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


Welcome Defeat (or at least accept and learn from it!)

Everyone faces defeat, no matter how successful or powerful, including leaders – maybe especially leaders. However, to fail you had to have been willing to take a risk. And in so doing, failing actually opens a door to opportunities. Think about this for a...

Delivering Bad News

“Bad news”…most leaders dread delivering “BAD news”. And the dreaded news can be anything. It can be a message that you have to deliver about not meeting a productivity goal or expectations. It can be a termination call from HR that you have to inform your employee as...

Recruiting Great Employees

Hiring the right person for the job is an important (and necessary) leader responsibility. Finding the right person, for the right job, with the right personality, and who are a match with the company culture, are critical. However, hiring is a skill that leaders need...

4 Ways to Build Confidence

Confident employees are needed more than ever in today’s workplace. Having employees who know what needs to be done, know how to do it, and know what is needed to meet customers’ needs are critical to success. So, what are the barriers? There are five common scenarios...

Got Trust? Cultivate This Essential Ingredient

In business, trust is foundational to be a great leader. The power of trust should never be underestimated. Trust is necessary for collaborative, high performing teams and organizations. Trust is often talked about as the bedrock of employee engagement and a company’s...

So Many Decisions; So Little Time!

Anyone in a leadership position can expect to find himself/herself making a substantial amount of critical decisions on a regular basis. Decisiveness is one of the most sought after qualities in any leader. In order to make an effective decision there is a wide array...


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.

B-Corp and Organizational Well-Being

B-Corp and Organizational Well-Being

A Dimensions Exclusive

Dimensions in OH&S became a certified B-Corporation (B-Corp) in 2013, a process that took about 6 months. I’d like to take an opportunity to explain what a B-Corp is, what the concept may mean for occupational and human resource development professionals, and why our company decided to go through the certification process.