Our appoach

We are here to help you identify where to start. It’s what we excel at – unpacking your view, asking questions to trigger a deeper inquiry and enable us to collaboratively identify where to start. It’s a one-hour consultation, free of charge.

When you contact us, we connect you with one of our expert consultants. We ask a series of questions that helps you get clear on where to start including the scope and stakeholders you may need to influence and get on board. Independent of whether you choose to work with us or not, our intent is to leave you with more clarity so you can feel confident in your first step. We may or may not be a right fit. We stand to support you and guide you to your best fit.

Fantastic!  We believe in setting us both up for a successful engagement we can look back on with pride. To do this, we conduct a two-part process prior to any engagement.  

The process works like this, we match one of our expert consultants with you to better understand your needs, budget and objectives. If you’re after a stand-alone program, we work with you to make this happen and customise the program to your needs.

If you’re interested in working with us on a more strategically level, this is a two-part process. Part 1 involves an initial consultation. Part 2 involves a ‘readiness evaluation’ which helps us gauge your organisational readiness for transformation. It also informs the strategy, how we work together and our team makeup.

Strategic transformation requires growth and willingness to change. The speed and extent of growth will be informed by your readiness level. We aim to take you to the edge of growth, not over the edge. The readiness evaluation involves conducting meetings with a cross section of your leaders and key stakeholders to understand current state, associations, past initiatives, language, collective and unconscious mindset. This can be done in a couple of days.

For some companies their level of readiness is immature, and we may propose an alternative step to better support you and ready you for cultural transformation.

1. Top-down: Influence your CEO or Manager directly. We can either help you do this by organising an initial meeting or phone hook up or you can do this through implementing a campaign to establish the ‘urgency for change’ and the cost of inaction. What is it costing the business to have this issue?

As human beings, we are all motivated by emotion. We only choose to change when we are emotionally engaged and really get the cost of not changing. Influencing management requires highlighting/ communicating the cost of inaction, creating a sense of urgency and offering a solution that is in their sphere of control and influence.

2. Bottom-up: You can do this if you have an allocated budget and enough influence to engage us to conduct a ‘readiness evaluation’ and implement a pilot program to target your problem area. The results of the pilot program and participants will be internal advocates.

Depends on what you want.

On one end you may want to run a stand-alone training session or series, independent of a larger strategic approach. If so, we can dive straight in.

On the other end, you may want a culture transformation program which is sutained and integrated operationally. This will require a readiness evaluation.

Possibly, but not necessarily. You should have a certain level of maturity in your safety systems. The truth is, your safety systems are only as good as how well people use and value them. Our strategy and approach aims to bring to life your vision, enabling your people to deliver your strategy. This often requires a system, people and culture approach. Systems and people cannot be separated.

Without knowing whom you’ve worked with in the past, we can’t answer specifically. We have worked with many organisations that have worked with other companies to achieve their desired results in the past.

Here are some of the factors they say that distinguish us:

“Jonah Group really do customise their programs. They worked with us from the ground up and built on the good stuff we’d done in the past. They didn’t come in with their solution. They ensured we owned it from the start”. – Tim O’Connell, Dulux Group Sustainability Manager

“They told us what we didn’t want to hear, but needed to hear. I can imagine as a consultant with a potentially large contract up for grabs, it was risky” – International Mining Company

“Their approach is practical, dynamic and super charged with energy. Haven’t seen so many of my guys get excited about a safety program before”. – Brad Hordern, Dulux Executive General Manager – Supply Chain and IT

“They share their knowledge, experience and material generously. They are serious about building internal capability and empowering our front line supervisors to make them look good in front of the troops” – Tamara Ruhle, Energex

RUOK day and other single day events are a great start, but are unlikely to bring any sustainable, systemic change to your organisation.  To ask what’s next really depends on your organisations level of readiness to prioritise mental health into the bloodline of Risk, operations and culture..  We can help improve the psychological safety of your workplace in a variety of ways.  Training & education is a critical component of any Workplace Mental Health strategy as it ensures your people not only know how to respond to a situation, but it effectively gives them the permission and the support to respond.  This could include courses for Managers, Frontline staff and Mental Health First Aid.  Further to this we can look at your internal Policy & Procedure’s or get more targeted in response to certain situations including Bullying & Harassment or Mental Health Critical Incidents. 

Ignoring Workplace Mental Health puts your people at risk and has a direct flow through to the bottom line.  When considering the safety of your people, you need to include both their physical and mental health, otherwise you are really only looking at half the picture.  A mentally unwell person presents a safety risk which can cause an increase in human error, resulting in mental and physical injury, property damage and reputational risk.  Further to this, the costs come through from absenteeism, presenteeism, staff turnover and compensation claims.  The question really is how can you afford not to invest in Workplace Mental Health?

Workplace Mental Health is completely a part of Safety.  The mind and the body work hand in hand. If the priority is only based on workers physical health, then you are not looking at the whole picture.  Just because an employee follows all the systems and processes to be physically safe, does not mean they are working with a healthy mind.  We need to ensure that people are able to get the help and support they need if they are Mentally unwell, and that they are able to speak up to ask for it when they need it.  In situations where this is not the case, and you have people who are mentally unwell unable to speak up, the work environment is not a physical or psychological safe one.