Leadership & Culture

Your organizational culture and the commitment of your leadership to your employees form the foundation for employee well-being, an engaged energetic workforce, effective safety programs, and the overall success of your organization
what are your concerns?
  • Do managers and supervisors lack basic leadership qualities or skills that you would like modeled?
  • Are you interested in creating a culture for a great place to work? Have you ever considered that safety, wellness, and leadership development are the pillars for such a place?
how can we help?

Think about it. Effective safety and health initiatives do not occur in a vacuum. They need the leadership and culture that supports engagement innovation and creativity.

Dimensions will work with you to establish such a culture, and in the process, not only enhance safety and health, but also lead to a flourishing, thriving, and prosperous workforce and organization.

how we do it
culture assessment
The culture of the organization and climate of the work environment form the foundation for productivity, engagement, safety, and well-being. An assessment identifies gaps related to trust, support, respect, civility, and values as well as determining how safe staff feel – physically, psychologically, and emotionally. A culture assessment helps to identify and close gaps to ensure that employees know you have their best interests at heart. The culture assessment may include a survey, employee and management interviews, and often focus groups to uncover any issues.
leadership initiatives
Personal leadership characteristics are the underpinning for the Integrative Leadership Model, which influence both private and public leadership styles. There are many models of leadership styles; however, the key element for effective leadership – regardless of style – is practicing techniques based on guidelines that support leading with compassion and wisdom. Personal leadership skills are developed through mindfulness, self-awareness and identifying cognitive biases. Private and public leadership skills emerge from this groundwork. The results are transformational, fostering not only great leaders, but increasing engagement, retention, collaboration, and well-being.

All series are designed to meet the organization and leader needs. A 2-hour introductory seminar is also offered and will provide the basis for creating the Integrative Leadership Model. All sessions are offered in person or via webinar.

  • Leadership 101
  • Enhancing Emotional Intelligence for Leading in 21st Century Organizations
  • Developing Leadership Skills for the Occupational Health & Safety Professional
Are you struggling with disengaged, unhappy, and unsatisfied employees? It’s a common theme since 2/3 of the U.S. workforce is dissatisfied, disengaged and therefore unproductive. Don’t be part of the 67 percent! Engaged employees make the difference between an organization that prospers and one that continuously struggles. They are energetic and innovative, and their passion sparks growth.

Companies with highly engaged workforces realize:

  • SAFETY: 48% fewer incidents
  • QUALITY: 41% fewer defects
  • RETENTION: 25-65% less turnover
  • PRODUCTIVITY: 37% less absenteeism
  • PROFITABILITY: 147% earnings per share performance in relation to their peers
    (Source: Gallup research)

Here’s the thing, engagement doesn’t result from occasional team building exercises, company picnics, or forming an engagement committee. Instead, it builds from everyday work activities and the social work environment. It’s the culture and climate that matter. Engagement results from leadership qualities and employees knowing that they are valued and respected, that their contributions matter, and that they have a voice.

organizational well-being
Means being a great place to work. It is one that is psychologically, emotionally, socially, and physically healthy and safe; where employee health and well-being are enhanced by working there; and where organizational performance and productivity are stellar. In other words, a great place for the employees and the organization. This requires not only a fiduciary responsibility and sound business strategy, but also an environment where all stakeholders matter and are valued.

The Three Essential Pillars for Organizational Well-Being and creating a great place to work are:

  • Create a safe environment
  • Focus on well-being
  • Develop leadership character.

Here’s the thing, employee well-being and organizational well-being are inextricably connected. The bottom line is that people and context matter.

wellness and safety as business strategies
Cutting edge wellness and safety programs provide more than healthcare cost savings and compliance. In fact, programs focused only on these reasons greatly limit what worksite wellness and safety can do for individual and organizational well-being, as well as for organizational growth and profit margins. More and more companies are recognizing safety and wellness as sound business strategies. This is especially true for businesses striving to not only attract and retain top talent, but also those wanting to cultivate an environment that fosters engagement, innovation, and camaraderie. And here’s the best, what companies need to succeed in this dynamic business environment is intricately tied to what employees need for well-being.

Fostering employee engagement, improving morale, and providing purpose & meaning, impact both individual and organizational well-being. In order to create thriving organizations and individuals, components that address these key issues must be a goal of the next generation of worksite wellness and safety programs. Un-engaged and unsatisfied employees utilize more health care dollars, are absent more often, injured more frequently, suffer more lost workdays to recover from injuries or illnesses, and are generally less productive.

