The document discusses building a psychologically resilient workplace culture. It argues that focusing solely on rules, tools and training is not enough, and that workplaces need to focus on beliefs, values and behaviors to promote resilience. The document outlines how resilience involves having a strong foundation and flexibility. It discusses the leader's role in promoting resilience through activities like risk awareness, coaching, rewarding, and training. Finally, it provides recommendations for building a resilient workforce such as engagement, simplifying risk management, empowering people, and promoting psychological awareness.

1. Building a psychologically
resilient workplace cultureresilient workplace culture
Shailendra Tripathi
National WHS manger
QBE Australia

2. Opinions Beliefs
Safety Culture
2 ••••
FeelingsViews

3. WHS journey
Over the last few decades we have
recognised that:
A traditional focus on rules, tools and
3 ••••
A traditional focus on rules, tools and
training is not enough; and
We need to focus on beliefs, values and
behaviours.

4. Why resilience?
Stakeholder
behaviour
Workplace
demand
4 ••••
Change Personal
factors
Psychological
injury

5. Resilience
5 ••••
Strong foundation Flexible

6. Resilience
6 ••••

7. Resilience
•I Have
•I Am
•I Can
7 ••••
•I Can

8. Leader’s role
• Risk aware (equipping leaders to recognise signs of stress)
• Asking questions
• Listening and responding
• Coaching
8 ••••
• Coaching
• Rewarding
• Training

9. Resilient workforce
Resilience is neither ethically good
nor bad. It is merely the skill and
the capacity to be robust under
conditions of enormous stress and
9 ••••
conditions of enormous stress and
change.

10. How to build a resilient workforce?
• Engagement and visibility
• Simplification of risk management
• Near miss reporting
• Psychological awareness
10 ••••
• Psychological awareness
• Empowering people
• Care factor

11. Leader’s role
• Message reinforcement
• Empowering people
• Hold people accountable
• Provide support
11 ••••
• Provide support
• Provide conducive environment

12. Barriers
• Change in leadership
• Financial position
• Merger and acquisition
• Same recipe (loss of appetite)
12 ••••
• Same recipe (loss of appetite)
• Zero injuries (complacency)

13. How do we get there?
Every one of us is responsible for the
culture, reputation and
13 ••••
culture, reputation and
environment in which we work.

14. Thank you
14 ••••
Disclaimer
This presentation is intended for general education. Please seek policy
and legal advice in regards to any matters related to this presentation.
Thank you