Create Psychosocial Safety in Your Workplace

WHS laws state that employers (PCBU) are responsible to address and protect their workers from psychosocial hazards in the workplace such as fatigue, burnout and traumatic events. Good quality stress reduction and wellbeing training in the workplace is a key strategy to meeting these health and safety regulations. We provide actionable strategies to manage these hazards.

Overview

Do you have people in your team who are stressed out and under performing? Did you know that employers have a legal responsibility to manage any risks to wellbeing in the workplace? This course equips people to identify when they are at risk, even more importantly, what to do about it.

Who is this course for?

This is an essential course for anyone who experiences stress at work. It helps managers understand their Duty of Care and helps employees understand their personal responsibility in managing their own wellbeing.

Course Description

In a fun, full, engaging, hands on session, participants are taken through all of the key factors to consider when managing psychosocial safety in the workplace. They are given the basic tools to create personal resilience and psychological safety at work.

What you will learn

• The fundamentals of creating internal psychosocial safety
• The fundamentals of creating external psychosocial safety within the workplace culture
• A basic understanding of brain chemistry and how to manage the human stress response
• The science of burnout and how to create conditions to promote resilience and productivity.

You will also get

• A tailored program to support your teams needs
• Useful checklists for assessing your risk
• A tool kit of strategies to improve wellbeing
• A cheat sheet of key learnings

Workplace Disability Play

Connor’s Hard Work is an interactive theatre experience about workplace disability and how to navigate the complexity of it and support employees legally and ethically.

This play can be performed as a stand-alone experience up to 2 hrs in duration, or it can be incorporated into the half day EEO & Anti-bullying workshop. The aim is to provide an engaging, impactful alternative for employees from the often dry, power-point presentation related to sexual harassment, discrimination, and bullying.

How can you get employees to engage in training so that it not only creates awareness but translates to a cultural change?

Our new play on workplace disability “Connor’s Hard Work” provides employees with an easy to understand, common sense approach to assessing their own behaviours and those of other staff.

The play is a unique, meaningful, interactive approach that allows the audience to engage with the content and the heart behind the characters while understanding their legal responsibilities in relation to supporting people with a disability, through workplace/reasonable adjustments and what happens when this doesn’t occur (discrimination). The result is an impactful, heartfelt change in relation to people with a disability.

The play was created to provide a safe and impactful environment where participants experience a range of emotions through watching the characters interact with each other and also the audience.

Underperformance Management

Underperformance Management course enables managers and supervisors to know when and how to hold staff to account and to hopefully skill staff up to be able to do the work required or know when and how to legally terminate their employment. This is a great course that balances the legal requirements of how to performance manage an employee with the best skills on when and how to do it.

Overview

In an engaging, content rich, practical workshop, managers will learn the process for performance managing staff both in relation to the legal framework and the skills required to have the conversations. There is the option of the use of professional actors in the afternoon to allow opportunity for the participants to practice the content learnt in the morning.

Who is this course for?

This course is designed and customised for each client to provide training, resources and support for managers who are responsible for managing under-performing staff.

Course Description

This full day workshop is run in-house to educate and skill up managers to legally and skilfully manage under-performing staff.

What you will learn

• The 5 Circles of Humanness and why an employee reacts negatively when you talk about their work performance
• The 3 main core identify issues that are triggered when a negative comment is made about a person and how this effects a person’s ability to hear what you are saying
• What to do when emotions ‘get in the way’ of addressing the issues
• Why feedback is so hard to deliver and receive and what you can do to improve both
• The three types of feedback and knowing when and how to deliver each
• How to use your non-verbal’s to effectively deliver bad news
• Roadblocks to listening and understanding each other
• A new model for active listening
• Your Organisation’s Performance Management Process
• How to assess whether to go informal or formal
• What notes to take and when
• The skills of having a difficult conversation involving underperformance
• How to take care of yourself while managing a difficult process
• The extra legal requirements when performance managing someone who has a disability or suspected disability

You will also get

• A 58 page A4 resource manual
• Skilled managers who know what the process is in relation to performance management and how to follow it
• 6 Months support by a legal practitioner post the course
• Access to weekly emails explaining current caselaw

What people say about this course

Coaching

Franca Sala Tenna is a legal practitioner, educator and qualified Ontological Coach.

Jane Chilcott is an ex CEO, an HR Professional and a qualified Ontological Coach.

What is Ontological Coaching?

Ontology is the study of being. Ontological Coaching works from the premise that as humans we ‘show up’ in three inter-related areas, namely our language, our moods and emotions and our body. When life is not working the way we want it to, then it can be because one or more of these three areas are resulting in us either seeing, thinking, feeling or acting in a certain way that is not helpful. The role of an Ontological Coach is to be an observer of the person being coached, to ask useful questions and to reflect back what they are seeing in order for the person who is being coached to change the way they are being to a more helpful way.

Why use an Ontological Coach?

Often workshops provide useful content, but knowledge without application is wasted. However, even when knowledge is applied people can get stuck in a certain way of being and not be able to apply the knowledge learnt. A skilled coach is able to work with a person to identify where they are stuck and provide them with the tools to move on, in order to achieve the result they want.

How to Use an Ontological Coach?

The most common way that people engage Franca is by attending one of her courses related to being a manager and wanting to explore in more detail the application of the content. It is normally recommended to engage in 4 coaching sessions spread over 2 months, in order to obtain the best results.

Workplace Bullying Play

Much Ado About Hector is an interactive, theatre based play, which allows the complexities of workplace bullying to be explored by participants. The audience sees the behaviours unfold before their eyes, and has the opportunity to influence the actions of the characters as the story unfolds.

This unique play provides a creative alternative for workplaces to educate their staff about appropriate and inappropriate workplace behaviours and the consequences. It works well with a small group right up to a conference size audience.

How many boring training sessions have your staff sat through where by the end you even wonder if they have learnt anything new?

At EEO Specialists we are always thinking of new ways to make educating staff about equal opportunity and bullying issues, interesting, relevant and engaging.

We now have a play about Workplace Bullying.

Workplace bullying is a complex issue and often misunderstood. What one person sees may not be what another person sees, perception, limited information and emotions all affect whether it is identified and how it is managed.
Changes to how bullying is handled commenced from 1 January 2014 under the Fair Work Act 2009. These changes place greater responsibilities on employers to have Grievance Procedures in place and follow them.

EEO Specialists in conjunction with The Experience Lab have developed an interactive, theatre based play, where the audience sees the behaviours unfold before their eyes, and have the opportunity to influence the actions of the actors as the story unfolds.

This unique play provides a creative alternative for workplaces to educate their staff about appropriate and inappropriate workplace behaviours and the consequences. It works well with a small group right up to a conference size audience.

“Much Ado About Hector”