Teams, Culture &
Psychosocial Safety
Three interconnected services — building high-performing teams, transforming organisation-wide culture, and ensuring your psychosocial safety obligations are met with genuine rigour. All measurement-led. All evidence-based.
Service 01 — Overview
Building Teams That
Perform and Belong
High-performing teams are not a product of talent alone. They are built through deliberate attention to the psychological conditions that allow people to contribute fully, challenge constructively, and recover from difficulty together.
Google’s Project Aristotle studied 180 teams over two years. The single strongest predictor of team performance was not talent, seniority, or co-location — it was psychological safety. Our programs are built directly on this evidence base.
We Measure
Team Psychological Safety
The specific conditions driving (or suppressing) contribution, challenge, and recovery in the team.
We Shift
Team Norms & Dynamics
How the team makes decisions, navigates conflict, gives feedback, and holds each other accountable.
We Embed
Structures for Sustained Performance
Practices, rituals, and agreements that sustain high performance beyond the workshop room.
You Gain
Measured Improvement
Pre/post team climate data showing what shifted — for leaders, the team, and the organisation above.
This Is Right For You If…
You Recognise These Situations
You lead a team and feel culture isn’t what you intended it to be
You’re facing elevated psychosocial risk or regulatory scrutiny
Standard leadership training hasn’t produced lasting change
You want data — not anecdote — to demonstrate culture improvement
You’re scaling rapidly and need culture to keep pace with growth
Post-merger or restructure — you need coherence from disparate parts
Who It's For
Right For You If & Works Best When
Leadership and culture work is a serious undertaking. It delivers for organisations with genuine readiness — not just appetite.
Our Approach
A Measurement-Led Five-Step Method
All engagements begin with rigorous measurement and close with a formal impact report — defensible, data-driven evidence of what shifted, formatted for your board or regulator.
Step 1
Diagnostic & Baseline Measurement
Validated psychometrics — WPSQ, Leadership Mindset Inventory, and 360° behavioural assessments. Replaces assumption with data from day one.
Step 2
Individual Debrief & Insight
Each leader receives a personalised debrief with a qualified organisational psychologist — creating the moment of genuine insight that makes change feel necessary, not just possible.
Step 3
Cohort-Based Development
Group workshops translating individual insight into shared language and collective practice — psychological safety, cognitive flexibility, constructive conflict, culture-shaping behaviours.
Assessment Instruments
The Tools Behind
Every Engagement
Validated, research-backed instruments specifically chosen to measure what actually predicts team performance — not generic personality profiles.
Team Analytics
Team Excel
A live, online team analytics approach synthesising multiple assessment and organisational data sources into integrated insights on team psychological health & safety, effectiveness, and performance drivers.
Group Styles
Human Synergistics GSI
A group-level assessment evaluating how team members interact and solve problems together, identifying constructive and defensive styles that influence team effectiveness.
Team Functioning
Lencioni Team Functioning
An assessment framework based on the Five Dysfunctions model — measuring trust, conflict, commitment, accountability, and results orientation within teams.
Behaviour
DiSC Profiling
A behavioural assessment categorising individuals into four primary styles — Dominance, Influence, Steadiness, and Conscientiousness — to understand communication and interpersonal tendencies.
Personality
Hogan Personality 360 Series
A suite of assessments measuring normal personality, derailment risks, and core drivers to predict workplace performance, leadership effectiveness, and cultural fit.
Values
Map of Me Values
A values-based assessment identifying core drivers, priorities, and meaning-making preferences to guide alignment, decision-making, and purposeful action.
Packages
Team Development
Engagements
From single-team diagnostics through to organisation-wide team health programs. All packages include measurement and delivery by qualified practitioners.
Packages
Team Health Diagnostic
Rigorous measurement followed by a facilitated debrief that creates shared understanding and clear development priorities.
Team Excel team analytics assessment
Map of Me Values assessment for team members
Full-day facilitated team debrief and reset session
Team norms and commitments workshop
Written team development plan
Signature
Team Transformation Series
A six-month evidence-based team development journey with measurement, facilitation, coaching, and close-out impact tracking.
Team Excel + Leader Excel 360 + GSI assessment suite
Four × half-day facilitated team development sessions
Team leader coaching (6 sessions, 60 min each)
Between-session accountability and experiment structures
Conflict navigation and feedback skills workshops
Mid-program pulse measurement
Close-out repeat measurement + impact report
Ongoing
Organisation Team Health Program
Team health data across multiple teams — benchmarks, outlier identification, and measurement infrastructure for sustained monitoring.
WPSQ + Team Excel + Leader Excel 360 deployment across all teams
Org-wide team health benchmark report
Individual team reports with development priorities
High-risk team intervention facilitation
Team leader capability workshops
Annual re-measurement and trending analysis
Note: Requires larger team of 30+ people
Hear from our clients,
What do they say about us?
We have worked across a wide range of sectors and organisational contexts, helping leaders, teams, and organisations build stronger culture, healthier workplaces, and more sustainable performance.
Steve Thomson
Senior Consultant – Capability and Program Delivery
Damien was terrific; he handled the large group really well and was able to adjust to things that arose during the sessions, in terms of meeting the diverse needs of the group. Really great and we appreciate the introduction to him!
John Doe
CAHS Child Adolescent Health Services WA Govt
I really enjoyed the content on personal values, the worksheet resources and diagrams, as well as the presentation style today.
