh berbeza jika dibandingkan di bandar.

Banyak aktiviti dibuat bersama seluruh warga. Bagi anak² pula, mereka mudah mendapat ramai kawan seusia. Alam sekitar menjadi taman permainan mereka.

Rutin kebiasaan warga kem ialah sekali sebulan akan keluar berbelanja di bandar, membeli barang keperluan rumah dan lain²nya. Waktu itu sememangnya waktu yang ditunggu² bagi mereka.

Selain membeli belah, ia juga adalah waktu untuk mereka keluar menikmati suasana lain daripada kebiasaan, merasai hiruk pikuk sibuknya kota.

Mereka suka membuat majlis makan² dan kenduri kendara, menjemput ramai orang datang ke rumah. Ia seakan suatu terapi berkumpulan, saling bergaul dan bermesra secara santai.

Aktiviti sukan tidak perlu disebut. Bola tampar, bola sepak antaranya. Setiap petang ada sahaja lapangan menjadi tempat bermain. Begitu juga aktiviti riadah yang lain seperti memancing dan juga mandi sungai.

Perkara lain yang mereka sukai juga apabila adanya aktiviti jualan seperti pasar bulanan yang kebiasaannya dijalankan sekali sebulan. 

Aktiviti seperti ini melibatkan peniaga² yang datang daripada luar seperti pemborong dari bandar. Di mana² bahagian estet sekalipun ia diadakan pasti ramai yang akan berkunjung yang datang dari pelusuk kem.

Apabila tiba bulan Ramadan, suasana begitu meriah apatah lagi ketika semakin mendekati Hari Raya. Mungkin kerana majoriti warga di situ adalah perantau. Kerana itulah hubungan sesama kami seumpama sebuah keluarga yang besar.

Seronok. Kenangan indah yang pasti sukar untuk dilupakan.

Si Baby dan Baby Umar tidak sempat melaluinya. Namun Ibu yakin jika berpeluang, mereka juga pasti akan menyukainya.

Tiada gajet. Tiada teknologi canggih. Tanah, batu, serangga dan dedaunan menjadi alat permainan. Bebas berlari² di luar rumah tanpa perlu pemantauan sepanjang masa. 

Ibu tidak risau banyak, membiarkan sahaja mereka bebas bermain. Malah Ibu juga seronok dapat melakukan salah satu antara hobi kesukaan Ibu iaitu berkebun, di atas tanah subur beserta baja organik percuma tanpa had bekalan.

Sungguh... rindu suasana itu.

Sekadar mengimbau kembali pengalaman menjadi warga kem memandangkan ia menjadi topik perbualan warga net di Lahad Datu sejak sehari dua ini. Hanya yang pernah menjadi sebahagian daripadanya sahaja yang akan faham.

📷 Si Abang dan Si Kakak semasa masih belum bersekolah bermain di laman kuarters perumahan eksekutif.
#DiariSeorangIbu
#FamilyOfZM

How to become a good an engineer?

Ask Deepseek, and answer as below ;-

Becoming a good engineer requires a combination of technical expertise, problem-solving skills, and personal qualities. Here are some key steps to help you on your journey:

---

### 1. **Master the Fundamentals**
   - Build a strong foundation in mathematics, physics, and core engineering principles.
   - Understand the basics of your specific field (e.g., mechanical, electrical, software, civil, etc.).
   - Stay updated with industry standards, tools, and technologies.

---

### 2. **Develop Problem-Solving Skills**
   - Practice breaking down complex problems into smaller, manageable parts.
   - Learn to approach problems systematically and creatively.
   - Use tools like root cause analysis, design thinking, and prototyping.

---

### 3. **Learn Continuously**
   - Engineering is a constantly evolving field. Stay curious and keep learning.
   - Take online courses, attend workshops, and read industry publications.
   - Explore emerging technologies like AI, IoT, renewable energy, etc.

---

### 4. **Gain Practical Experience**
   - Work on real-world projects, internships, or co-op programs.
   - Build a portfolio showcasing your work (e.g., designs, code, or prototypes).
   - Experiment with hands-on projects, even if they’re small or personal.

---

### 5. **Collaborate and Communicate Effectively**
   - Engineering is often a team effort. Learn to work well with others.
   - Practice clear and concise communication, both written and verbal.
   - Be open to feedback and willing to adapt.

