Emotive Work

Rhodes, Sydney. 25-26 June.

Two days to help you take a more proactive and preventative approach to mental health.

I’m running a Resilience First Aid certification open to the public, and I want you there. This is my first time in the Inner West of Sydney and I’m calling out to my network to help me spread the word.

Leaders, WHS professionals, or people who are tired of just surviving and want real tools to thrive in the modern age. This one’s for you.

Link in bio for details.

Last week I had a conversation with Cookie from .tv about why some workplace cultures break under pressure.

We didn’t spend much time on the stats, despite the fact that Gallup just reported global employee engagement has dropped to 21%, its lowest level since the pandemic, costing the world economy $438 billion in lost productivity. Instead we went deeper into what culture actually is, what it takes to build one intentionally and why resilience is the tool that unlocks a performance culture that holds when things get hard.

Because when people have the skills to manage themselves and support each other, everything shifts. In fact, research from shows resilience training delivers an average 14.5% improvement in resilience scores alongside measurable gains in engagement and job satisfaction. Which is why we should focus on building capability, rather than finding quick fixes.

If you want to check out the full conversation, the link is in the comments below.

PersonalGrowth

When it comes to building a resilient culture, it comes down to two key things: skills and intention.

Many believe that resilience is something you only find in hard times. And that culture is something you can simply opt in or out of. Neither is true. A truly resilient culture is built on purpose, proactively and with the right foundations in place.

Most leaders spend time managing behaviours without asking why they showed up in the first place. But behaviours are the result of something deeper. This is where the Emotive Work method comes in.

So if you want to create change that actually sticks and change that brings out the best in your people, it doesn’t start with what you see. It starts within.

Have you ever noticed someone struggling and wanted to reach out, but held back because you weren’t sure what you would do if what they shared was bigger than you could handle?

You’re not alone. Most people feel exactly that way.

It doesn’t just happen in moments of crisis either. It’s the person who arrives to work not quite looking themselves. The conversation in the break room, filled with laughter, that includes a comment that quietly unsettles you. The colleague on a call who shares something that concerns you and you aren’t sure where to take it.

These moments are everywhere. And it isn’t that you don’t care or aren’t aware. It’s that most of us were never given the skills to know what to do next.

Most workplace cultures are built on individual merit. Your performance. Your results. Your capability. And there is nothing wrong with that, until pressure arrives and everyone retreats to their own corner, their own mechanism, their own needs.

In a culture of resilience, we understand something different. That we are only as strong as those around us. That shared language, connection and the ability to move through hard moments together matters as much as individual capability.

Resilient teams aren’t built on talent alone. They are built on trust, regulation and a willingness to show up for each other when things get hard.