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Short Workshop | Max. 18 Participants
2.5 hours
Workshop Outcomes
- Understand trauma-informed principles and their application in communication
- Recognise mental health and behavioural indicators that may impact performance
- Apply the 3-Phase Conversation Model to structure difficult discussions effectively
- Balance empathy and accountability while maintaining legal and procedural fairness
- Manage disclosures, distress, and conflict using trauma-informed techniques
- Integrate psychological safety and early intervention practices into leadership routines
- Develop a personal action plan to build confidence and consistency in future conversations
Topics Covered
- Understanding Trauma & Communication
- Trauma-Informed Practice Foundations
- Mental Health, Complexity & Conversations that Matter
- Legal Frameworks (WHS, Fair Work, Anti-Discrimination, Respect@Work)
- Effective Communication Skills: The 3-Phase Model
- Creating a Supportive & Psychologically Safe Culture
Location
- Willing to work remote
- Willing to work interstate
How can this workshop be delivered?
- Face to Face
- Virtual
Overview
This practical and reflective workshop equips leaders, managers, and HR professionals to manage complex and emotionally charged workplace conversations with clarity, care, and confidence. Grounded in trauma-informed practice and aligned with Queensland WHS, Anti-Discrimination, and Respect@Work obligations, the session explores how to navigate discussions involving performance, mental health, grief, neurodivergence, and interpersonal conflict. Participants learn the 3-Phase Conversation Model (Prepare, Discuss, Follow-Up) and develop skills in regulation, empathy, and legal compliance. Through case studies and guided role-play, attendees practice real-world strategies that balance accountability with compassion and help foster psychologically safe, high-functioning teams.
Workshop Outcomes
- Understand trauma-informed principles and their application in communication
- Recognise mental health and behavioural indicators that may impact performance
- Apply the 3-Phase Conversation Model to structure difficult discussions effectively
- Balance empathy and accountability while maintaining legal and procedural fairness
- Manage disclosures, distress, and conflict using trauma-informed techniques
- Integrate psychological safety and early intervention practices into leadership routines
- Develop a personal action plan to build confidence and consistency in future conversations
Topics Covered
- Understanding Trauma & Communication
- Trauma-Informed Practice Foundations
- Mental Health, Complexity & Conversations that Matter
- Legal Frameworks (WHS, Fair Work, Anti-Discrimination, Respect@Work)
- Effective Communication Skills: The 3-Phase Model
- Creating a Supportive & Psychologically Safe Culture
Who is this workshop for
HR and People & Culture professionals
Supervisors and frontline leaders
Health, Safety & Wellbeing advisors
Managers handling performance, conduct, or welfare discussions
Handouts/materials provided
Participant workbook with reflection tools and templates
Conversation planner and 3-Phase Model handout
Case study scenario: Jaspreet (performance, grief, ADHD)
AHRC Resource: Workers with Mental Illness – A Practical Guide for Managers
Action planning worksheet and resource links (QHRC, Respect@Work, EAP)
What to bring
A recent example of a challenging workplace conversation (for reflection activities)
Notebook or digital device for notes and planning
Openness to practice, self-reflect, and engage in small group discussions
Facilitator
About the facilitator
Sandy McCristal is a social worker, trainer, and investigator with more than two decades of
experience across government, higher education, health, and community sectors. She leads
national workforce development initiatives focused on psychosocial safety, trauma-informed
leadership, and workplace culture transformation.
Sandy specialises in supporting organisations to interpret and apply psychosocial obligations
under state and federal Work Health and Safety legislation, the Respect@Work reforms, and
associated Codes of Practice. Her work helps leaders and HR teams identify, assess, and
control psychosocial risks; design safer systems of work; and foster cultures grounded in
respect, accountability, and psychological safety. She is widely regarded for her ability to
bridge the gap between legislative compliance and practical leadership capability, helping
organisations shift from reactive wellbeing programs to proactive, risk-aware practice.
Drawing on evidence-based frameworks from Blue Knot Foundation, Phoenix Australia, and
SAMHSA, Sandy integrates trauma-informed principles into leadership, investigations, and
performance management. Her programs promote trust, transparency, collaboration, and
empowerment across all levels of the organisation.
Her professional background spans universities, hospitals, public sector agencies, and large
community organisations. She has designed and facilitated flagship programs in
psychosocial risk management, trauma-informed investigations, and respectful workplace
communication, all aligned with contemporary legislative and regulatory standards.
Sandy’s approach combines behavioural insight, systems thinking, and practical application
to create environments where people feel safe, supported, and able to perform at their best.
Key Expertise
- Psychosocial Risk Management
- Trauma-Informed Practice and Leadership
- Workplace Investigations
- Organisational Development and Culture Transformation
- Leadership and Workforce Capability Building
- Critical Incident and Psychological First Aid Response
- Education and Training Design
- Policy and Framework Development
- Counselling and Supervision
- Stakeholder Engagement and Change Facilitation
Industry Focus
- Higher Education and Research
- Healthcare and Hospital Services
- Government and Public Sector
- Community and Human Services
- Justice and Corrective Services
- Corporate and Organisational Development
- Private and Independent Enterprises
Based in:
About the facilitator
Sandy McCristal is a social worker, trainer, and investigator with more than two decades of
experience across government, higher education, health, and community sectors. She leads
national workforce development initiatives focused on psychosocial safety, trauma-informed
leadership, and workplace culture transformation.
Sandy specialises in supporting organisations to interpret and apply psychosocial obligations
under state and federal Work Health and Safety legislation, the Respect@Work reforms, and
associated Codes of Practice. Her work helps leaders and HR teams identify, assess, and
control psychosocial risks; design safer systems of work; and foster cultures grounded in
respect, accountability, and psychological safety. She is widely regarded for her ability to
bridge the gap between legislative compliance and practical leadership capability, helping
organisations shift from reactive wellbeing programs to proactive, risk-aware practice.
Drawing on evidence-based frameworks from Blue Knot Foundation, Phoenix Australia, and
SAMHSA, Sandy integrates trauma-informed principles into leadership, investigations, and
performance management. Her programs promote trust, transparency, collaboration, and
empowerment across all levels of the organisation.
Her professional background spans universities, hospitals, public sector agencies, and large
community organisations. She has designed and facilitated flagship programs in
psychosocial risk management, trauma-informed investigations, and respectful workplace
communication, all aligned with contemporary legislative and regulatory standards.
Sandy’s approach combines behavioural insight, systems thinking, and practical application
to create environments where people feel safe, supported, and able to perform at their best.
Key Expertise
- Psychosocial Risk Management
- Trauma-Informed Practice and Leadership
- Workplace Investigations
- Organisational Development and Culture Transformation
- Leadership and Workforce Capability Building
- Critical Incident and Psychological First Aid Response
- Education and Training Design
- Policy and Framework Development
- Counselling and Supervision
- Stakeholder Engagement and Change Facilitation
Industry Focus
- Higher Education and Research
- Healthcare and Hospital Services
- Government and Public Sector
- Community and Human Services
- Justice and Corrective Services
- Corporate and Organisational Development
- Private and Independent Enterprises
Based in:
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