---

### 6. **Focus on Quality and Attention to Detail**
   - Strive for precision in your work. Small errors can have big consequences.
   - Test and validate your designs or solutions thoroughly.
   - Follow best practices and adhere to safety standards.

---

### 7. **Be Ethical and Responsible**
   - Prioritize safety, sustainability, and ethical considerations in your work.
   - Understand the impact of your work on society and the environment.
   - Follow professional codes of conduct and legal requirements.

---

### 8. **Develop Soft Skills**
   - Time management: Meet deadlines and manage multiple tasks efficiently.
   - Adaptability: Be open to change and willing to learn new skills.
   - Leadership: Take initiative and inspire others when needed.

---

### 9. **Network and Build Relationships**
   - Connect with other engineers, mentors, and industry professionals.
   - Join professional organizations, attend conferences, and participate in forums.
   - Learn from others’ experiences and share your own.

---

### 10. **Stay Passionate and Persistent**
   - Engineering can be challenging, but passion and perseverance will keep you motivated.
   - Embrace failures as learning opportunities and keep improving.
   - Celebrate your successes and milestones along the way.

---

### Bonus Tips:
   - **Specialize but stay versatile:** Deep expertise in one area is valuable, but having a broad skill set can make you more adaptable.
   - **Use the right tools:** Familiarize yourself with industry-standard software, tools, and methodologies.
   - **Think long-term:** Consider the lifecycle of your designs or solutions, including maintenance and scalability.

By combining technical skills, a growth mindset, and a commitment to excellence, you can become a highly effective and respected engineer.

Friday, 24 January 2025

Psychological Safety

Psychological safety is not just a term to throw around; it's a foundational concept for fostering a workplace environment where employees can speak up without fear of retribution. At its core, psychological safety involves creating an inclusive atmosphere of trust, mutual respect, and openness.


Managing people : Psycological Safety

Leadership and managing people
What Is Psychological Safety?
by Amy Gallo
February 15, 2023

What exactly is psychological safety? 
It’s a term that’s used a lot but is often misunderstood. In this piece, the author answers the following

No one likes to deliver bad news to their boss. But that’s exactly what I had to do when a project I’d been working on wasn’t delivering the results we expected. I’d been a big advocate for our team taking on the initiative and, personally, I’d invested a lot of time into it — and convinced others to do the same.

When I met with my manager to present the data, which showed that we hadn’t recouped our investment and the initiative had performed worse than planned, I was nervous. I would’ve understood if she had been frustrated or even angry and I expected her to at least ask “What went wrong?” or “How could we have prevented this?” (both questions I’d prepared answers for).

Instead, she asked a simple question: 

What did you learn?

I now understand that what she was doing was building psychological safety. She understood that learning was key — my (and her team’s) future performance depended on it.

Psychological safety is a critical concept for teams and the people that lead them. It’s also a topic we’ve covered quite a bit at HBR. But not everyone knows or fully understands it, so I reached out to Amy Edmondson, the Harvard Business School professor and author of The Fearless Organization, who coined the phrase “team psychological safety,” to get a refresher on this important idea. I asked her about where the term originated, how it’s evolved, and, of course, how people can think about building psychological safety on their own teams.

What Is Psychological Safety?
Let’s start with a definition. Team psychological safety is a shared belief held by members of a team that it’s OK to take risks, to express their ideas and concerns, to speak up with questions, and to admit mistakes — all without fear of negative consequences. As Edmondson puts it, “it’s felt permission for candor.”

Edmondson first landed on the concept when she was doing research for her PhD. She had set out to study the relationship between error making and teamwork in hospitals, expecting to find that more effective teams made fewer mistakes. But what she found was that the teams who reported better teamwork seemed to experience more errors. When she dug into the data, she began to suspect that better teams might be more willing to report their mistakes – because they felt safe doing so – and conducted follow up research to explore that hypothesis.

The “team” in team psychological safety is important. “This is a group level phenomenon — it shapes the learning behavior of the group and in turn affects team performance and therefore organizational performance,” she says. As Edmondson explained to me, the sense of safety and willingness to speak up is not an individual trait, even though it’s something you do feel and experience at the individual level; “it’s an emergent property of the group.” In fact, in most studies, people who work closely together have similar levels of psychological safety compared to people in other teams.

Why Is Psychological Safety Important?

First, psychological safety leads to team members feeling more engaged and motivated, because they feel that their contributions matter and that they’re able to speak up without fear of retribution. 

