Handling Your Own Emotions When Leading an ICAM Investigation

Introduction: More Than a Technical Process

ICAM investigations are often presented as highly structured, almost clinical processes. We use terms like barrier analysis, error pathways, latent failures, and corrective actions.

But every incident carries a human weight. Behind the data are colleagues, families, and communities. And for the investigator, emotions aren’t just background noise- they’re a force that can shape (or distort) the investigation itself.

When the incident involves a person you know- a teammate, a friend, or a young apprentice- the emotional stakes rise even higher. The challenge is to uphold the integrity of the ICAM process while also handling your own emotions as a leader.

Why Emotional Regulation Matters

• Objectivity is everything. If judgment is clouded by grief, guilt, or anger, systemic causes can be overlooked.

• You set the tone. Teams and witnesses will mirror your emotional regulation—or lack of it.

• It’s an ethical responsibility. Mishandling emotions in the process risks retraumatising those already affected.

“The quality of the investigation is inseparable from the quality of the investigator’s self-management.”

The Emotional Landscape

What Investigators Commonly Feel

• Shock or disbelief at the scale of the event.

• Guilt (“Could I have stopped this?”).

• Anger at systems, supervisors, or individuals.

• Fear of missing something critical.

• Sadness and empathy overload.

When It’s Personal

When the injured person is someone you know, extra biases come into play:

• The halo effect (protecting their reputation).

• Anchoring bias (clinging to who you thought they were).

• Over-identification (“That could be me… or my child”).

Preparing Yourself Before the Investigation

1. Acknowledge your humanity – pretending to be “untouched” often backfires.

2. Seek support or supervision – debrief with peers or a counsellor before starting.

3. Clarify your role – if the connection is too close, recuse yourself.

4. Create grounding rituals – breathing, journaling, or setting an intention: “I’m here to uncover systemic lessons so this does not happen again.”

Emotional Self-Management During the Investigation

On-Scene

• Pause, breathe, and write deliberately.

• If overwhelmed, step aside briefly.

Interviews

• Be transparent: “We’ve worked together, but today I’m here as an investigator.”

• Guard against leading questions.

• Empathise without collapsing into sympathy.

Analysis

• Stick to structure- timelines, barrier analysis, event maps.

• Challenge assumptions: “Would I draw the same conclusion if I didn’t know this person?”

Team Dynamics

Emotions are contagious. If tensions spike, model calmness- or call for a break.

After the Investigation

• Expect the crash. The adrenaline drop is real. Plan recovery.

• Watch for secondary trauma. Look for signs like irritability, nightmares, or avoidance.

• Reflect deliberately. What worked in your regulation? What didn’t?

• Support others. Share strategies with junior investigators.

“An investigation isn’t truly complete until the investigator has processed their own response to it.”

Techniques for Emotional Regulation

Cognitive

• Reframe – from “I’m investigating my mate’s accident” to “I’m identifying lessons for future safety.”

• Distancing – refer to roles (“operator”), not personal identities (“John”).

• Thought-stopping – interrupt spirals of guilt.

Emotional

• Controlled breathing (ie: 4-7-8 method).

• Grounding (notice 5 things you see, 4 touch, 3 hear).

• Self-compassion: accept missteps in regulation.

Behavioural

• Exercise to burn stress hormones.

• Rituals to end the workday and reduce rumination.

• Peer check-ins during the process.

Case Examples

Colleague’s Fall

A safety manager investigating a long-time coworker’s fall, found objectivity by rigidly adhering to ICAM tools.

Apprentice Fatality

Investigators dealing with a 17-year-old apprentice’s death used paired investigations to share the emotional load, plus external peer review to maintain impartiality.

Vehicle Collision

One lead investigator recused themselves due to closeness with the injured driver- handing over leadership to protect the process.

Organisational Support Structures

• Training in emotional resilience – part of investigator competency.

• Peer support networks – structured, confidential spaces.

• Access to counselling – trauma-informed, routine, not optional.

• Conflict of interest policies – clarity on when to step aside.

Integrating Emotional Awareness into ICAM

• Expand competencies: technical + emotional regulation.

• Add reflection prompts at each gateway:

1. Data Gathering: “What emotions am I feeling right now?”

2. Analysis: “Am I shielding anyone due to personal connection?”

3. Recommendations: “Are these influenced by anger or guilt?”

• Capture organisational lessons- not just about safety, but about investigator wellbeing.

Practical Checklist

Before

• Acknowledge emotions.

• Clarify role/conflicts.

• Establish grounding practices.

During

• Use structured tools.

• Watch for bias.

• Take breaks.

• Debrief with peers.

After

• Rest and recover.

• Reflect and capture lessons.

• Seek help if needed.

Conclusion: Investigator as Human and Professional

Leading an ICAM investigation is never purely technical. You are both an analyst and a human being.

By acknowledging your emotions, applying regulation strategies, and embedding organisational support, you uphold both the integrity of the ICAM process and your own wellbeing.

Because in the end, the real lesson is this: an effective investigation depends as much on emotional resilience as it does on technical rigour.