Isn’t it time to make safety and wellness the foundational pillars to achieve your business strategies?

ISO 45001
ISO 45001 – ISO’s first standard for occupational health and safety management systems provides the requirements for implementing a management system and framework that reduces the risk of harm and ill health to employees. PLUS, the process of achieving the ISO criteria includes the context of your organization – the climate of the work environment – resulting in the culture of individual and organizational well-being. Implementation will increase engagement and foster positive relationships between employees & managers, collaboration, and team work; all of which will ripple in all aspects of your business.

ISO 45001 follows in the footsteps of ISO’s other management systems approaches, such as ISO 14001 (environment) and ISO 9001 (quality). It also takes into account other International Standards in this area including OHSAS 18001. There are many reasons to consider ISO 45001 certification.

Achieving certification is a process that will create a culture of safety, involve all workers, and establish an effective health and safety management system:

  • A Focus on Leading Indicators Rather than Lagging Indicators
  • Collaboration and Engagement Between All business Functions
  • Every Worker – Which Includes All Management – Has Responsibility
  • The Context of the Organization is a Key Component and Must Be Considered
  • Safety is elevated to the C-Suite

Contact us for information on the benefits of certification and our implementation process

voluntary protection program (VPP)
Interested in achieving OSHA’s Voluntary Protection Program (VPP)? Just ensuring that your safety program meets the criteria is beneficial. We are happy to discuss the benefits and whether VPP is right for you. We can help get your company ready, submit the OSHA application and prepare for subsequent re-evaluations. Why participate? Companies that work to achieve VPP have fewer injuries, 52% less days away from work or restricted work; reduced workers’ compensation, improved employee morale, improved public image, and a better relationship with OSHA.

case studies

additional resources

Don’t Be Fooled By “Well-Washing”

Many organizations are expanding wellness program offerings that move beyond the physical dimension of health (biometric screenings, BMI, health risks), such as building resiliency, managing stress, and practicing meditation. While admirable and potentially...

Communicate (AND Cultivate) Trust and Confidence in Abilities

Often safety and HR policies have a paternalistic and punitive tone, outlining what employees shouldn’t do. Instead, write policies in a way that lets employees know you have confidence in their decisions, respect their good intentions, and trust in their ability to...

Workers’ Memorial Day

April 28 was designated as Workers’ Memorial Day, a time to remember and honor the men and women who have lost their lives on the job. OSHA first began operating on this very day – April 28 – in 1971. Workplaces are certainly safer in the nearly 50 years since....

Social Impact 360

On April 21st, 2018, Social Impact 360 (SI360), the only youth-led movement in the business sector dedicated to solving social issues, today announced it is creating the 1st Service Corps for Business for Good. Social Impact 360 (SI360) is the first and largest...

The Happiness Factor and Why It Matters

According to one finding within a recent global wellness report (2018 Global Wellness Trends), happiness in the USA is plummeting. Of interest is that this has more to do with a lack of social connections and sense of community than with physical health or money. We...


How to Foster Employee Engagement and Create Great Places to Work

It’s easier than you think – no gimmicks required! Here are a few quick tips:

  • Ensure managers care about employees as individuals, and communicate in ways that demonstrate this.
  • Clearly articulate the why – the meaning and purpose of the organization and work performed.
  • Cultivate leadership qualities to enhance capabilities, foster servant leadership, and bring out the best in others.
  • Actually, cultivate leadership qualities in all to foster leader-full employees throughout the organization
  • Co-create the ‘hows’ – partner with employees to establish best practices, criteria for high levels of performance, and metrics to gauge progress and success.
  • Recognize how each employee’s work contributes to the overall mission and purpose of the organization.
  • Nurture, acknowledge, and develop employee strengths.
  • Ensure transparency, authenticity, trust, and empathy.
  • Provide and promote career growth and learning opportunities.
  • Foster autonomy, relatedness, and mastery.
  • Promote collaboration, connection, belonging, and social support.

Demonstrating Value

Demonstrating Value

Interested in the benefits of wellness and occupational health services? Demonstrating Value is a tool to guide for the occupational and environmental health nurse (OHN), in selecting the best methods to demonstrate value and the value of the programming and services provided to employees.