Second, it can lead to better decision-making, as people feel more comfortable voicing their opinions and concerns, which often leads to a more diverse range of perspectives being heard and considered. 

Third, it can foster a culture of continuous learning and improvement, as team members feel comfortable sharing their mistakes and learning from them. (This is what my boss was doing in the opening story.)

All of these benefits — the impact on a team’s performance, innovation, creativity, resilience, and learning — have been proven in research over the years, most notably in Edmondson’s original research and in a study done at Google. That research, known as Project Aristotle, aimed to understand the factors that impacted team effectiveness across Google. Using over 30 statistical models and hundreds of variables, that project concluded that who was on a team mattered less than how the team worked together. And the most important factor was psychological safety.

Further research has shown the incredible downsides of not having psychological safety, including negative impacts on employee well-being, including stress, burnout, and turnover, as well as on the overall performance of the organization.

How Has The Idea Evolved?
I asked Edmondson how the idea has changed in the 20 years since she first starting writing about it. Academics have discovered some important nuances. For example, she points out that psychological safety seems to matter more in work environments where employees need to use their discretion. As she explains, “The relationship between psychological safety and performance is stronger in situations where the results or work aren’t prescribed, when you’re doing something creative, novel, or truly collaborative.” She has also written about how hybrid work requires that managers expand how they think about psychological safety.

She and others have also been looking at how psychological safety interacts with diversity on teams. New research by Edmondson and Henrik Bresman, a professor of organizational behavior at INSEAD, has shown that on teams with high psychological safety, expertise diversity was positively associated with performance. While their study is a single one in a single industry (drug development), it’s an important proof point “that psychological safety may be the key to realizing the promise of diversity in teams.”

How Do You Know If Your Team Has It?
This is likely the question on many leaders’ minds. Edmondson has developed a simple 7-item questionnaire to assess the perception of psychological safety (if you want to run this survey with your team, there’s an instrument you can sign up to use on Edmondson’s website).

How people answer these questions will give you a sense of the degree to which they feel psychologically safe:

If you make a mistake on this team, it is not held against you.

Members of this team are able to bring up problems and tough issues.

People on this team sometimes accept others for being different.

It is safe to take a risk on this team.

It isn’t difficult to ask other members of this team for help.

No one on this team would deliberately act in a way that undermines my efforts.

Working with members of this team, my unique skills and talents are valued and utilized.

Edmondson cautions however that the scores are not definitive; what matters is the variance. “Anyone filling out a survey is doing so in a way that is relative to their expectations,” she says. “For example, if I say ‘yes, I can ask for help’ I’m doing that relative to what I think it ‘ought’ to be.” She suggests managers use the data from the survey to reflect on your team’s experience and be curious about what you could change to improve that experience. Which leads to another critical question: what can you do to foster psychological safety?

How Do You Create Psychological Safety?
Edmondson is quick to point out that “it’s more magic than science” and it’s important for managers to remember this is “a climate that we co-create, sometimes in mysterious ways.”

Anyone who has worked on a team marked by silence and the inability to speak up, knows how hard it is to reverse that.

A lot of what goes into creating a psychologically safe environment are good management practices — things like establishing clear norms and expectations so there is a sense of predictability and fairness; encouraging open communication and actively listening to employees; making sure team members feel supported; and showing appreciation and humility when people do speak up.

There are a few additional tactics that Edmondson points to as well.

Make clear why employees’ voices matter. For most people, it feels safe to hold back and stay silent — they default to keeping their ideas and opinions to themselves. “You have to override that instinct by setting the stage for them to speak up,” she says. Explain clearly and specifically why you need to hear from them, why their viewpoint and input matters, and how it will affect the outcomes of the work.Admit your own fallibility. If you, as a leader, can own up to and demonstrate how you’ve learned from your mistakes, it paves the way for others. It’s important to model the behavior you want to see in your team and normalize vulnerability. This includes things like being respectful, open to feedback, and willing to take risks.Actively invite input. Don’t assume people will tell you what they’re thinking or that they understand that you want their input. “Explicitly request it,” says Edmondson. She suggests asking open-ended questions like: What are you seeing? What are your thoughts on this? Where do you stand on this idea?Respond productively. You can tell people you want their input or it’s OK to make mistakes, but they won’t do those things if they feel like they’re being blamed or shut down. Edmondson suggests asking yourself: When people speak up with a wacky idea or tough feedback, how do you respond? Be “appreciative and forward-thinking.” Also, replace blame with curiosity. As author and coach Laura Delizonna writes, “If team members sense that you’re trying to blame them for something, you become their saber-toothed tiger… The alternative to blame is curiosity. If you believe you already know what the other person is thinking, then you’re not ready to have a conversation. Instead, adopt a learning mindset, knowing you don’t have all the facts.”

