What We Do

While our core service is organisational development we have developed extensive experience and material to address safety performance improvement, organisational change, culture integration, leadership and management development.

Each of our interventions is tailored around the specific needs of our clients and their business context. We provide tailored solutions with measurable outcomes.

Our success is due to our partnering approach and ongoing commitment to clients. We do NOT engage in ‘hit and run’; we are there for the long term.

Our major programs and interventions include:

HSE Leadership Development

Leaders must drive change processes to improve HSE; to do this effectively they require a range of knowledge and skills ranging from planning to change management, with the ability to engage people with passion and drive to win their hearts, minds and hands.

We are recognised globally for our safety leadership programs. We use development and assessment centre approaches that provide feedback to help leaders better understand what safety leadership means, and their strengths and potential areas of development necessary to excel as safety leaders. Coaching may be part of our interventions.

You will know if you need to consider HSE Leadership Development if you observe, or ‘feel’ the following:

• There is an imperative for leaders to work together to establish the desired culture
• Leaders lack the passion or drive to achieve the (HSE) vision and values
• Leaders seem anxious about their ability to deliver agreed goals
• Leaders seem to observe poor performance, but not address the issues in an open and effective manner
• Sustainable (HSE) performance seems to be beyond the reach

Supervisors Safety Training Program and Workforce Engagement

Our client companies have attribute much of their improved safety performance to the way we have helped develop their supervisors understand the value of their safety management systems, and, develop their skills to get their work teams to use these systems 100% of the time, 100% correctly.

Supervisors ability to engage the workforce and develop a team approach is critical to long term and sustainable success in operational and HSE performance.

On the job coaching may be part of our interventions.

You will know if you need to develop your supervisors and/or engage the workforce if you observe, or ‘feel’ the following:

• Supervisors want to do the ‘right’ thing, but struggle to engage the workforce consistent and sustainably
• There always seems to be a residual number of people not living your vision, values or systems.
• There are strong differences in national cultures and manifested in obvious and not so obvious conflicts.

Leading and Developing High Performance Work Teams

Achieving an incident free workplace requires the collaboration of groups within and between organisations e.g. staff, contractors, regulators etc. EDN works to develop a partnership with people so that they develop the relationships required to create a team approach to address the shared concern of HSE.

You will know if you need to develop your teams if you observe, or ‘feel’ the following:

• There is confusion about the Vision, Core Values and performance expectations and team roles.
• There is cross team conflicts around performance, communication and / or support expected and given.

Plan

• Strategic Planning
  • Facilitation of strategic planning events in response to organisational change (merger, acquisition, restructure) and development of strategic plans;
• Alignment Workshop
  • Facilitation of workshops at the start, midpoint and conclusion of projects and assignments to align the culture and strategy to the vision;
• Leadership Summit
  • Facilitation of workshops to kick-off significant organisational change events or programs;

Engage

• Assessment Centre
  • Development and implementation of assessment-based activities designed to assess and select potential leaders and prospective candidates to the business.
• Recruitment Services
  • Provision of recruitment-related services including psychometric assessment, interviews, recruitment skills training
• Internal & External Survey
  • Development and administration of internal (culture, climate) and external (customer, brand) surveys to obtain feedback to inform continuous improvement.
• Team Building
  • Development and facilitation of workshops designed to engage, unite and align teams toward a group vision and direction

Develop

• Leadership Development
  • Development and implementation of programs to develop leadership capability to drive performance in safety, quality, health and operations.
• Performance Measurement
  • Measurement and reporting of on-the-job behavioural performance against key performance indicators and role responsibilities.
• Development Centres
  • Development and implementation of assessment-based activities designed to develop current and potential leaders in the business.
• Performance Coaching
  • Provision of one-to-one and group-based coaching designed to direct, coach, guide and mentor people to maximise performance.
• Research
  • Provision of research as required to inform continuous improvement, benefit from existing partnership with the research arm of Adelaide University (ARI).
• Systems Design & Training
  • Facilitation of training on internal systems to provide people the knowledge, skills and confidence to use systems as required.

Retain

• Career Management
  • Provision of career management support including coaching and mentoring to further develop career.
• Outplacement Support
  • Provision of outplacement support following organisational change events (restructures) including interview skills training, resume design, negotiation skills.
• Exit Interviews
  • Facilitation of interviews with employees moving on from the business to capture feedback to inform planning, engagement, development and retention strategies.