People insights surveys and leadership discussions revealed critical gaps in our organisation: insufficient succession pipelines, lack of role clarity, and limited development pathways. With our existing mentoring program serving only a small fraction of employees, we needed a comprehensive solution to address these fundamental talent challenges.

This presentation shares our journey from high turnover to team stability through the creation of targeted role frameworks, clearly defined expectations across all levels, formalised succession pathways, and an expanded internal mentoring program. I'll demonstrate how these initiatives transformed our Business Unit by providing the structure and support employees needed to thrive.

• Our transformation from high turnover to team stability
• Building capability frameworks that drive accountability and performance
• Developing role clarity that differentiates expectations across positions
• Creating transparent succession pathways with structured application processes
• Implementing an accessible mentoring program that extends development opportunities to all levels

Critical Takeaways:

1. People-centred investment strategies that make development a leadership priority.
2. Setting clear expectations and accountabilities that drive high performance.
3. Building psychological safety through structured development and genuine care—focusing not just on what you say to your people, but how you make them feel.

Many organisations face significant business risk as institutional maintenance and reliability knowledge resides with an aging workforce. This session examines effective strategies for knowledge retention before this expertise is lost. We'll explore systematic approaches to documentation, mentoring programs, digital knowledge capture tools, and succession planning. Participants will share successful methodologies for identifying critical knowledge, making tacit knowledge explicit, and creating systems that ensure continuity. Join colleagues to develop practical approaches for preserving the valuable expertise that drives operational excellence.

In maintenance and reliability environments, performance pressure is high, risks are real, and mental wellbeing can often be overlooked. But what if the key to safer, stronger, and more effective teams isn’t just technical skill—but the environment we create around it?

Psychological safety is the foundation of high-performing teams. It allows people to speak up, raise concerns, challenge assumptions, and admit mistakes without fear—essential in asset-intensive work where silence can cost more than just productivity.

In this interactive session, maintenance and reliability professionals will share real-world insights and reflections on the human side of high performance. Through a series of thought-provoking questions and practical discussion, we’ll explore how trust, openness, and connection are not soft skills—but strategic enablers of safety, resilience, and results.

• Why psychological safety matters in high-risk, high-consequence environments
• The link between mental wellbeing and long-term team performance
• How leaders and contributors alike can create safe spaces for open dialogue
• Practical ways to build trust and encourage speaking up—especially when it’s hard
• The power of connection rituals to strengthen team cohesion
• How psychological safety supports—not weakens—accountability and ownership
• Simple actions to embed safety, resilience, and connection into daily routines