What Are Common Misconceptions?
I also asked Edmondson if there are any myths or misconceptions about psychological safety and she pointed to two.

“It’s all about being nice.” Edmondson says that creating a psychologically safe environment isn’t about being “nice.” In fact, there are many polite workplaces that don’t have psychological safety because there’s no candor, and people feel silenced by the enforced politeness. “Unfortunately, at work, nice is often synonymous with not being candid.”“You must feel comfortable in a psychologically safe environment.” “Too many people think that it’s about feeling comfortable all the time and that you can’t say anything that makes someone else uncomfortable or you’re violating psychological safety,” says Edmondson. That’s simply not true. Learning and messing up and pointing out mistakes is usually uncomfortable. Being vulnerable will feel risky. The key is to take risks in a safe environment – one without negative interpersonal consequences. “Anything hard to achieve requires being uncomfortable along the way.” She shares the analogy of an Olympic gymnast. In her training, she pushes herself and her body; she takes risks but does so in a way that she won’t get injured. Edmondson reminds us, “Candor is hard but non-candor is worse.”
. . .
My boss’s simple response when I came to her feeling defeated has had a huge impact on me. That one question — What did you learn? — changed the way that I view my own missteps — with more compassion and understanding — and how I treat others when they make mistakes. As my experience shows, by making psychological safety a priority, leaders set up their teams for success now and long into the future.

Ref:
Amy Gallo is a contributing editor at Harvard Business Review

Survival


Survival

Pokok lemon ini berusia hampir tiga tahun. Asalnya di tanam dalam drum plastik. Semasa dalam drum, kekadang daunnya menguning kerana kekurangan air. Telah berbuah, namun disebabkan banyak kekangan air turun naik, pokok ini hidup seadanya.

Lebih enam bulan yang lepas, saya ambil keputusan untuk mengeluarkan dari drum setelah hampir mati. Tinggal hanya beberapa helai daun. Saya potong hampir kesemua dahan dan hanya tinggal dahan utama yang masih hidup dan hijau.

Pindahkan ke tanah, letakkan abu dan tanam dari sekitar. Tanpa sebarang daun, ia bermula dengan satu pucuk baru timbul. Walau pun tanpa daun, pokok lemon berasal dari drum ini mempunyai akar yang sangat banyak. Hampir penuh separuh dari drum.

Ini adalah gambar hari ini. Subur laksana pokok yang telah dititip jaga dengan sempurna. Walhal ia sebenarnya berasal dari tempat penuh luka duka nestapa. Hampir mati dan berada di penghubung nyawa. Namun, jika Allah mahu meneruskan hidupnya, siapa yang mampu menghalang.

Moral : teruskan perjuangan dan hiduplah dengan penuh kebahagian.

Akar dan jati dirimu yang kental akan memberi cahaya kebahagiaan di mana jua dirimu berada.

#freepalestin

Tuesday, 21 January 2025

Process Safety Incident

The article provides an overview of process safety incidents (PSIs) in the chemical and petrochemical industries. It explores the causes of PSIs, preventative measures, response protocols, and lessons learned from historical incidents. The article emphasizes the importance of risk assessment, maintenance of safety systems, employee training, emergency response, crisis management, incident investigation, and continuous improvement. It aims to raise awareness about process safety and help organizations mitigate risks and improve safety practices.

Process safety incidents (PSIs) are a major contributor to fatalities, injuries, and significant property damage in the chemical and petrochemical industries. The U.S. Chemical Safety Board has reported that between 2006 and 2010, there were more than 1,000 PSIs resulting in over 50 deaths and 1,200 injuries at U.S. refineries alone.

There have been many more tragic examples over the years, including the 2005 BP Texas City explosion that killed 15 workers and injured 180 more people.

Process safety incidents are still occurring at an alarming rate. These safety incidents occur during every phase of operations:
 
startup, 
shutdown, 
process upsets and malfunctions,
maintenance activities (e.g., cleaning), product transfer and handling (e.g., loading/unloading equipment), and emergency response activities (e.g., firefighting).

