We use cookies to help you navigate efficiently and perform certain functions. You will find detailed information about all cookies under each consent category below.
The cookies that are categorized as "Necessary" are stored on your browser as they are essential for enabling the basic functionalities of the site. ...
Necessary cookies are required to enable the basic features of this site, such as providing secure log-in or adjusting your consent preferences. These cookies do not store any personally identifiable data.
Functional cookies help perform certain functionalities like sharing the content of the website on social media platforms, collecting feedback, and other third-party features.
Analytical cookies are used to understand how visitors interact with the website. These cookies help provide information on metrics such as the number of visitors, bounce rate, traffic source, etc.
Performance cookies are used to understand and analyze the key performance indexes of the website which helps in delivering a better user experience for the visitors.
Advertisement cookies are used to provide visitors with customized advertisements based on the pages you visited previously and to analyze the effectiveness of the ad campaigns.
Other cookies are those that are being identified and have not been classified into any category as yet.
Western NSW (WNSW) Local Health District (LHD) has faced significant challenges with employee engagement and workplace well-being over the last two years. WNSW LHD recently developed their “More Good Days at Work” people strategy which was based on previous work by Q5 and the recent PMES results.
A priority in the people strategy was to develop their leaders and equip them to positively shape employee wellbeing and engagement – in order to increase the performance of the LHD and deliver exceptional health care.
Q5 was invited to co-design and deliver a leadership program first to the LHD Executive Group and then to their top 60 leaders, that would enable them to be better equipped to support each other and their staff in relation to wellbeing and resilience.
Working closely with the Director for People & Culture, we designed and delivered a program that consisted of:
“I have heard nothing but positive feedback from the team about the sessions. A number of them have reached out to me specifically to comment on how much they’ve reflected so far and how useful they found both the psychometric tool/ debrief and the workshop conversations”
