You may not. You will know your problem and you may have a sense of what you need, but to assume to know what you need is like going to a GP with a self-diagnosis of a re-occurring medical condition and requesting a prescription which may or may not alleviate the problem – albeit temporarily.

If you’ve landed on this page, we can guarantee that the problem you’re having is not new. Chances are it’s been around for a while, be it conscious or unconscious and developed enough of a stench for you to get motivated to stop it before it spreads. If you’re serious about a permanent and sustained result, you must go to the specialist who asks the hard questions and has the knowledge, skill and experience to identify the real root cause then design a strategy for sustained results.

In reality, you may not be ‘ready’ to work on your safety, mental health or leadership. Also, we may not be your ideal partners. We have a strong commitment to deliver sustained results, which thrive beyond the initial engagement. Critical to success is organisational ‘readiness’ and ensuring our match as partners. Prior to any engagement we conduct a readiness evaluation.

There are two parts to this process:

Part 1 – A phone interview with the person making the initial inquiry.

Part 2 – A ‘Readiness Evaluation’ which includes one-on-one with the CEO, COO, Executive Team and a cross section of leaders to assess readiness by applying our readiness evaluation assessment tool. At the end, we’ll provide you with a measure of your readiness to engage in this journey. It will also provide us with an opportunity to check in on the ‘I like you factor’, which we believe is also important to success.

There are two ways:

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’. The campaign should be built on neuroscience and the art of influence.

The essence of the article is that as human beings, we are all motivated by emotion. We all require Significant, Emotional Experiences (SEEs) to initiate change and sustain it. The majority of the time it takes a negative experience (real or perceived) to initiate the change and positive experiences to sustain it. Your job is to establish urgency for change by providing them with ‘multi-sensory’ perceived negative, significant, emotional experiences.

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.

Yes. Consider the readiness evaluation like a speed date. By the end of it, we’ll evaluate your readiness and we’ll both know if we want to date again. If we can help, we’ll let you know and if we can’t, we may recommend you undertake some foundation activities prior to engaging us. Alternatively, we may recommend another company we believe may be a better fit for you. We don’t want to waste your time or ours. If you’re after a tick and flick, commoditised solution, we are not the right partners for you.

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 Group Supply Chain Business Manager

“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