In this article, let’s look into the causes, consequences and lessons learned from process safety incidents.

Table of Contents
Understanding Process Safety Incidents
– Definition of Process Safety Incident
– Common Causes of Process Safety Incidents
How to prevent process safety incidents
#1. Risk Assessment and Management
#2. Maintenance of Safety Systems and Equipment
#3. Training and Education for Employees
How to respond to process safety incidents
●     Emergency Response Protocols
●     Crisis Management and Communication
●     Incident Investigation and Analysis
Lessons from the Past: Historical Process Safety Disasters
Best Practices in Process Safety Incident Management
1. Establishing Safety Culture
2. Regular Audits and Inspections
3. Continuous Improvement and Lessons Learned
Conclusion
FAQ – Process Safety Incidents

Understanding Process Safety Incidents
– Definition of Process Safety Incident
Process safety incidents are “any unplanned event that can cause a release of a hazardous material into the surrounding area outside the boundaries of its intended operation.” The term “incident” is used so that incidents can differentiate from accidents, which have the potential to cause injury or death.

A PSI is any event that results in or has the potential to result in death or serious physical injury, substantial release of a regulated substance, or substantial property damage.

Process safety incidents can also be called process hazards, process accidents, process upsets and other similar terms.

– Common Causes of Process Safety Incidents
The most common causes of process safety incidents are human error, equipment malfunctioning and failure to follow proper procedures. Here is the complete list,

1. Lack of management commitment to process safety
2. Inadequate training in process safety for employees
3. Insufficient process hazard analysis
4. Inadequate design and operation of equipment or systems.
5. Poor maintenance practices, such as failure to properly maintain equipment or systems.
6. Mismanagement of safety hazards, such as not addressing known safety issues at the appropriate time.
7. Lack of knowledge and experience in handling hazardous materials
8. Lack of proper tools in place
9. Human error, such as forgetting to turn off a valve or leaving a pump running.

How to prevent process safety incidents

Implementing the three areas of prevention – risk assessment and management, maintenance of safety systems and equipment, and employee training and education- can reduce the likelihood of process safety incidents.

#1. Risk Assessment and Management
Risk assessment and management is a systematic approach to identifying, evaluating, and controlling risks associated with process hazards. It involves analysing the likelihood and severity of potential process safety incidents and implementing appropriate risk mitigation measures. This can include conducting a hazard analysis, developing safety procedures and guidelines, implementing industry standards or regulations, and ensuring that risk assessments are regularly updated.

#2. Maintenance of Safety Systems and Equipment
Maintenance of safety systems and equipment is another critical step in preventing process safety incidents. Regular maintenance can help detect and prevent equipment failures that can lead to serious accidents.

It is essential to ensure that all safety systems and equipment are in excellent working condition and regularly tested to maintain effectiveness. This includes conducting routine inspections, calibrating and testing emergency equipment such as alarms, sensors, control systems, and relief valves.

#3. Training and Education for Employees
Ensuring that employees are well-trained in process safety principles is another key component for preventing process safety incidents. Employees who handle hazardous materials or operate complex processes should have proper training and education to understand the potential hazards, how to mitigate them, and how to respond to an emergency.

Provide employees with training and refresher courses on safe operating procedures, emergency response, hazard communication, and monitoring of equipment and machinery to prevent accidents.

How to respond to process safety incidents
●     Emergency Response Protocols
When a process safety incident occurs, having well-defined emergency response protocols is essential. These protocols outline the immediate actions that need to be taken to ensure the safety of personnel, mitigate the incident, and minimize its impact.

This section can discuss the importance of emergency response plans, including procedures for evacuations, contacting emergency services, initiating shutdown procedures, and establishing command centers. It is crucial to emphasize the need for regular drills and exercises to ensure that employees are familiar with the protocols.

●     Crisis Management and Communication
Effective crisis management is crucial during process safety incidents. This involves establishing clear lines of communication and coordination among emergency responders, management, affected personnel, and relevant stakeholders.

This should cover the importance of establishing a crisis management team, assigning roles and responsibilities, and implementing communication protocols. Additionally, it is important to address strategies for communicating with the public, media, and regulatory agencies to manage the incident’s external impact.

●     Incident Investigation and Analysis
After a process safety incident has been controlled and the immediate response has been executed, a thorough incident investigation and analysis should be conducted. This allows organisations to understand the root causes, contributing factors, and failures that led to the incident.

