Workplace Support and Services


Tailored training programs written and developed to meet

individuals and corporate needs.




People Skills

Develop and enhance People Skills


Coaching and Mentoring

To coach or mentor is a question for all managers.  This program will review both coaching and mentoring, the differences and the similarities and when to apply each.  All staff will benefit from managers skilled in both coaching and mentoring.  The program includes the essential skill of both and when to use them.


Coaching for individuals

who are Performance managed or on behaviour warning

93% of managers surveyed reported that they did not have the skills necessary to deal with inappropriate behaviour of their staff (Bully Free at Work, Valerie Cade).  This lack of intervention has unwanted consequences for other team members.  Assisting managers to either better manage the performance or behaviour matter or indeed using an outside specialist are necessary so that the behaviour or performance issue is address.  We can assist you to improve this vital management skill.


Coaching skills for Leaders

In today’s more demanding world for managers they need to better equipped to assist their colleagues and to help their colleagues be more self sufficient.  Coaching is the process where the manager initially assists their colleague to develop their own solution to the issue.  Over time the colleague will be better able to identify their own solutions and be less reliant on their manager.


Dealing with Difficult People

All of us come up against difficult people from time to time and often say, after the interaction, “if only I had said...”  Interestingly not all ‘difficult people’ are difficult for everyone.  Some staff find that different behaviours are more or less bothering to deal with, for example ‘The Tank’, The Snipper’, ‘The No person’, ‘The Whiner’.  This program will help the participant to identify the types of difficult behaviour that they struggle with and develop strategies to be more effective in dealing with them.


Dealing with Inappropriate Performance and Conduct

Most managers have to deal with unwanted performance or behaviour.  BUT it is often avoided and a staff member is allowed to continue as if all is well with their performance or behaviour.  Yet other staff are asking them selves “why doesn’t the manager deal with this person?”  This program builds an approach to assist managers’ deal with performance or behaviour issues and to ensure that the documentation is completed appropriately should the matter end up in the ‘Commission’.


Developing Resilience

Recent research has shown that those who are more resilient are better able to adapt to change, recover after setbacks and are better able to deal with the stressful demands of the workplace.  To develop our own resilience requires effort, insight and developing skills to equip us to deal with life’s challenges.  This program includes recent research and many tools to better equip us to improve our own resilience.


Dignity and Respect At Work (D.R.A.W)

This is one of the most important aspects of any workplace. It applies to all levels of people interactions and has the biggest impact on productivity, financial bottom line for the organisation and overall morale.

Enhancing the organisations workforce with skills and awareness of D.R.A.W and upskilling Managers in dealing with issues in the early stages, will ensure a more productive and happier workplace. This in turn will improve  rates of retention, lower Workcover insurance costs, relieve the pressure of HR by minimising incidents of Bullying and Harassment and also ensure the organisation gains the reputation of a great place to work.


Essential skills for Team Leaders

This program is an extension of the Supervisors Series and includes up to 15 topics from which to most needed can be drawn.  The program can be presented with a reduced number of topics in one day or up to five days to cover all the topics.  All the topics can be presented as single areas for learning or development


Emotional Intelligence

In recent research article about hiring senior managers almost 90% of all job ads required as an essential criteria “superior people skills”.  Experience and the research also show that those managers with strong people skills are better managers.  Emotional Intelligence has been identified in many forms as far back as Aristotle but brought to our attention in more recent years as a necessary component of being a good manager.  Staff can also benefit from developing their emotional intelligence as team members.  Using current research and appropriate testing staff will learn both what it is and how to develop it.


High Performing Teams survey

How a team performs is usually evident to those outside the team but often not so evident to those inside the team.  Through our High Performing Teams survey eight key components are identified and the current views of the team members reported.  Strategies to improve the identified areas are then developed.


Leading People through Chance and Uncertainty

Change is ever present.  We don’t need to look far to prove that claim.  On the other hand organisations are inherently conservative and resistant to change.  Managers need to understand the human elements in change and to better equip themselves to deal with the statement – “organisations don’t change, people do – or don’t as the case may be” (Dr. Carol Kinsey Goman).  Managers need to understand the emotional and psychological aspects of change.  They end to understand that their colleagues will move through four reasonable predictable stages of change and to develop the strategies to deal with those stages.  This program will help develop those skills.


Leadership Resilience and Wellbeing

Martin Seligman brought to us the new field of study called Positive Psychology.  It is less about the glass being half full or empty but more about how we view the world, the intentions of others and how we can better deal with the many challenges of life.  It is without doubt that the more resilient of us will be better able to cope better with the challenges of an ever changing and increased pace of modern life.


Negotiating for Results

All of life is negotiation.  Not just the big corporate deals or international diplomacy but everyday interactions.  This program helps participants to understand the process of negotiating, what is more likely to work or not and skills you can develop to improve your own negotiation style.


Respectful Workplace - Staff

Of all the behaviouurs staff want from their managers it is to be treated with respect. This also goes for the many hundreds of councillors we have worked with.  They also, not surprisingly, want respectful behaviour from their colleagues.  One of the simple difficulties is that most people do not clearly define what they mean by respectful behaviour.  In a recent session with councillors, 17 major behaviours were identified as representing respectful behaviour for them.  Do not fall into the trap that you know what another person means by respectful behaviour.  This activity will assist you and your colleagues identify and agree the requirements of all present to behave in a respectful manner.