Need to meet organizational psychosocial safety requirements without just ticking boxes? Join us as we explore how OH&S, HR, and wellbeing teams can collaborate on creating risk registers that drive real change. We share practical examples from organizations that have turned compliance into opportunity, engaging leaders and teams in meaningful safety conversations. Discover strategies that not only satisfy regulations but genuinely improve workplace wellbeing.

0:00:59 Katie shares the psychosocial safety responsibilities that must now be met by workplaces in Australia. 0:04:00 Chelle and Katie explore who "owns" creating and maintaining the psychosocial safety risk register in most workplaces. 

0:07:02 Chelle shares the example of how the wellbeing champions at a non-profit organization used the PERMAH wellbeing survey tool to measure psychosocial risks and debrief the results with leaders to co-create the risk register.

0:14:12 Chelle shares an example of how the OH&S and HR team at a local council use a survey insights, leadership workshop, a reporting template to co-create their risk register over a few hours.

0:18:22 Chelle shares an example of how OH&S, HR and wellbeing teams came together at a large construction company to help leaders and their team members co-create their risk register together during a practical workshop. 0:23:10 Chelle shares an example of how OH&S, HR, wellbeing, and legal teams came together a national energy company to design a Stop For Safety week for leaders to spend one hour with their teams identifying risks, co-creating controls, and reporting their insights and commitments for the risk register.

Boards and CEOs are still learning how to meet psychosocial safety requirements in a way that is both practical and effective. Uncertainty around roles and responsibilities can lead to fragmented efforts and increased risk. This episode explores how HR, OH&S, and wellbeing teams can align their efforts to create workplaces that are both legally compliant and genuinely supportive of employee wellbeing. 0:00:55 Chelle and Katie share the recent concerns of boards and CEOs when it comes to implementing psychosocial safety requirements in their workplaces. 0:03:08 Chelle and Katie explore who they are finding "owns" psychosocial safety in most workplaces. Is it HR leaders, OH&S teams, or wellbeing champions?

0:08:02 Chelle and Katie unpack the important value wellbeing champions bring when it comes to promoting mental health in workplaces.

0:09:17 Chelle and Katie clarify the essential role of OH&S teams in bringing a risk management lens to preventing psychosocial injuries.

0:12:03 Chelle and Katie explain the valuable role of HR leaders in supporting cultures of psychological safety across workplaces.

At our core, we all have the same basic psychological needs for respect, value, and appreciation. Yet, the diversity in how, when, and where we would like these needs to be met can make the task of ensuring adequate rewards and recognition challenging. But regular informal feedback and formal development reviews can make all the difference. Find out how.

[00:38] Michelle and Paige discuss the research findings about how frequently workers report experiencing inadequate reward and recognition in their workplaces.\

[1.18] Paige and Michelle explore why lack of reward and recognition isn’t just about how much money people are paid at work.

[7.32] Paige shares how leader’s can recognise their people’s work using a simple informal THANK framework.

[22.00] Michelle shares how leader’s can use a formal development review conversation to provide appreciation and development opportunities for their team members.

We all have certain tasks we dread at work. Unfortunately, doing well in our jobs often hinges on our ability to handle these mundane tasks as proficiently as the more interesting ones.  Despite our best efforts to make work more engaging, low job control can make tasks more tedious than they need to be, but five simple job crafting questions give us more freedom? 

[00:39] Michelle and Paige discuss the research findings about how frequently workers report experiencing low job control in their workplaces. [2:34] Paige and Michelle explore why lack of job control isn’t just about having to do the things you don’t like at work. [9:19] Paige shares how leaders and team members can job craft to provide more autonomy at work.

When it comes to completing our work, we all want to do well. Succeeding, however, depends on us having a clear set of expectations and measurable outcomes that deliver value for our team, clients, and organization. Despite clear communication, the complex and dynamic nature of our work can result in a lack of role clarity, but could a dynamic job description template could deliver the flexibility we need?

[00:40] Michelle and Paige discuss the research findings about how frequently workers report experiencing lack of role clarity in their workplaces. [03:10] Paige shares why role clarity requires more than just a clear job description. [8:10] Paige explains how role clarity and accountability go hand-in-hand. [15:28] Michelle shares how a Dynamic Job Description Template can help leaders navigate the dynamic nature of work in their teams.

A never-ending to-do list with no breaks in sight, a lack of the right training and support, and long, irregular, and unpredictable working hours can leave people feeling anxious and overwhelmed. The risk of unachievable job demands can be hard to navigate, but what if a simple job demands journal made it easier to see and prioritize? 

You'll learn:

[00:15] Michelle and Paige discuss the research findings about how frequently workers report experiencing unachievable jobs demands in their workplaces. [03:00] Michelle shares why the hazard of unachievable job demands is more than just having too much work. [8:00] Paige shares practical examples of how leaders are effectively minimizing the risk of unachievable job demands. [11:00] Michelle shares how the Job Demands Journal has helped her and other leaders navigate the dynamic nature of unachievable job demands in their teams.

To stay a part of the conversation and up to date with the latest research and evidence-based ways to supercharge safety for your people, visit us at www.theleaderslab.net.

