Prominence has been engaged by federal, state and local government to develop more than 100 enterprise-level and subject-specific strategic plans.

These engagements have all required complex, and often sensitive, engagement with internal and external stakeholders including boards, executive teams, staff, peak bodies and other government departments and jurisdictions. There has also often been a requirement to align with various government frameworks, policies and performance management standards to ensure that the end deliverables are fully compliant with government requirements.

Our approach is structured and collaborative to ensure full alignment between us, our clients and their stakeholders throughout the engagement. This structured and consultative approach results in an end deliverable which is objective, clear and concise. Our experienced and skilled consultants have a highly engaging approach to interviews and workshops which ensure that views and ideas are openly shared. It also means that those involved are taken on a journey and are more likely buy in and own the end deliverable and align with the organisation in meeting its future objectives.

Our consultant’s approach is also to challenge and test the key stakeholders around their views and differences, as part of the strategic planning process – this helps with gaining alignment on the future direction and on key initiatives and strategies required to deliver on the organisations’ objectives. We also use each engagement as an opportunity to upskill those involved in the process in terms of their ability to think and plan strategically and their ability to influence and drive positive change.

The end deliverable in all our engagements has always been high quality documents, approved by the client, which clearly articulates and operationalises the organisations vision, purpose, values, objectives, strategic initiatives, measures of performance along with key risks and opportunities. The use of our graphic design capability in producing the end deliverables ensures that the quality of the documents is very high and, on many occasions, used as a public facing document.

Prominence has a proud history of supporting organisations with psychosocial safety and culture change initiatives.

Managing psychosocial hazards in the workplace has increasingly become recognised as pivotal to ensuring holistic workplace health and safety (WHS) and optimal organisation performance. In April 2023, the management of these hazards became legally enforceable to all workplaces covered by the Work Health and Safety Act 2011 (WHS Act) through the new Code of Practice and Regulation.

Psychosocial hazards at work – anything that could cause psychological harm at work – may include, but are not limited to, violence and aggression, bullying, poor physical environment, low job control, poor organisational justice, or traumatic events which may result in psychological and/or physical harm. It is the responsibility of workplaces covered by the WHS Act to eliminate or minimise these hazards as far as is reasonably practicable. The new Managing the risk of psychosocial hazards at work Code of Practice (Code of Practice) provides guidance on how to achieve minimum health and safety standards however, many organisations are facing significant internal and external challenges that are further impacting on the psychosocial safety and culture of their workplaces, making interpretation and implementation of the new standards additionally challenging.

To improve workplace psychosocial safety and support culture change, Prominence has worked with organisations including the Department of Justice and Attorney-General and Ipswich City Council to:

Our clients have reported high value from a psychosocial safety assessment tool, the Conductor PS25TM psychological safety survey. The survey is a proven, validated survey instrument based on neuroscience that measures psychological safety in organisations. It is comprehensive (25 questions), fast to complete (<4 minutes), easy to understand, and provides current state information from which to base staff interviews and workshops. The survey measures the fundamental human aspects that drive job behaviour, links how people feel to how they perform, showcases the importance of human-centric leadership and provides actionable common-sense insights that target the organisation’s priorities.

At Prominence, we have delivered:

We have received reports of great engagement with staff and the opportunities that were offered for them to be heard, and feedback that we provided a wide range of new, clear insights into the psychological safety of the team and its impact on people and behaviours, a clear plan forward, and a sense of optimism for the future.

Following the completion of a Development of a Human Resources (People and Culture) Framework project, Prominence was engaged to assist with the development of a People and Culture Strategy and the development of the new People and Culture structure. We were further engaged in the development of a new Grievance Management Framework, including supporting tools and resources. 

Prominence offers holistic risk management services, including enterprise risk management framework review and refresh and business continuity management maturity assessment and improvement. We are proud to work with organisations including the Queensland Curriculum and Assessment Authority, the Department of Tourism, Innovation and Sport, the Public Trustee of Australia, and the National Heavy Vehicle Regulator.

In providing our risk management services, we have previously conducted a wide range of activities as applicable to each organisation’s requirements, which have included:

Client feedback has attested to ongoing benefits they have achieved and observed. Feedback has noted the reinforcement of technical knowledge, greater executive understanding of how risk management creates and protects value, greater understanding of the importance of risk management for operational practices, behaviours and culture, the identification of action areas to implement and embed risk management, and the broader long-term achievement of improving the organisations’ risk management maturity and awareness. Our clients have continued to engage us to continue working with them, for example, in the provision of quarterly risk reports to the Board of Management and updates to the risk registers.

Successfully delivering training and development to build both leadership or capability involves a well-structure process and a clear understanding of goals and objectives.

Prominence encourages continuous leafing and improvement and has along with its consultants successfully designed and delivered a broad range of training and development courses across multiple government organisations including Transport and Main Roads, Queensland Health and CSIRO. Prominence incorporates a learning and development methodology that incorporates establishing a clear assessment of needs to produce clear objectives in developing a customised program. As with all Prominence projects, stakeholder engagement underpins the project with initial engagement to determine objectives, organisational context, strategy, challenges and previous learning experiences. Throughout content development and delivery, stakeholders are always part of a collaborative process to ensure expectations are being met or exceeded.

Content developed for programs addresses the identified gaps in skills and capabilities and incorporates industry best practice, case studies and relevant examples.

Prominence consultants are highly experienced facilitators and trainers that foster an inclusive learning environment utilising contemporary adult learning principles and encourages participation, collaboration and feedback. Prominence utilises industry standards for measuring learning and development and evaluation and reporting processes are incorporated into each learning and development program.  In a number of engagements Prominence also provides train-the-trainer development trainer such that a organisation can begin to become self-sufficient in the further development of their staff.

Prominence is committed to helping drive positive change that will contribute to organisations achieving their strategic objectives.

Prominence has undertaken over 75 workplace investigations covering a wide range of sensitive and complex issues such as:

Our experienced and qualified consultants fully understand the relevant legislation and best practice investigation practices which means that we can be used as trusted advisors to guide our clients through challenging and often disruptive periods. We understand that there are often cultural sensitivities, such as investigations which involve First Nation’s people, and always ensure that this is considered when we select which of our consultants to use. We have a balanced team of male and female consultants which is often a consideration where investigations relate to, for example, sexual discrimination or being bullied in a male dominated work environment.

We have a sensitive and structured approach to undertaking workplace investigations and always ensure that the client’s policies, frameworks and procedures are understood and adhered to and that the client representative is promptly notified if new matters arise through the course of the investigation (such as new allegations) and that the terms of reference are adhered to and updated by the client if required.

We are familiar with being engaged under Legal Professional Privilege (LPP) and have secure IT systems to protect sensitive client information. Our team of consultants are supported by our transcription capability and every investigation report is subject to a peer review and quality check by one of our senior and experienced team members.