| Preface |
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xiii | |
| Authors |
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xv | |
| Acknowledgments |
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xix | |
| Introduction |
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xxi | |
| 1 Process Safety Management (PSM) |
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1 | (28) |
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Process Safety Management (PSM) |
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2 | (6) |
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5 | (2) |
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7 | (1) |
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8 | (19) |
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10 | (6) |
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PSM: Processes and System Requirements |
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16 | (6) |
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PSM: Facilities and Technology |
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22 | (5) |
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27 | (2) |
| 2 Historical Perspective: A Review of Operationally Disciplined and Excellent Organizations Where Process Safety Management Is Entrenched |
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29 | (26) |
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29 | (1) |
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Process Safety Management |
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30 | (1) |
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History of Process Safety Management |
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31 | (2) |
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Operationally Disciplined Organizations |
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33 | (18) |
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33 | (6) |
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39 | (2) |
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41 | (3) |
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44 | (3) |
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Case Study: Bahrain Petroleum Company (BAPCO) |
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47 | (1) |
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Case Study: Outsourced Process Safety Management |
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48 | (3) |
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51 | (1) |
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52 | (3) |
| 3 Leadership Behaviors for Network Performance, and Operational Discipline and Excellence |
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55 | (26) |
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55 | (14) |
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Create a Shared Vision across the Organization That Influences the Behaviors of Followers in the Direction of the Vision |
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56 | (1) |
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Courage to Make Difficult Changes and Establish the Desired Culture of the Organization |
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57 | (2) |
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Demonstrate Behaviors That Support the Values of the Organization |
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59 | (1) |
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Act in a Timely Manner When Opportunities Are Identified |
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60 | (1) |
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Hold Self and Workers Accountable for Performance against Goals and Objectives |
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60 | (1) |
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Ensures Consistent Use of Written Standards and Supporting Procedures; Takes Action When Deviations Occur |
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61 | (3) |
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Provide Prioritization and Sufficient Resources |
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64 | (1) |
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Establish and Steward Performance Management |
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65 | (3) |
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Is Visible and Available to Support and Drive Operation Discipline and Excellence |
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68 | (1) |
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Ensures Adequate Resources for Oversight of Work and Performance Management |
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68 | (1) |
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Leadership Styles and Behaviors: Impact on Safety |
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69 | (9) |
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Transformational Leadership Behaviors |
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70 | (1) |
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Situ Transformational Leadership Behaviors: Driving Discipline and Excellence |
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71 | (7) |
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78 | (1) |
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78 | (3) |
| 4 Shared Learning in Safety |
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81 | (24) |
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Essentials for Effective Shared Learnings |
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82 | (1) |
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Current State of Generating and Sharing Knowledge |
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83 | (1) |
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Challenges of Getting Knowledge to the Frontline |
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84 | (3) |
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85 | (1) |
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Fear of Legal and Market Responses |
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85 | (1) |
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Weak Understanding and Communication of the Benefits of Shared Learning |
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85 | (1) |
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Absence of the Machinery within an Organization for Generating Learnings |
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86 | (1) |
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Absence of an Organized Method and Cost Issues |
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86 | (1) |
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Maximizing Value from Shared Learning |
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87 | (15) |
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A Corporate Approach to Capturing and Sharing Learning |
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88 | (1) |
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Create Expert Networks for Generating Continuous Improvements |
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88 | (1) |
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An Approach That Caters to Generations X and Y Simultaneously |
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89 | (1) |
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Focus on Proactive Measures |
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89 | (1) |
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Have a Model for Generating Knowledge and Learnings |
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90 | (1) |
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Develop a Model for Sharing Knowledge and Learnings |
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91 | (2) |
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Tools for Transferring Knowledge and Learnings to the Frontline |
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93 | (6) |
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Use Standardized Templates and Processes for Sharing (Alerts, Investigation Summaries, Best Practices) |
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99 | (1) |
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Establish an Organizational Process for Approval and for Controlling Quality |
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100 | (1) |
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Action Management and Follow-Up |
