This study examined the efficacy of an evidence-based supportive leadership program to address psychosocial hazards identified in an organisational health review of a government department. Participants were employees identified as having supervisory and management roles (N = 57; males = 30, females = 27; age range 22 to 63). The program was implemented systematically over a 6-month period using 2 × 2 day intensive workshops, interim 360 peer review assessment and 1-day follow-up. The program used a variety of behavioural learning approaches with individual and group feedback from professional, peer and self-review. The results showed a major improvement in organisational health with significant changes in risk status across the domains of Relationship, Manager and Peer Support. Improvements in organisational health made within the leadership group had generalised across the entire workforce and continued to be maintained at the 18-month follow-up.

This study examined the efficacy of an evidence based supportive leadership program to address psychosocial hazards identified in an organisational health review of a pastoral care organisation. Participants were employees and volunteers identified as having supervisory or management roles (N = 24; M = 11, F = 13; Age Range = 24 to 68), including the Senior Leadership Team (SLT; n = 7). The supportive leadership program was implemented over a 12-month period with follow-up over another 12-month period. Organisational health was measured through the use of the Health and Safety Executive Indicator Tool (HSE, 2004b) and qualitative interview data at pre-intervention and at 12- and 24-month follow-up. The results of the HSE Tool were compared over time, utilising the comparison benchmarks provided by the HSE (2004b). Results indicated notable improvements in organisational health within the SLT with reductions in risk status at 24-month follow-up across the domains of Control, Managerial Support, Peer Support, Relationships, Role and Change. Supportive leadership is a key predictor in organisational health and burnout, and importance in improving organisational health across managers.