Organizational Cultural Development

To understand and develop culture, starts with good safety management systems and embracing a positive attitude to these systems.

Culture is a large discussion, many aspects, it effects all of a business, and staff. Learning needs to be tailored to the host organization. Preferably with application of multiple learning techniques. As a professional learning consultancy in safety, programs are developed from a large resource of previous experience, hybrid courses with specific learning outcomes can be put together quickly, in the right language for participants.

Aspects of culture can be streamlined, whilst others are prioritised. Different industries, different cities reflect different priorities, a wealth of practical, as well as academic experience means; we can create programs with real results.

The foundation of this learning consultancy is to unlock the understanding of frontline workers, the application of cognitive behavioural theory, in an effort to have participants make the decision to change a process themselves. Instead of the master and servant approach.

A learning culture is our foundational approach to support cultural development, questions need consideration.

There are multiple directions we can teach in cultural development. We are not obsessive with courses and materials, it is owned by the organization they were constructed for, training in the delivery of courses can commence early in the process. One of the missions of this consultancy is to reduce the suffering of families due to safety failures, anything which can assist our very hard-working peers to protect those they are responsible for and care for.

We don’t sell off-the-shelf products, therefore a conversation with our consultancy will uncover the right approach, with an expectation of positive results which can be reflected in safety data.

Cultural Development Workshops, Learning Programs, like these

Managing Mental Health in the Workplace

An important aspect of organizational culture, is to maintain positive work environments that cater to the needs of those working in them. There is no one size fits all in the development of culture and managing mental health. The way groups of people will react to inputs, varies.

Cultures are driven by those who work within them. Managing mental health in the workplace is supported by good workplace communication. Motivating a conversation is still one of the best techniques to unravel mental health management issues. If bullying is present in a workplace, we assume there will be issues with mental health in the workplace. Everything is linked, learning programs are best focused at individual workplaces.

A learning culture is important, teaching method needs to support the way a group of people want to learn. We can devise training and learning programs, to name a few, managing drugs in the workplace, discrimination in the workplace, trauma in the workplace, as well as managing individuals which have been trauma effected, alcohol, and the list continues to grow.

Time has been spent weekly working with some of Melbourne’s most disassociated people for the past 12 years with Sacred Heart Mission in St Kilda. This practical experience is extremely valid, not academic. Like culture, mental disturbances are not the same between people, a conversation is still the most powerful tool. We can build a repertoire of conversation topics, as outcomes to face-to-face learning.

Mental Health in the Workplace,Learning Programs, like these.

• 30-Minute Keynote
• 50-Minute Keynote
• Trauma Awareness Workshop 120 minute
• Post-Traumatic Stress Awareness
• 4 Hour Training, Mental Health Awareness

Dave Holland MAppSc(OHS)

daveholland@iinet.net.au

 0419 399 565

+61 419 399 565

Dave Holland-OHS pty ltd

Brighton, Melbourne