Webinars

We felt that the risk management cycle diagram contained in the various Codes and guidance materials was a bit confusing, so we came up with a different way to explain it – the Safety Staircase. It ties in management theory as well as the WHS laws, because we believe you need a good understanding of how to manage people well to be successful in managing your WHS obligations.

In year 1, you asked for simple information that was easy to understand and follow.

Let us know what you think!

‘Psychosocial’ is becoming a very popular way to describe a business’s obligations relating to mentally healthy workplaces. But what does it mean?

In this webinar we explain where the word comes from and how it relates to your WHS obligations.

We also suggest a simple strategy for all small to medium-sized businesses to keep in mind, so they don’t feel too overwhelmed in the process.

Change can create uncertainty and stress, key psychosocial hazards | In this webinar, we explain the ‘Four Doors of Change’ a model that builds on the SARAH model by creating transparency, reducing fear, focusing energy and opening conversations about opportunities | Download the cheat sheet which contains a handy summary (including key takeaways and reflection prompts) of what was discussed.

By focussing your best energy on high-impact work and saving the routine stuff for lower-energy moments, you’ll reduce stress, boost productivity and protect your wellbeing | In this webinar, we explain how to use the Eisenhower Matrix (also known as the Covey Urgent/Important Matrix) | Download the cheat sheet which contains a handy summary (including key takeaways and reflection prompts) of what was discussed.

Coaching is key for a healthy, psychologically safe culture, because it builds capability and engagement, reducing the level of micromanagement and stress in the workplace | In this webinar, we introduce you to the GROW model | Download the cheat sheet which contains a handy summary (including key takeaways and reflection prompts) of what was discussed.

External rewards (such as bonuses and praise) can boost short-term effort but won’t necessarily sustain long-term commitment | In this webinar, we introduce you to the AMP model (the next step up from the GROW model) | Download the cheat sheet which contains a handy summary (including key takeaways and reflection prompts) of what was discussed.

Even with clear goals and strong motivation, progress can stall if accountability isn’t handled well | In this webinar, we explain how you can create a culture of ownership using the ‘Accountability Ladder’ and the ‘Accountability Dial’ | Download the cheat sheet which contains a handy summary (including key takeaways and reflection prompts) of what was discussed.

Unmanaged conflict is one of the biggest contributors to psychosocial stress, yet healthy disagreement drives innovation and trust | in this webinar, we explain how the “Thomas Kilman Conflict Mode Instrument” works | Download the cheat sheet which contains a handy summary (including key takeaways and reflection prompts) of what was discussed.

Avoiding hard conversations allows small issues to fester into major conflicts but being too blunt or overly cautious can damage trust and morale | In this webinar, we explain what is meant by ‘Radical Candour’ | Download the cheat sheet which contains a handy summary (including key takeaways and reflection prompts) of what was discussed.

Poor communication is one of the biggest drivers of workplace conflict, disengagement and psychological stress | In this webinar, we explain what the ‘Four Types of Communication Styles’ are and how to adapt your communication style to best suit the situation | Download the cheat sheet which contains a handy summary (including key takeaways and reflection prompts) of what was discussed.

Culture is important because it influences behaviour | In this webinar, we explain what is meant by “Casting a Shadow” and “Drawing the Line” | We also provide suggestions for further reference material.

Communication prevents misunderstandings and reduces the likelihood of bullying | Done well, communication fosters a culture of trust and respect | In this webinar, we explain what the “Four People Styles” are and how to use the “Ladder of Inference”.

Conflict is inevitable, it’s how we deal with it that matters | It is possible to have constructive conflict and respectful interactions | In this webinar, we explain what is meant by “the Ideal Conflict Point” | It also provides suggestions for further reference material.

There is a difference between experiencing ‘stress’ and experiencing ‘frequent and/or prolonged stressors’ | In this webinar, we explain how to use the SCARF model for modifiable factors – used well it results in people being less likely to view the stressor/s as a threat.

Change is inevitable, it also fits into the ‘C’ of the SCARF model (explained in the Science of Stress webinar) | Consultation is key | In this webinar, we explain the SARAH model and how change is a process where everyone needs to go at their own pace.

Stress can be cumulative and isn’t always obvious | Words can be harmful even if that result was unintended | In this webinar, we explain what the common types of microaggressions are and how to use the SBI Model.