I’d absolutely be keen for any other sessions that are presented by Damian / The Science of Happiness and Success in future.
Judy Slatyer
Chair, Sustainability, ESG, AI
April 1, 2021, Judy was senior to Damian but didn’t manage Damian directly
Damian and I worked together at Australian Red Cross. He was a great coach to me, the leadership team and the Board on our role in leading and role modelling a constructive and performance-oriented culture. A great listener, Damian was also good at holding up the mirror to me in a way which helped me see what I didn’t see and change as a result. Professional, thoughtful and of the highest integrity are the three attributes which come to mind when I think of Damian.
Steve Thomson
Senior Consultant – Capability and Program Delivery
Damien was terrific; he handled the large group really well and was able to adjust to things that arose during the sessions, in terms of meeting the diverse needs of the group. Really great and we appreciate the introduction to him!
John Doe
CAHS Child Adolescent Health Services WA Govt
I really enjoyed the content on personal values, the worksheet resources and diagrams, as well as the presentation style today.
I’d absolutely be keen for any other sessions that are presented by Damian / The Science of Happiness and Success in future.
Judy Slatyer
Chair, Sustainability, ESG, AI
April 1, 2021, Judy was senior to Damian but didn’t manage Damian directly
Damian and I worked together at Australian Red Cross. He was a great coach to me, the leadership team and the Board on our role in leading and role modelling a constructive and performance-oriented culture. A great listener, Damian was also good at holding up the mirror to me in a way which helped me see what I didn’t see and change as a result. Professional, thoughtful and of the highest integrity are the three attributes which come to mind when I think of Damian.
Your Questions
Frequently Asked Questions
Get to know us better.
How do we transform a reactive, stretched workforce into a high-performing culture?
High-performing cultures don’t happen by accident. They’re built through leadership.
The most effective starting point is equipping leaders with the mindset, behaviours, and tools that create clarity, accountability, trust, and engagement. When leaders consistently model these behaviours, teams become more resilient, collaborative, and able to sustain performance under pressure. This is the focus of our Leadership & Executive Performance work.
The most effective starting point is equipping leaders with the mindset, behaviours, and tools that create clarity, accountability, trust, and engagement. When leaders consistently model these behaviours, teams become more resilient, collaborative, and able to sustain performance under pressure. This is the focus of our Leadership & Executive Performance work.
How do we achieve psychosocial safety compliance?
Compliance is usually the wrong starting question.
Organisations that focus only on compliance miss the bigger opportunity: building a culture where people can perform, adapt, and thrive. When leaders actively build psychological safety, teams manage psychosocial hazards as a matter of course, and compliance becomes a natural by-product rather than the goal.
The first step is understanding your baseline. Our WPSQ measures both psychosocial strengths and hazards, so you can prioritise what will move the needle fastest.
Organisations that focus only on compliance miss the bigger opportunity: building a culture where people can perform, adapt, and thrive. When leaders actively build psychological safety, teams manage psychosocial hazards as a matter of course, and compliance becomes a natural by-product rather than the goal.
The first step is understanding your baseline. Our WPSQ measures both psychosocial strengths and hazards, so you can prioritise what will move the needle fastest.
Our people seem stressed, low on energy, and increasingly cynical. Can you help?
Yes.
These are often early signs of burnout, psychosocial strain, or a culture under sustained pressure. Left unaddressed, they raise risk across wellbeing, engagement, retention, and performance.
We help you identify the underlying drivers, measure how widespread the issue is, and put practical leadership and cultural interventions in place to restore energy and sustainable performance. Our Teams, Culture & Psychosocial Safety work is built for exactly this.
These are often early signs of burnout, psychosocial strain, or a culture under sustained pressure. Left unaddressed, they raise risk across wellbeing, engagement, retention, and performance.
We help you identify the underlying drivers, measure how widespread the issue is, and put practical leadership and cultural interventions in place to restore energy and sustainable performance. Our Teams, Culture & Psychosocial Safety work is built for exactly this.
Our organisation is already performing well. Can you still help?
Definitely.
The highest-performing organisations rarely focus only on fixing problems. They focus on amplifying strengths. Our strengths-based approach helps successful organisations identify what’s already driving performance and push it further.
Whether the goal is stronger leadership, deeper psychological safety, more innovation, better wellbeing, or sustained high performance, we help organisations move from good to exceptional.
The highest-performing organisations rarely focus only on fixing problems. They focus on amplifying strengths. Our strengths-based approach helps successful organisations identify what’s already driving performance and push it further.
Whether the goal is stronger leadership, deeper psychological safety, more innovation, better wellbeing, or sustained high performance, we help organisations move from good to exceptional.
What makes Science of Happiness and Success different?
Most providers focus on one of four things: wellbeing, leadership, culture, or compliance. We
integrate all four.
Our approach combines organisational psychology, leadership development, psychosocial safety, and performance science to build psychologically safe, high-performing cultures where people and results grow together.
Compliance isn’t the destination for us. It’s a by-product of building the leadership and culture that make sustainable success possible.
Our approach combines organisational psychology, leadership development, psychosocial safety, and performance science to build psychologically safe, high-performing cultures where people and results grow together.
Compliance isn’t the destination for us. It’s a by-product of building the leadership and culture that make sustainable success possible.
Your Questions
Let’s GetIn Touch.
Or just reach out manually to
damian@scienceofhappinessandsuccess.com