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100 | (1) |
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Sharing Tools Must Be User Friendly, Searchable, Accessible to All Workers, Accommodating to Collaboration, and Secure |
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101 | (1) |
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102 | (1) |
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102 | (3) |
| 5 Creating Expert Networks for Generating Continuous Improvements |
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105 | (10) |
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105 | (2) |
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Clearly Defined Scope of Work (SOW) |
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106 | (1) |
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Business Areas and Stakeholder Representation |
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107 | (1) |
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107 | (3) |
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Support Services: Communications, Legal, and Others |
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107 | (1) |
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Leadership Support and Sponsorship |
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108 | (1) |
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108 | (1) |
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Selecting a Strong and Credible Network Leader |
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108 | (1) |
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Establishing a Core Team of Three to Eight Core Team Members |
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109 | (1) |
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Identifying and Ensuring the Availability of a Corporate-Wide Pool of Subject Matter Experts |
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109 | (1) |
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Selecting Committed, Motivated Team Members and Subject Matter Experts |
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109 | (1) |
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110 | (2) |
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Focused Attention on Prioritized Key Deliverables |
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110 | (1) |
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Avenue Created for Knowledge and Information Transfers to and from the Frontline |
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111 | (1) |
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Knowledge Creation Process: Best Practice Identification and Transfer to Frontline |
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111 | (1) |
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111 | (1) |
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112 | (1) |
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112 | (1) |
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Subject Matter Experts (SMEs) |
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112 | (1) |
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Extended Group or Community of Practice |
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113 | (1) |
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113 | (2) |
| 6 Leveraging Networks and Communities of Practice for Long-Term Success |
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115 | (20) |
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Networks: A Historical Perspective |
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116 | (1) |
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Network Creation: Essential Requirements |
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117 | (1) |
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Essential Network Criteria |
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118 | (4) |
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What Is the Purpose of the Network? Can We Articulate a Value? |
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118 | (1) |
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What Is the Structure of the Network? |
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119 | (1) |
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119 | (1) |
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Do We Have the Right Leadership and Subject Matter Expertise Resident in the Organization for Supporting the Network? |
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120 | (1) |
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Is There a Clear Understanding of the Areas of Focus and Subject Areas or Issues to Be Addressed by the Network? |
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120 | (1) |
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Are the Goals and Objectives of the Network Clearly Defined? |
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121 | (1) |
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Are There Linkages with Other Networks, Functional Groups, Senior Leaders, Extended Networks, and Community of Users That Are to Be Developed or Leveraged for Success? |
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121 | (1) |
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What Are the Key Success Factors of the Network? |
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121 | (1) |
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What Is the Level of Autonomy Allowed for the Network? |
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122 | (1) |
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Is a Network Charter Available? |
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122 | (1) |
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Getting Networks Started: Conferences, Training, and Chartering |
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122 | (11) |
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Defining the Need for a Network Conference and Workshop |
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123 | (1) |
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Objectives of Conferences and Workshops |
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124 | (1) |
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Current State versus Desired State Vision |
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125 | (1) |
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Network Conference (Workshop) and Kickoff |
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125 | (1) |
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Pre-Network Conference (Workshop) Planning |
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126 | (1) |
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Planning and Executing the Network Conference |
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127 | (3) |
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130 | (1) |
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Conference and Workshop Activities and Network Chartering |
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131 | (1) |
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Key Messages for the Conference |
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132 | (1) |
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133 | (2) |
| 7 Activation and Tenure of Networks |
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135 | (8) |
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Networks: How They Differ from Other Organizational Structures |
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135 | (2) |
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Why Is It Necessary to Formally Activate Networks? |
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137 | (1) |
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Why Are Control of Membership and Membership Changes |
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138 | (1) |
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What Value Is There in Sustaining Network Activities? |
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138 | (1) |
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139 | (1) |
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Network Membership Changes and Turnover |
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140 | (1) |
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141 | (2) |
| 8 Network Focus and Work Priorities |
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143 | (10) |
