Stop Managing People Problems. Start Leading a Psychologically Fit Business
In an era where 'wellness' has become a generic commodity, get something fundamentally different: Psychological Precision — direct access to qualified workplace psychologists.
Owner-to-Executive partnership. No call centres. No handoffs.
We Don't Tick Boxes. We Build Capability
We provide an invested 'Business Owner-to-Executive' partnership that gives you direct access to highly qualified workplace psychologists. We are the professional ears that identify what your organisation actually needs — rather than just what it wants.
A philosophy and client success built on four principles:
The Professionals Behind
Get Mentally Fit
You'll work directly with Emily and Scott — not junior consultants, not a ticketing system. That's the boutique advantage.
Emily Johnson
PSYCHOLOGIST / CO-FOUNDERMPsychOrg, BBehSc (Hon), BPsychScEmily doesn't just facilitate workshops — she engineers the psychological resilience required for high-stakes leadership. With 15 years of clinical expertise, Emily is a specialist in vertical development: expanding the internal capacity of leaders to navigate complexity using neuroscience, cognitive behavioural therapy, and mental toughness frameworks.Scott Johnson
EDUCATOR / CO-FOUNDERBFA, GradDipEd (Secondary), MHMScott specialises in the "How" of mental fitness. With a background in secondary education, Scott is the architect behind the delivery of every program — ensuring each session is engineered to maximise engagement and minimise cognitive load for busy professionals.
Get Mentally Fit in the Workplace
Large-scale corporate seminars and collaborative team workshops to personal one-on-one wellbeing assessments and EAP counselling. Appropriate and professional support.
TRUSTED BY LEADING AUSTRALIAN ORGANISATIONS
Why Great Brands Choose Get Mentally Fit
Six reasons Australian organisations partner with us over large consultancies, generic training providers, and impersonal digital platforms.
Organisational Psychology Expertise — Not Generic Training
Our training and coaching is designed and facilitated by workplace psychologists and organisational specialists. Every intervention is underpinned by evidence-informed strategy — practical, measurable, and aligned to performance outcomes.
You will enjoy: Credible, defensible initiatives that stand up to daily operational moments, and executive and board scrutiny.
Commercially Aligned, Business-First Approach
We understand the commercial realities leaders operate within. Our work integrates psychological safety, leadership capability, and psychosocial risk management directly into operational strategy — not as generic, standalone, wellbeing programs.
You will enjoy: Capability building that improves productivity, engagement, retention, and risk mitigation simultaneously.
Specialists in Psychosocial Risk & Legislative Compliance
With Australia's evolving WHS regulations around psychosocial hazards, organisations need more than awareness training. We help operationalise controls that align with Safe Work expectations and governance standards.
You will enjoy: Reduced regulatory exposure and a defensible, proactive and measured approach to psychosocial risk management.
Leadership Behaviour as a Control Measure
We don't just teach concepts — we help leaders embed response and behaviour change. Psychological safety becomes a practical leadership capability, not a theoretical ideal.
You will enjoy: Tangible culture change driven by daily, accountable leadership behaviour.
Integrated Support Model (Training, Coaching & EAP)
Unlike providers who operate in silos, we integrate leadership development, team training, and Employee Assistance Program support. Insights from frontline EAP trends inform proactive leadership and capability programs.
You will enjoy: A cohesive ecosystem of support rather than costly, partially effective and fragmented initiatives.
Boutique, High-Touch Partnership
We intentionally remain a specialist, high-quality provider rather than a high-volume training factory. Senior practitioners deliver the work — not junior consultants or less qualified facilitators.
You will enjoy: Direct access to experienced professionals, appropriately tailored solutions, and long-term strategic partnership.
Enjoy the Benefits. Partnering With Get Mentally Fit
Evidence-based support that reliably strengthens leadership, protects wellbeing, and drives productivity — creating resilient teams and sustainable business outcomes.
Mental Fitness & Workplace Performance Questions
Clear answers on how organisational psychology improves leadership, manages psychosocial risk, and builds high-performing workplaces.
How does Get Mentally Fit help organisations manage psychosocial risk?
We help organisations move beyond policy compliance to operationalise psychosocial WHS obligations. Our approach focuses on strengthening leadership and workforce behaviour where it matters most: in everyday workplace decisions. By identifying psychosocial hazards and embedding practical, evidence-based control measures, we turn regulatory requirements into lived practice that protects both your people and your performance.
What is the difference between mental health awareness and Mental Fitness?
Mental health awareness raises understanding of mental health conditions, but rarely changes workplace behaviour. Mental Fitness is a proactive discipline — it builds psychological resilience, leadership capability, and team performance through consistent, evidence-based practices. Mental Fitness treats psychological health the same way physical fitness treats physical health: as something that requires intentional, ongoing training to maintain and improve.
How can a workplace psychologist improve leadership capability?
A workplace psychologist brings diagnostic skills that general coaches and trainers lack. We use validated psychometric assessments, neuroscience-informed coaching frameworks, and clinical understanding of human behaviour to identify the specific leadership patterns driving dysfunction. This allows us to target interventions precisely — building emotional regulation, decision-making under pressure, and psychological safety practices that change how leaders operate daily.
Why is a bespoke approach better for staff training and development?
Off-the-shelf training programs address generic topics without understanding your organisation's specific cultural dynamics, risk profile, or workforce challenges. A bespoke approach means every session is designed around your actual psychosocial hazards, leadership gaps, and team dynamics — producing behavioural change rather than just awareness. Our programs are engineered to maximise engagement and minimise cognitive load for busy professionals.
When is the best time to engage an organisational psychology specialist?
The best time to engage is before issues escalate into claims, grievances, or regulatory scrutiny. Proactive engagement — during restructures, leadership transitions, culture shifts, or when early warning signs appear (rising absenteeism, turnover, or complaint patterns) — produces significantly better outcomes than crisis intervention. However, we also support organisations already in reactive situations where immediate expert support is needed.
How do psychometric assessments support talent selection and growth?
Psychometric assessments provide objective, validated data on how individuals think, behave, and respond under pressure. We use instruments like the Hogan Assessment to identify leadership potential, derailment risks, and development priorities. For talent selection, this reduces hiring risk. For existing leaders, it provides a precise development roadmap targeting the specific capabilities most critical to their role and your organisation's psychosocial risk profile.
What makes Get Mentally Fit’s approach to EAP and coaching different?
Unlike large EAP providers that route employees through call centres and junior counsellors, our EAP is delivered by registered psychologists with organisational expertise. We understand workplace dynamics, not just individual symptoms. We also integrate EAP insights back into organisational intelligence — identifying systemic themes that inform proactive leadership development and risk management, rather than treating each case in isolation.