The Neuro-Inclusive Performance System
Aligned with ISO 45003 and the HSW Act. · For organisations of 50+.
A six-month programme that helps your organisation reduce psychosocial risk and improve performance - by changing how work actually happens, not by adding another workshop to the calendar.
Workshops
don’t change how people work.
Most organisations have already tried the standard playbook - training sessions, wellbeing platforms, one-off workshops, an engagement survey on a quarterly cadence.
And the data still won’t tell you what’s actually happening underneath.
Real change happens in meetings. In communication. In workload design. In how managers respond when someone goes quiet. We work at that level - inside the system of work, not alongside it.
How it runs - Four Stages
An eight-week programme.
Mostly online.
One full day in the room together.
Where the language settles, the signals get named, and the case for the work starts to build itself.
1. Assess · weeks 1 - 2
Psychosocial risk assessment. Team insights across thinking styles. A signals map built from the data your organisation already has - fines, turnover, engagement, sick leave, near-misses. The first real picture of what’s happening below the waterline. Delivered as a clear report with priority areas named.
2. Activate · month 1
Short, practical learning across the organisation. Team reflection prompts. Manager guidance. The whole organisation starts speaking the same language. No big workshop required.
3. Implement · months 2 - 6
Each month focuses on one theme - overload and burnout, communication, work design, leadership. Practical playbooks. Team exercises. Manager tools. The system shifts how work happens, week by week.
4. Sustain · ongoing
Continued Brain Gym access. Progress tracking. Optional ongoing support. The language and the practice stay live in the organisation, after we step back.
What's included
Psychosocial Risk Assessment
Organisation report with priority areas
Full Brain Gym access for the term of the programme
Monthly structured programme - themed implementation
Practical playbooks (meetings, overload, communication, work design)
Manager guidance tools and team exercises
Progress tracking and check-ins
Templates field-tested - H&S risk register, policy frame, return-to-work-by-quadrant model
Most organisations look at the employee.
The system is what’s producing the signals.
Same engagement scores.
Same burnout.
Same turnover.
The question changes.
The employee frame · WHERE WE LOOK
Resilience training
EAP referrals
“Have better conversations” workshops
Wellbeing webinars
Performance management
Engagement survey actions
Treats the symptom. Asks the person to absorb the harm more gracefully.
The system frame · WHERE THE SYSTEM IS
Workload design
Role clarity
Leadership behaviours
Change management
Communication patterns
Fairness and recognition
These are psychosocial hazards. Same identify-assess-control as physical risk.
Until people have the language - and the psychological safety - to make it stop.
What changes
Realistic outcomes. Not perfect engagement.
Teams feel less overwhelmed.
Communication becomes clearer and more effective across thinking styles.
Managers feel more confident supporting their people.
Fewer breakdowns between teams.
Work becomes more sustainable and more productive.
You can answer the questions ISO 45003 and the HSW Act are now asking - with evidence.
Not because everyone completes a programme - but because the way work gets done, changes.
What this is NOT
Not a wellbeing platform.
Not a series of workshops.
Not a one-off training day.
Not a passive learning library.
We are a system that runs inside your organisation, over time.
"When people have the language, they can understand each other faster, creating safety to act before the issue becomes a crisis"
Christina Johnson, Clutha District Council
Who this is for.
Typical engagements run $25,000 to $50,000 + GST, depending on scope, headcount and the depth of the assessment.
If a leader from your organisation has been through our Psychosocial Risk Leadership Programme within the last twelve months, their fee comes off the engagement.
We’re happy to walk through scope and shape options on a 30-minute call before you commit to anything.
Across NZ and Australia, psychosocial harm is now a system-design duty.
Same Act.
Same hierarchy of control as physical risk.
2021 · ISO 45003
First global standard for psychological health and safety at work. Sits inside ISO 45001.
April 2025 · WorkSafe NZ Good Practice Guide
Managing Psychosocial Risks at Work. Frames them as design, relationships, environment hazards under HSWA 2015.
Aug–Dec 2025 · Australia national rollout
NSW Reg 2025. Vic Psychological Health Reg 2025. Every state now requires identify-assess-control for psychosocial risk.
"$4.70 returned for every $1 spent on early intervention."
The Benefits of an Innovative Early-Intervention Mental Health Model - COST BENEFIT ANALYSIS REPORT (2022)
Four moves that gave workers the language and the psychological safety to make the signals stop.
01 · Workers-only sessions. No managers in the room.
In a blame culture, individual fear distorts the signal. Remove the blame dynamic - the system pattern becomes visible.
02 · The nQ card-sort. 21 hazards. 3 groups. 60 seconds.
Forces speed-of-instinct. Surfaces what people experience but can’t always articulate. The signal stops belonging to one person.
03 · The formal register. Every hazard documented and named.
Unrecorded hazards stay an individual’s problem. Recorded hazards become the organisation’s. Ownership shifts from worker to system.
04 · The leadership frame. System failures, not people to blame.
Each step above only works because leadership made this commitment first. Without it, the same hazards reappear - just better hidden.
Each move does one job:
It shifts the question from “what’s wrong with the worker” to “what’s the system producing.”
What shifts
Four priorities. Same organisation. Thirty months apart.
Psychosocial
Before: Stress went unnamed. Burnout hit without warning.
After: Staff have shared language to make it stop. Overload becomes discussable.
Communication
Before: Concerns got lost. Managers heard too late.
After: Shared language raises signals earlier. Faster response.
Neuro-diverse
Before: Silence, rigidity, people-pleasing - all misread.
After: Interpreted through brain wiring differences. Support becomes targeted.
Leadership
Before: Push-push-push. One-size-fits-all management.
After: Embedded in HSW policy, charter, register, RTW planning.
“This is life-changing — something that can change how workplaces work.”
Christina Johnston, CDC
Use our quick calculator to find out the cost of psychosocial health to your organisation right now.