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Types of Networks Developed in Organizations |
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143 | (1) |
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144 | (2) |
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146 | (3) |
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Measurable Objectives and Goals |
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147 | (1) |
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147 | (1) |
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In Scope and Out of Scope Items |
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148 | (1) |
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Clearly Defined Deliverables |
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148 | (1) |
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148 | (1) |
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149 | (1) |
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Leadership Sponsor and Approval |
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149 | (1) |
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149 | (2) |
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Network Work Prioritization |
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151 | (2) |
| 9 Establishing Key Performance Indicators (KPIs) for Stewarding Organizational Performance |
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153 | (18) |
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154 | (1) |
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Key Performance Indicators (KPIs) |
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155 | (3) |
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156 | (2) |
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158 | (1) |
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Typical Process Safety Management (PSM)/Management System KPIs Generated by Networks |
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158 | (3) |
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Putting the Teeth into KPIs |
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161 | (2) |
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Worked Example of Performance Pay (Bonus) Linked to KPIs |
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163 | (1) |
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163 | (4) |
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165 | (1) |
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Avoiding Distortions and Duplications |
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165 | (1) |
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Consultation and Engagement |
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166 | (1) |
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Monitoring and Reviewing Progress |
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166 | (1) |
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Reporting against Targets |
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167 | (1) |
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167 | (2) |
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168 | (1) |
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168 | (1) |
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168 | (1) |
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Target Setting Constraints |
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169 | (1) |
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169 | (1) |
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170 | (1) |
| 10 Challenges Faced by Organizations in Managing Networks |
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171 | (10) |
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Size of the Network: What Is the Optimal Size of a Network? |
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171 | (2) |
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Size and Scale of Operation of the Organization |
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172 | (1) |
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Level of Maturity of the Organization with Respect to the Network Being Formed |
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172 | (1) |
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Number of Stakeholders Involved in the Area of Focus of the Network |
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173 | (1) |
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Amount of Work That Must Be Undertaken to Close Gaps between Current and Desired States |
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173 | (1) |
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Representation: Should Representation Be Limited to Business Units or Extended to Business Functions and Facilities? |
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173 | (1) |
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Right Balance between Face-to-Face Meetings and Virtual Meetings |
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174 | (1) |
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Quantifying the Value Created by the Network |
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175 | (1) |
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Tangible or Quantitative Assessments |
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175 | (1) |
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Intangible or Qualitative Assessments |
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175 | (1) |
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Understanding the Right Balance between Network Responsibilities and Full-Time Duties |
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176 | (1) |
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Cost Associated with Travel, Accommodation, and International Commute for Globally Distributed Network Members |
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177 | (1) |
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Number of Networks to Be Established |
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177 | (1) |
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Managing the Interrelationships between Overlapping Networks |
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178 | (3) |
| 11 Network Coordination: The Leadership Challenge |
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181 | (12) |
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Role of the Executive Vice President of Health, Safety, Security, and Environment |
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181 | (2) |
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Role of the Network Steering Team |
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183 | (1) |
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184 | (1) |
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Functional Unit Leadership |
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184 | (1) |
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Corporate or Central Control of Networks |
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185 | (1) |
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186 | (2) |
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Network Stewardship and Performance Management |
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188 | (2) |
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190 | (3) |
| 12 A Network at Work |
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193 | (12) |
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Determining the Need for Network Support |
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193 | (1) |
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Developing the Management of Change Network Charter |
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194 | (3) |
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Use of Opportunity Matrix to Prioritize Gap Closure Activities |
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197 | (4) |
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Communication Plan and Messaging |
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201 | (1) |
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Stewardship and Communicating Up the Organizational Chain |
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202 | (2) |
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204 | (1) |
| Conclusion |
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205 | (2) |
| Index |
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207 | |