Work Well, Lead Well - a two-day training workshop
Building vicarious resilience and cultures of workplace safety
Work Well, Lead Well is a practical two-day program that reduces psychosocial risk from exposure to distressing content and builds sustainable, identity and gender-safe cultures.
The focus of this workshop is to cultivate trauma-informed and inclusive leadership across teams by strengthening psychological and cultural safety, promoting vicarious resilience, and embedding values-driven practice in our work.
Why it matters
People working within the communities and justice sector face predictable psychosocial hazards: graphic affidavits and briefings; neglect/abuse narratives; CCTV/body-cam review; self-harm/suicide content; use-of-force and critical-incident reviews; media spikes; and value conflicts (e.g., risk vs. rights). These loads can drive vicarious trauma (VT), secondary traumatic stress, burnout, and moral injury (MI)—especially where identity-related, racism or gendered harms impact experience.
Who this training is for:
- Women’s Safety / DFV / Sexual Violence/ Social inclusion: policy, strategy, comms, engagement, coordination.
- Child Protection, Family Preservation and TEI: intake/assessment, casework, restoration, OOHC/kinship, family preservation, family support worker and supervisors.
- Youth Justice: custodial & community teams, case managers, education/health, programs staff, incident reviewers.
- Corrective Services (Custodial & Community): custodial officers, classification/intelligence, program and policy workers, community corrections (parole & probation), critical-incident reviewers.
- Other agencies or teams with high exposure to traumatic content
Alignment to the NSW Leadership Framework
Work Well, Lead well maps to the NSW Leadership Framework—People, Culture, Systems, Results, Public Value—by building inclusive teams, embedding cultures of safety, installing simple routines, and turning strategy into measurable, ethical practice.
Work Well, Lead Well has an outcomes-focused alignment to the PMES drivers:
- Purpose & direction: Builds a shared language and clear intent so people understand why the work matters, how it connects to the objectives of the program and organisation, and what success looks like.
- Work environment: Strengthens a culture of safety, respect and inclusion with predictable ways of working that reduce psychosocial risk and align with WHS policy and legislation.
- Enabling practices: Establishes simple, consistent routines and feedback loops so teams can learn, improve and coordinate across functions effectively.
- Leadership: Emphasises influence and transparency—leaders model trust, invite engagement and participation in decisions, and contribute to a culture of development and accountability.
What this means for your staff, team, or unit is higher engagement and well-being, clearer priorities, steadier performance, and more confident, ethical decision-making.