Thanks for listening!

Please leave an honest review for Making Leadership Work on Apple Podcasts to help us continue to improve, and reach more people.

We do read each and every review and we are grateful to anyone who takes the time to share their thoughts with us.

Until next time, take care.

In this bonus episode of Making Leadership Work, Dr. Paige Williams and Dr. Michelle McQuaid share their ‘ah-ha’ moments from their research with more than 1,000 Australian workers, on their levels of burnout, psychosocial hazards, and psychological safety and how this is impacting safety, wellbeing and performance in their workplaces.

You'll learn:

[00:39] Michelle and Paige discuss the research findings that suggest two-thirds of Australian workers are experiencing burnout. [07:01] Michelle and Paige discuss how burnout is having an impact on psychosocial hazards. [11:44] Paige shares what the data suggests is the most effective way to minimize psychosocial hazards. [20:15] Michelle and Paige explore the impact CARE practices can have on levels of psychological safety within teams. [28:15] Paige shares what the data found were the top four psychosocial hazards experienced by leaders and team members. [34:49] Paige provides her top 3 takeaways from the podcast. To stay a part of the conversation and up to date with the latest research and evidence-based ways to supercharge safety for your people, join us on The Leaders Lab LinkedIn Page https://www.linkedin.com/showcase/theleaderslab/

Thanks for listening!

Please leave an honest review for Making Leadership Work on Apple Podcasts to help us continue to improve, and reach more people.

We do read each and every review and we are grateful to anyone who takes the time to share their thoughts with us.

Until next time, take care.

Dr. Michelle McQuaid and Dr. Paige Williams explore the small, evidence-based practices leaders can use to build psychological safety at the “Me” (individual), “We” (team) and “Us” (workplace) levels. Be sure to grab their done-for-you toolkit on the cheatsheet.

You'll learn: 

[00:39] - Michelle and Paige explore how psychological safety can minimize psychosocial risks. [02:27] - Paige explains what a Culture of CARE is. [05:17] - Michelle and Paige discuss how the CARE Culture positively impacts on workers. [14:51] - Paige explains why CARE practices help to foster psychological safety. [19:11] - Michelle explores practical ways to embed CARE practices at the “Me” level. [25:22] - Michelle explores practical ways to embed CARE practices at the “We” level. [32:26] - Michelle explores practical ways to embed CARE practices at the “Us” level. [41:09] - Paige provides her most important insights for listeners to take away.

To stay a part of the conversation and up to date with the latest research and evidence-based ways to supercharge safety for your people, join us on The Leaders Lab LinkedIn Page https://www.linkedin.com/showcase/theleaderslab/

Thanks for listening!

Please leave an honest review for Making Leadership Work on Apple Podcasts to help us continue to improve, and reach more people.

We do read each and every review and we are grateful to anyone who takes the time to share their thoughts with us.

Until next time, take care.

Professor Amy Edmondson joins us to share her thoughts on why psychological safety can help us to minimize psychosocial risks in workplaces. She also shares a sneak peek of her new book and provides us with practical tools and real-life examples of how we can build psychological safety through a systems lens at the “me”, “we” and “us” levels.

You'll learn: [02:21] - Amy explores reasons why learning from mistakes is easier said than done. [09:01] - Amy discusses the impact of psychological safety on psychosocial hazards. [13:40] - Amy talks about the benefits and risks of having candid conversations. [21:24] - Amy talks about designing psychologically safe organizational systems. [34:37] - Amy explores the importance of self-awareness in psychological safety. [38:31] - Amy recommends ways listeners can build skills around psychological safety and self-awareness. [42:37] - Michelle provides three key takeaways from our chat with Amy.

To stay a part of the conversation and up to date with the latest research and evidence-based ways to supercharge safety for your people, join us on The Leaders Lab LinkedIn Page https://www.linkedin.com/showcase/theleaderslab/

Thanks for listening!

Please leave an honest review for Making Leadership Work on Apple Podcasts to help us continue to improve, and reach more people.

We do read each and every review and we are grateful to anyone who takes the time to share their thoughts with us.

Until next time, take care.

Dr. Michelle McQuaid and Dr. Paige Williams share the biggest safest gap their research has discovered in workplaces and how you can avoid this risk for your teams. You'll learn:[01:09] - Michelle and Paige discuss why identifying risks is just one part of the solution. [08:50] - Michelle and Paige explore what is missing when you only measure psychosocial risks.[23:18] - Michelle and Paige discuss the safety gap.[27:36] - Paige discusses the systems approach to wellbeing, at the ‘Me, We and Us’ level.[33:43] - Michelle and Paige explore the importance of psychological safety and ways to foster it in organizations.                                                                                                                   [44:53] - Paige recaps her most important leadership insights.

To stay a part of the conversation and up to date with the latest research and evidence-based ways to supercharge safety for your people, join us on The Leaders Lab LinkedIn Page https://www.linkedin.com/showcase/theleaderslab/

Thanks for listening! Please leave an honest review for Making Leadership Work on Apple Podcasts to help us continue to improve, and reach more people.

We do read each and every review and we are grateful to anyone who takes the time to share their thoughts with us.

Until next time, take care.