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Organisational Psychology Consulting

Data-driven organisational psychology consulting to reduce turnover, increase engagement, and optimise organisational health and wellbeing. I solve problems where people and systems meet. 

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Let's discuss how I can solve your toughest organisational challenges in partnership with you and your people.

Staying safe at work

Access our Psychosocial Risk Assessment

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Three key components of psychosocially safe workplaces

Prevent harm

This is the foundational "safety" component. Just as a construction site requires hard hats to prevent physical injury, a knowledge workplace requires guardrails to prevent psychological injury. This pillar focuses on identifying and mitigating psychosocial hazards.

 

What does this involve?

 

Risk management: It means identifying aspects of work design that cause stress (e.g., unreasonable workloads, lack of role clarity, toxic supervision, isolation) and removing or redesigning them.

 

I help you audit your organisation for 'silent' risks like burnout and harassment before they become workers' comp claims.

Promote the right behaviours

Safety is not just about eliminating the bad; it’s about amplifying the good. This component focuses on building the positive aspects of work that act as a buffer against stress and drive engagement.

 

What does this  involve?

 

Enhancing protective factors such as worker autonomy, recognition, supportive leadership, and team cohesion. It relies on strengths-based psychology to help employees thrive, not just survive.

 

I design leadership frameworks and team rituals that engender psychological safety  and build psychological capital. This enables greater speaking up against unacceptable behaviour and minimising psychosocial risk.

Be responsive

Even in the safest workplaces, mental health issues (work-related or otherwise) will occur. A psychosocially safe workplace has systems in place to support recovery and prevent discrimination against those struggling.

 

What does this involve?

 

Early intervention strategies, return-to-work programs, accessible Employee Assistance Programs (EAPs), and training leaders to have "safe conversations" about mental health without overstepping.

 

I train your managers to spot the early warning signs of distress and navigate sensitive conversations with empathy and legal compliance.

©2025 by Behavioural Edge Psychology. I acknowledge the Traditional Custodians of the land on which we work, the Wurundjeri Woi Wurrung and Bunurong Boon Warrung people of the Eastern Kulin Nation. I pay my deepest respect to elders past, present and emerging. I am a proudly inclusive organisation and an ally of the LGBTIQ+ community and the movement toward equality. Click here to read our accessibility statement.

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