Jonah Group
+61(2)83241421
contact@jonahgroup.com.au
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Our Approach

Our Approach

Your journey starts here. We work with you to unpack your DNA, develop a strategy that’s right for you and deliver real results that stick in Safety, Mental Health and People & Performance.

How We Work with You

Our approach is designed to ensure success is sustained long after we’ve left the scene. If it’s not sustained, it’s not successful. Achieving sustainable results requires an ability to know exactly where to tap by asking penetrating questions, unpacking blind spots and developing powerful strategies. It requires transparency and real partnership.

Workplace Health and Safety

Step 1. Assess

Whether it is safety, mental health or leadership, understanding your current state is key. This starts with measuring the current performance, identifying strengths and weaknesses, hot spots and cold spots. Hot spots provide the greatest leverage for improvement. Cold spots provide insight into opportunities for resource re-allocation or shared learning.

Step 2. Plan & Design

Customising a solution that is a match for your business needs takes careful planning and design. We take a big picture approach and consider governance, past initiatives, current skills, internal capability, agreed measures for success, communication, and a workplace engagement campaign.

Step 3. Implement

Once we’ve identified your hot spots, we work with you to develop base-line solutions to deliver accelerated improvement results and sustained success. This may involve strategic advice, development of leaders and employees, coaching, providing tools and online support and embedding learnings into day-to-day activities.

Step 4. Sustain & Thrive

We believe that real success is determined by your ability to sustain initial success achieved, and your ability to independently generate continuous and never-ending improvement. We work with you to develop your internal capability to influence your culture in a way that is alive, dynamic and improving.

A New Paradigm

We aim to shift thinking, re-define what’s possible and empower people to move towards a ‘Growth Mindset’. This mindset is underpinned by a fundamental belief that a growth mindset is fundamental to success. Safety, mental health and leadership typically receive increased attention only when there is a problem or ‘something needs to be fixed’. This creates a survival mindset within the business. Key to transformation is mobilising the head, heart, and gut. This requires a new way of thinking, one that values growth as the driver rather than survival.

Paradigm

2° Shift Concept

We believe transformational change is the result of a series of individual 2° shifts that people make throughout the organisation. These may be shifts in strategy, direction, priorities, beliefs, attitudes or behaviour. What is important is that these shifts are genuinely owned at an individual level. When coaching individuals and teams, we actively seek to help people define meaningful and challenging 2° shifts. As a result, new neural connections are created which drive empowering beliefs and breakthrough behaviours.

2° Shift Concept

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Whilst a 2° shift may not seem much, it has a significant impact when sustained over time. Whether it be aviation, climate change, or even wine making, a change by two degrees creates a completely different outcome. We know that for human beings, small changes are more likely to stick as opposed to larger changes that are often too difficult to get off the ground or are hard to sustain.

Our 2° shift methodology requires each individual, regardless of role, to define a challenge in a specific area to cause a result in. This will generally focus on changing a belief, attitude or a behaviour and may relate to improving communication, mindset, being more resilient and effective, demonstrating care or building stronger relationships in order to increase their influence with others and contribute to improving the culture. Importantly, the defined challenge aims to deliver maximum leverage with relatively small efforts and needs to meet a set of predefined criteria. Participants can be coached through the process to confront barriers and cause real personal breakthroughs.

Imagine what your organisation could look like if everyone applied a 2° shift that focused on transforming safety, mental health or leadership.

Frequently Asked Questions

We have a need but I'm not sure where to start?

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.

I’m interested in your services, where do we start?

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.

As an OHS Professional, I am confident that we need to work on our safety / mental health / leadership, but how do I convince my CEO to get behind this?

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.

We really do know what we want and would like to engage Jonah Group, do we need to conduct the ‘readiness evaluation’?

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.

Should we get our systems in order before we work on our culture and leadership capability?

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.

We’ve worked with other companies and achieved mediocre results, what’s different about Jonah Group?

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

Got a question we haven’t answered?    Ask us

Our Office

Byron Bay

2/61 Centennial Circuit Byron Bay, NSW 2481

+61 (2) 8324 1421

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