This should include the importance of conducting a systematic investigation, collecting evidence, interviewing witnesses, and documenting findings. Additionally, it can highlight the significance of analysing incidents to identify areas for improvement, implementing corrective actions, and preventing similar incidents in the future.

Lessons from the Past: Historical Process Safety Disasters
historical process safety incidents

There have been numerous process safety incident examples that have occurred in history. Some of the recent process safety incidents serve as reminders of the importance of robust safety measures and preventive strategies in high-risk industries.

1) Deepwater Horizon Oil Spill: In 2010, the Deepwater Horizon, an offshore drilling rig in the Gulf of Mexico, experienced a blowout during drilling operations, leading to a massive oil spill. The incident resulted in significant environmental damage and the loss of human lives.

2) Texas City Refinery Explosion: In 2005, an explosion occurred at the BP Texas City refinery in Texas, leading to a massive fire and the release of hazardous chemicals. The incident resulted in 15 fatalities and multiple injuries.

3) ARCO Channelview Explosion: In 1990, a wastewater tank at the ARCO chemical plant in Channelview, TX, exploded during the restart of a compressor. The 900,000-gallon wastewater tank contained process wastewater from propylene oxide and styrene processes. The explosion killed 17 people and damages were approximately $100 million.

4) West Fertilizer Company Explosion: In 2013, a fire at the West Fertilizer Company in Texas, USA, triggered a massive explosion, causing multiple fatalities and widespread damage to the surrounding area. The incident emphasized the need for proper handling and storage of hazardous materials.

Best Practices in Process Safety Incident Management
best practices in process safety incidents

By implementing an effective PSM and following the best practices, organisations can mitigate risks, ensure compliance with safety regulations, and continuously improve their processes. Here are three key areas to focus on:

1. Establishing Safety Culture
Establishing a strong safety culture is fundamental to process safety incident management. It involves fostering a mindset where safety is a core value integrated into every level of the organization. Here are some best practices to promote a robust safety culture:

Leadership Commitment: Leadership must consistently demonstrate their commitment to safety by championing safety initiatives, providing necessary resources, and leading by example.

Clearly Defined Roles and Responsibilities: Clearly define roles and responsibilities related to safety, ensuring that employees understand their roles in maintaining a safe work environment.

Communication and Training: Promote open and transparent communication channels, facilitate safety training programs, and encourage reporting of near misses and potential hazards.

2. Regular Audits and Inspections
Regular audits and inspections are essential to identify potential risks, evaluate the effectiveness of safety protocols, and ensure compliance with safety standards. Here are some of the best practices for conducting audits and inspections:

Proactive Risk Assessment: Regularly assess and evaluate process risks using robust risk assessment methodologies, such as HAZOP, to identify potential weaknesses and implement necessary controls.
Compliance Monitoring: Regularly review and monitor compliance with relevant safety regulations, industry standards, and internal procedures.

Thorough Inspections: Conduct routine inspections of equipment, facilities, and processes to identify and address any signs of wear and tear, potential leaks, or other hazards.

3. Continuous Improvement and Lessons Learned
Continuous improvement and learning from past incidents are crucial for preventing reoccurrence and enhancing process safety. Here are some best practices for continuous improvement and learning:

Incident Investigation: Establish a comprehensive incident investigation process that aims to understand the root causes of incidents, identify corrective actions, and share the lessons learned across the organization.
Implementing Corrective Actions: Actively implement corrective actions resulting from incident investigations or safety audits, ensuring that they address the underlying causes and are monitored for effectiveness.
Sharing and Disseminating Lessons Learned: Develop mechanisms for sharing lessons learned from incidents, near misses, and audits across the organization to enhance awareness, promote learning, and prevent similar incidents in the future.
Each organization’s safety management system may have specific considerations and requirements. Adapting these best practices to individual needs and consulting relevant process safety experts or specialised resources for implementation is essential.

Conclusion
In short, good process safety management is essential for reducing the risks of process safety incidents and protecting employees. By implementing best practices such as safety culture development, regular audits and inspections, and continuous improvement, organizations can enhance their process safety incident management and create a safer work environment.

Process Safety Incident

A process safety incident (PSI) is an unplanned event that releases hazardous materials outside of intended operational boundaries. PSIs can result in serious injury, death, or significant property damage. 

