Rosemary Crake

Rosemary Crake

The Human Factor

The challenges organisations and their employees face, particularly those in leadership and management roles, have become increasingly complex. There are now requirements to  identify and manage Psychosocial hazards, with recognition of the impact these factors have on wellbeing, safety and performance.   

It has been said that people leave managers, not organisations.  Regardless of the quality of systems and level of remuneration, organisation success depends on  employee engagement and performance, which in turn is impacted by the workplace culture, leadership and the degree to which the employee’s abilities, values and personality ‘fit’ with their role / team/ organisation.   Successful managers are able to work constructively with individual differences, which has a significant impact on employee job satisfaction and loyalty.

Recruitment and selection of the right person for the job, at all levels, is crucial to optimal safety and performance.

Services Include

Psychometric assessment for Recruitment –
selecting the best person for the role:

The cost of employing the ‘wrong’ person can be very high – eg, staff turnover, performance management, poor productivity, negative impact on other employees, recruiting and training their replacement.

Some candidates perform very well in interviews but not on the job, while others may not do well at interviews but would be high performers in the role. Psychometric assessment that includes abilities and personality can add valuable information to the selection process in terms of identifying potential strengths and concerns in relation to a candidate’s ‘fit’ with the role / team / organisation. Psychometric assessment can identify areas to explore with referees; and potential areas for development if the candidate is employed.

Psychometric assessment is best conducted by a Psychologist with substantial experience and understanding of a variety of roles and industries. While computer-generated reports can be produced for a lower cost, the computer can’t do the level of analysis required to consider substrates of the overall results, their interactions, and how they relate to a particular role and/or organisational culture. The concept of ‘fit’ is important as a person’s profile may be a good fit for one role but not for another.

Proactive wellbeing checks – an effective tool to:

Identify and address individual issues early to prevent escalation and impacts on the employee, team and organisation.

Provide a periodic organisational ‘health check’ regarding psychosocial hazards and other factors that may adversely affect the organisation’s performance.

Build employee coping strategies and resilience

Develop employee skills in areas such as effective communication, leadership and management, dealing with individual differences in the workplace.

Group and individual coaching and support for employees in roles with a high level of risk for vicarious trauma or cumulative stress

Periodic or adhoc group and/or individual sessions.

Executive, Leadership / Management coaching, support and development:

With leaner organisations, increased regulation and legislative change regarding organisation responsibilities for employees, Leadership / Management roles have become increasingly complex and demanding. Individually tailored coaching and support can help to prevent issues such as burnout, while also addressing issues related to management / leadership style and helping leaders to navigate the ‘people’ aspects of the business.

Organisation reviews and development

Including structure, role classifications and inter-team collaboration.

Tailored training and development programs for leaders, managers and employees eg:

Leadership / management

Managing mental health in the workplace

Prevention and management of Vicarious Trauma

Resilience and Stress management

Effective communication

Needs analysis and development of solutions for ‘people’ issues

There is no one-size-fits-all for people and organisational issues. Problem / needs analyses are essential to developing the most effective and efficient solution.

Psychometric assessment for Recruitment –
selecting the best person for the role:

The cost of employing the ‘wrong’ person can be very high – eg, staff turnover, performance management, poor productivity, negative impact on other employees, recruiting and training their replacement.

Some candidates perform very well in interviews but not on the job, while others may not do well at interviews but would be high performers in the role. Psychometric assessment that includes abilities and personality can add valuable information to the selection process in terms of identifying potential strengths and concerns in relation to a candidate’s ‘fit’ with the role / team / organisation. Psychometric assessment can identify areas to explore with referees; and potential areas for development if the candidate is employed.

Psychometric assessment is best conducted by a Psychologist with substantial experience and understanding of a variety of roles and industries. While computer-generated reports can be produced for a lower cost, the computer can’t do the level of analysis required to consider substrates of the overall results, their interactions, and how they relate to a particular role and/or organisational culture. The concept of ‘fit’ is important as a person’s profile may be a good fit for one role but not for another.

Proactive wellbeing checks – an effective tool to:

Identify and address individual issues early to prevent escalation and impacts on the employee, team and organisation.

Provide a periodic organisational ‘health check’ regarding psychosocial hazards and other factors that may adversely affect the organisation’s performance.

Build employee coping strategies and resilience

Develop employee skills in areas such as effective communication, leadership and management, dealing with individual differences in the workplace.

Group and individual coaching and support for employees in roles with a high level of risk for vicarious trauma or cumulative stress

Periodic or adhoc group and/or individual sessions.

Executive, Leadership / Management coaching, support and development:

With leaner organisations, increased regulation and legislative change regarding organisation responsibilities for employees, Leadership / Management roles have become increasingly complex and demanding. Individually tailored coaching and support can help to prevent issues such as burnout, while also addressing issues related to management / leadership style and helping leaders to navigate the ‘people’ aspects of the business.

Organisation reviews and development

Including structure, role classifications and inter-team collaboration.

Tailored training and development programs for leaders, managers and employees eg:

Leadership / management

Managing mental health in the workplace

Prevention and management of Vicarious Trauma

Resilience and Stress management

Effective communication

Needs analysis and development of solutions for ‘people’ issues

There is no one-size-fits-all for people and organisational issues. Problem / needs analyses are essential to developing the most effective and efficient solution.

Format

For locations outside of the Bunbury – Margaret River region, services are by online video platform unless travel arrangements are included in the project.

Fees

To be advised, based on project parameters

Contact

Email: rosemary@idealoutcomes.com.au

Phone: 0477 134 635

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Please note Ideal Outcomes does not provide 24 hour support. Please see crisis / support line details tab.

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