Coaching & Consulting

The update to the WHS Act 2011 around managing psychosocial hazards in the workplace has the power to benefit both organisations and employees, but places an extra burden on the HR teams that are responsible for implementing it.

With the weight of responsibility firmly on your organisation’s shoulders (and your to-do list), finding the right solutions to mitigate the specific psychosocial risks in your business, and build employees back to health after they’ve suffered stress and burnout, can be a daunting prospect. It also requires a proactive and preventive intervention approach to manage the employee process.

I am partnering with HR leaders to deliver a consulting and coaching service that is designed to mitigate the psychosocial hazards pertaining to work demands, and return valuable employees back to robust health and performance after stress and burnout, through the Return to Work and Return to Performance programs.

What It Looks Like

Step 1: Consulting

• Regular consultations (i.e. +/- 8-weeks) with Dr Kellie and the HR leader/s
• Identify key staff at-risk of chronic stress and/or burnout
• Offer a Return to Performance (RTP) 1:1 Executive Health Coaching Program to at-risk staff
• Offer a Return to Work (RTW) 1:1 Executive Health Coaching Program to those staff currently on stress leave

Step 2: Coaching

At-risk leaders then enter a 6 or 9-month RTW or RTP 1:1 Executive Health Coaching Program with Dr Kellie, where they benefit from:

• Fortnightly 1:1 consultations with Dr Kellie (in-person or virtual)
• Health monitoring and data insights using the WHOOP™ biometric device
• Burnout profiling using the Maslach Burnout Inventory
• Practical, evidence-based strategies to recover from (or prevent) burnout
• Personalised support to bring the body, mind, and hormones into balance through body science
• On-demand access to Dr Kellie outside coaching sessions
• Customised resources and materials to support the health journey
• A follow-up consultation at 3-months post-program to support long-term and health and performance

Step 3: Reporting

• Participants receive a Maslach Burnout Inventory Individual Report outlining the changes in their burnout risk profile and the Areas of Work Life contributors to wellbeing status
• Organisations receive an anonymised Maslach Burnout Inventory Group Report outlining the changes in burnout risk profiles, in addition to the Areas of Work Life that may be contributing to burnout in the work environment
• Participants receive an individual report summarizing the change in health metrics as assessed by the WHOOP and subjective data
• Organisations receive an aggregated, anonymized group report summarizing the change in health metrics as assessed by the WHOOP and subjective data

If you’re looking for more comprehensive support to improve the health and wellbeing of your organisation, then align your executives, senior leaders and HR teams on the key components of workplace wellbeing with the Education series.