Causes 

Loss of containment
Loss of control
Safety system challenges
Management system failures
Safety culture issues
Emergency preparedness issues
Mechanical integrity issues

Consequences Large-scale health consequences, 
Large-scale environmental consequences,
Serious physical injury or death, and Significant property damage. 

Investigation 

An investigation team is established to gather evidence
The team interviews involved personnel
The team analyzes collected data
The team responds initially to ensure immediate safety and emergency measures
Prevention Regular audits and inspections, Process safety management programs, and Facility and stationary source siting. 

Examples 
The Bhopal Toxic Release in 1984, when a chemical plant released methyl isocyanate (MIC) gas

Blind Operations

Even with the most sophisticared technology, the simple human element can still prevent a disaster from occuring.

Conpetent Personnel and Procedures
There is no doubt that everybody involved in the incident was properly qualified and certified. However, even people judged competent by having the proper qualifications and certificates need to constantly exercise their skills to remain fully competent. Where a person is removed from their area of competence for other duties, they need to undertake a through reorientation to return to ir irrespective of the limits of certification. In the case of combination of lack of familiarity, awareness, stress and perhaps tiredness appears to have made a major contribution to this accident.

There would appear to be a significant number of near misses that occured before this accident. It is important that all near miss report are scrutinised and appropriate action taken promptly to avoid the top event from happening.

Sunday, 19 January 2025

Learner Mindset

A learner's mindset is a way of thinking that views challenges as opportunities to learn and grow. It's characterized by curiosity, openness, and a willingness to try new things. 

Benefits of a learner's mindset

Personal development: A learner's mindset can help people develop their skills and talents. 

Professional development: A learner's mindset can help people adapt to new environments and take on new responsibilities. 
Innovation: A learner's mindset can help people create new ideas and solutions. 

How to develop a learner's mindset?

Set goals: Set realistic goals that are measurable and time-bound. 

Take on new experiences: Be open to trying new things and learning from your mistakes. 

Ask questions: Don't be afraid to ask questions and seek information. 

Be curious: Be inquisitive and ask open-ended questions. 

Listen actively: Listen to understand others' perspectives. 

Be reflective: Reflect on your experiences and learn from them.

Process Safety Management : Blind Operations

Incident due to -> Impact of poor communication/information handling

In summary  :-

  1. Incomplete information
  2. Unclear information
  3. Overwhelmed with too much information
Clarity of information is vital to understanding the situations. When unexpected happens, natural tendency to interpret the events in the context of ones own experience despite the evidence to the contrary. A mindset is very hard to shift and can be influenced by stress. 

Three important areas that could prevented or limited the consequences of the events :-
  1. Learning lessons from outside the boundaries of ones own experience.
  2. Exercising major accident scenarios.
  3. A robust management of change during crisis
People create own blindness due to :-
  • Lack of awareness of what is going on resulting from a lack of training or experience or external factors such as stress
How to tackle:-
  • a bit out of the ordinary
  • to step back and take thorough look at all the evidence
  • or as a colleague to do that for you

Saturday, 18 January 2025

Koukishin Curiosity

Curiosity is defined as a need, thirst or desire for knowledge. The concept of curiosity is central to motivation. The term can be used as both a description of a specific behavior as well as a hypothetical construct to explain the same behavior.

Curious people have active minds. The mind is like a muscle that becomes stronger through continual exercise, so curiosity is a mental exercise that makes our minds stronger. Studies show that people are better at learning information when they are curious about the topic.

The three types of curiosity

Diversive curiosity. 
The most common and widespread curiosity about everything new is that which probably makes you ask Miriam what she works with.

Epistemic curiosity. 
This is the curiosity that makes you want to go deep and learn everything you can about a subject area. 

Empathic curiosity.
(Details below)

Beyond any physical or health-related factors that can dampen our curiosity, such as stress, dementia, or drugs, research leads to four major factors that impede or diminish this quality in humans. I've labeled these factors FATE (fear, assumptions, technology, and environment)

Two of the biggest factors in curiosity shutdowns are thinking we know everything already and having an unchecked ego. Curiosity is shut down when we think we know all the answers and need to be the expert. Instead of fostering a culture of curiosity, we foster competition to be experts.

The power of curiosity comes from its ability to help us learn and grow. It stops us from becoming obsolete, fills in our blind spots and improves our self-awareness. A dangerous mindset for us is one of certainty: a conviction that the things we believe are definitely true.

_____

AI Overview
Empathic curiosity is the desire to understand and connect with other people's thoughts and feelings. It involves being genuinely interested in the experiences of others, even when they are different from your own. 

