Paul offers four critical topics for sustainable productivity:


Culture_First_logo_new“You cannot build a safety culture as a subset of organizational culture. There must be shared purpose. When people do the right things because they share the same values and own outcomes together, you will achieve a safe, respectful and healthy organization. Culture comes first.”

People must engage, enable and energize each other to re-define the values of a workplace culture they want to live in. Paul works with organizations to reshape or sustain their cultures with questions like these:

Why are we working here?
What do we stand for?
What is our shared purpose?
What do we expect of others and ourselves?
How can we re-shape our workplace cultures to understand and support these new standards?
How can we begin at an early stage to focus on solutions that help reduce psychological and physical risk embedded in our work environment?

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Respect in the Workplace is the core value that drives safe and positive workplace cultures to new standards. Managers, supervisors and peers need to understand and recognize these imbalances in order to reduce the risks. Following this session, audience members will leave with:

  • Knowledge of the underlying causes and effects of power imbalances
  • Insights about how such power imbalances impact orientations of new and young workers
  • Techniques that managers and safety professionals can apply to reduce risks and address power differences
  • Crucial understanding about the importance of educating ALL bystanders to help eliminate bullying, harassment and discrimination

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WorkplaceSafety_logo_smWhile people all over the country take this issue so seriously, and while so many of us having been hard at work on making workplaces healthier and safer, we must face up to the realities: we have further to go than most Canadians realize. The number of predictable and preventable deaths is on the rise. Each year in Canada approximately one million people are injured and thousands more become sick or diseased by their work.

We need to work smarter to get at the underlying causes behind these statistics and we must never forget, these numbers are actually people.  Each “statistic” is a face, the face of a human being that someone else loves. Through this session audience members:

  • Understand and find the courage to care
  • Recognize they can make a difference in the lives of their co-workers
  • Learn what young people need to know to be safe and what we need to do to keep them that way
  • Realize that when we see something, we must say something
  • Move from being by-standers to informed up-standers
  • Recognize their own strengths as influencers and empower those around them
  • Apply a formula for lessons learned

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PsychologicalHealthSafety_logo_smPsychological Health and Safety is a keynote or workshop designed to help those whose mission it is to lead or play a role in creating a more positive and productive workplace environment. The 13 recommended factors championed by the Mental Health Commission of Canada as a National Standard for psychological health and safety at work build upon existing occupational health and safety regimes that govern workplace practices.

Participants will better understand/learn:

  • the financial, operational, psychological and physical health benefits of a highly engaged workforce
  • the business case for sustainable engagement
  • what key factors are directly responsible for the emergence and sustainability of a highly engaged workplace culture
  • what needs to be done to put those factors to work toward a more psychologically healthy and safe work environment
  • why respect and civility matter, both personally and to your organization
  • the critical need for internal dialogue around the meaning of respect accompanied by a crystal clear definition of inappropriate behavior including bullying
  • what you and your organization can do to elevate respect and civility as a norm throughout your workforce
  • the role and type of leadership required in a highly engaged and supportive workplace environment
  • what works and what doesn’t work to create a more highly engaged, respectful and civil workplace
  • where and how to begin the very first steps toward a more positive culture
  • the seven core principles of a sustainable change and engagement strategy
  • the place to start and the specific first steps to take toward a more positive culture
  • other helpful resources and how to guides to assist in the implementation of psychologically healthy and safe workplace standards

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