Calm conflict.
Reset teams.
Meet psychosocial duties.

When a critical incident, complaint, or sudden change unsettles a team, the priority is to stabilise people, reduce distress, and prevent further harm. I provide rapid, trauma-informed support through workplace critical incident response, confidential welfare checks, psychological first aid, and post-incident debriefs, helping staff feel heard, supported, and safe to return to effective work.

Where emerging conflict exists, I provide early-intervention conflict triage, conciliation, and short facilitation sessions that help leaders act before issues escalate into formal disputes, psychological injury claims, or costly turnover. Together, we identify safe next steps, clarify roles and expectations, and document practical actions that meet organisational obligations under psychosocial work health and safety duties.

Unresolved conflict, grievances, and communication breakdowns can quietly erode trust, performance, and retention. As an ADRMAS-accredited mediator and conflict coach, I provide independent workplace mediation and facilitated conversations for staff, leaders, and teams, enabling people to speak openly, clarify issues, and reach practical agreements through a calm, structured process.

Services include intake and preparation, confidentiality and process guidance, joint or shuttle mediation where appropriate, and written outcomes to support implementation and follow-up. Conflict coaching is also available to help leaders and staff prepare for difficult conversations, strengthen boundaries, and maintain psychologically safe engagement during periods of organisational change.

Sustainable improvement requires capability, not just intervention. I deliver practical, scenario-based training that builds confidence in respectful communication, early conflict identification, and psychologically safe leadership behaviours. Programs are tailored to your context and align with psychosocial work health and safety duties, informed by ISO 45003 and ISO 31000 principles.

Delivery options include short capability sessions, half-day or full-day workshops, and structured programs for leaders and frontline teams. Common focus areas include difficult conversations and feedback, conflict triage and escalation pathways, de-escalation skills, psychologically safe meeting practices, bystander action, repair conversations, and team reset workshops that establish shared ways of working. I also provide clinical and professional supervision and speaking engagements to embed enduring capability and consistent practice across teams.

Psychosocial risk is shaped by work design, systems, culture, and how everyday conflict is managed. Drawing on qualifications in psychological science, conflict management, WHS, and public health, I conduct psychosocial risk and culture assessments that link workload, role clarity, leadership practices, systems factors, and staff well-being. Using ISO 45003 and ISO 31000 principles, I support organisations in identifying psychosocial hazards, evaluating risks, and strengthening the effectiveness of controls.

This work typically includes consultation and evidence gathering; review of relevant policies and practices; identification of priority hazards; development or refinement of a psychosocial risk register; and a practical action plan with clear control measures, responsibilities, and review timeframes. Where required, I support implementation through governance advice, documentation, and evaluation methods that demonstrate reasonable steps and continuous improvement in the psychosocial safety climate.