Explanation
Empathy
The ability to understand what others are feeling and see things from their perspective. It's a way to show that you understand someone is experiencing something meaningful. 

Curiosity
The desire to learn more about something. There are different types of curiosity, including epistemic curiosity, which is the desire to learn more about a subject. 
Benefits

Building connections: Empathic curiosity can help you build stronger connections with others. 

Understanding others: It can help you understand what others are going through, even if you can't experience their exact emotions. 

Being a good listener: It can help you be a better listener and relate to what others are saying. 

Examples Asking questions to understand, Validating how someone is feeling, Approaching challenges from a different perspective, Offering to help, and Challenging your biases.

Safety leadership

Safety leadership is the ability to influence others to prioritize safety and act in a safe manner. It involves demonstrating a commitment to safety through actions and decisions. 

Responsibilities
Create and enforce policies: Develop and implement safety policies and procedures 

Conduct risk assessments: Identify potential hazards and assess the level of risk 

Ensure compliance: Make sure that everyone is following the safety rules and regulations 

Learn from incidents: Analyze the causes of incidents and use that information to improve safety

Macam mana boleh bertahan dalam satu syarikat selama 34 tahun?

Saya tanya soalan ini kepada idola saya. Dan beliau menjawab, PROGRESS.

Sepanjang 40 tahun umur syarikat dalam industri, bermula dengan satu kilang, kini lima kilang. Syarikat telah melalui pelbagai fasa dan sentiasa berubah - progress.

Perubahan itu menyebabkan beliau kekal dalam syarikat. Banyak projek dijalankan. Kapasiti kilang meningkat dan pelbagai cabaran telah dilepasi dan diselesaikan.

Jika tiada perubahan, beliau sudah lama berhenti. Suatu masa, beliau mendapat tawaran untuk menjadi guru dan pegawai JKKP. Namun atas pelbagai sebab, beliau tidak meneruskan niat tersebut.

Ayahnya berkata, kenapa kamu mahu jadi guru? Buku yang kamu akan baca adalah buku yang sama awal hingga hujung tahun. Tidak bosankah?

Perubahan syarikat sudah tentu dengan melakukan projek. Projek sudah pasti banyak perkara baru dipelajari. Setiap cabaran memberikan accitement yang berbeza. Sudah pasti kerja juga banyak. Namun, apabila semua telah selesai, suatu kepuasan diri akan diperolehi.


Jurutera berkualiti

Salah seorang idol saya yang telah berkhidmat lebih 34 tahun dalam syarikat berkongsi pengalaman beliau memulakan kerjaya :

Beliau menceritakan, semasa ditemuduga oleh bekas bosnya, beliau disuruh mereka bentuk condenser untuk sebuah plant. Maka beliau reka semasa sesi temuduga dan berjaya mendapatkan jawatan.

Ia berlaku pada tahun 1990. Beliau seorang graduan kejuruteraan kimia lulusan USA. 

Perkongsian beliau mengingatkan saya menemuduga jurutera yang telah berkerja lebih 5 tahun. Apabila ditanya berkenaan pam, mereka tidak dapat menjawabnya. Soalan tentang jenis - jenis pam pun tidak dapat dijawab. Kita belum lagi suruh rekabentuk pam untuk kilang.

Learner Mindset


LEARNER MINDSET VS GROWTH MINDSET- WHAT'S THE DIFFERENCE?
A learner's mindset is a way of thinking that encourages people to see new experiences as opportunities to learn. It can help people adapt to change, absorb information, and achieve more. Characteristics of a learner's mindset
  • Open-minded: People with a learner's mindset are receptive to feedback and new ideas. 
  • Curious: They are eager to learn more about things that interest them. 
  • Growth-oriented: They believe that their skills and talents can be developed. 
  • Proactive: They take initiative to solve problems and learn new things. Benefits of a learner's mindset
  • Better adaptation: People with a learner's mindset can adapt to new environments and learn new skills. 
  • Better performance: They can achieve more and perform better at work. 
  • More creativity: They can be more flexible, creative, and connected. How to develop a learner's mindset
  • Set goals: Set realistic goals that are measurable and time-bound. 
  • Practice gratitude: Focus on what you're grateful for and acknowledge the positive in your life. 
  • Take initiative: Ask questions, seek information, and take on new projects. 
  • Be open to feedback: View feedback as a tool for growth.