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We are dedicated to providing comprehensive occupational health and safety (OHS) consulting services tailored to your needs.
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Psychological health and safety, often called workplace mental health, encompasses principles and practices to foster a supportive, respectful, and psychologically safe work environment.
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The Provincial Violence Prevention Curriculum is recognized as best-practice in violence prevention training for health care workers.
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Guidelines & Regulations

Guidelines and Regulations

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WorkSafeBC is holding a second public hearing this month on proposed changes to the Occupational Health and Safety Regulation related to combustible dusts.
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Amendments to the Occupational Health and Safety Regulation (OHSR), Part 5: Chemical Agents and Biological Agents – Emergency Planning came into effect on February 3, 2025. Changes include additional requirements to minimize the risk, likelihood, and harm caused by an emergency involving hazardous substances.   Hazardous substances include biological, chemical or physical hazards that may reasonably […]
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Get PSyched! - October 2025

Using “I” statements

Learn how to use "I" statements to manage your own stress response and reduce internal conflict, fostering a sense of calm during challenging discussions.

What are “I” statements?

“I” statements are a simple yet powerful tool for clear and respectful communication. They allow you to take ownership of your feelings and focus on your perspective of an experience. By framing your concerns around your feelings and needs, you avoid language that sounds like criticism, judgment, or accusations directed at others.

Crucially, "I" statements help regulate your body's nervous system, as they avoid activating your stress response. This helps reduce your internal conflict and encourages healthier and more positive interactions.

How to use “I” statements

The Formula

"I" statements generally follow a simple structure. They are focused on stating how a specific event or situation made you feel, and the request you would like to make. The key is to be specific. Examples of this formula include:

"I feel [emotion] when [specific behaviour or situation]  because [impact]. I need [specific request]."
"When [event] happens, I feel [emotion] because [impact]. I’d like [clear ask]."
The statement can include phrases like:
  • “I feel…”

  • “I notice…”

  • “I prefer…”

  • “I believe…”

  • “I would like…”

The power of "I" statements

Individual benefits

Reduced stress
They help regulate your body and prevent activating your stress response.
Improved emotional well-being
They allow you to identify and articulate your own feelings rather than reacting with blame.
Healthier relationships
"I" statements encourage healthier and more positive interactions with others.

Workplace benefits

Reduced conflict

"I" statements focus the conversation on the impact of a situation on you, rather than on the other person's character. This shift reduces the chance of  defensive reactions.

Stronger trust and collaboration

When staff communicate concerns from their own perspective, it demonstrates a commitment to resolving issues without blame. This promotes a workplace mindset of collaboration.

Improved staff well-being

By fostering positive interactions and reducing the stress of potential conflict, "I" statements directly support the emotional health and well-being of staff.

Connection to psychological health and safety

Effective and safe communication is critical to creating and maintaining a psychologically healthy and safe workplace. Since "I" statements reduce conflict and support trust, they are a powerful tool that directly links to the psychological and social support factor in the workplace, fostering a culture of civility and respect.

Strategies for using "I" statements

Use “I statements” properly

Simply starting with “I” and following it with a judgment or criticism is not effective. Be sure to focus on your emotions while avoiding hostility.

Ineffective: “I feel you are disrespectful.”

Effective: “I feel disrespected when my emails aren’t answered.”

Practice re-framing
The next time you want to start with “You are…,” try switching to:

•  I feel…”
• “I notice…”
• “I prefer…”
• “I believe…”
• “I would like…”
Pay attention to your body
Notice how your nervous system responds when you shift from an aggressive “You” statement to a regulated “I” statement. 

This shift is evidence of your nervous system regulating in real-time.
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Using “I” statements resources

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Health and Safety Matters - September 25, 2025

Psychological Health and Safety

Discover practical tips to strengthen workplace culture, support mental health, and make everyday life a little easier. In this issue: how to build belonging at work, simple meal-planning strategies, big member savings on Mental Health...

Safety Huddle

Debriefing critical incidents

critical incident debriefing

When a critical incident impacts your team, it's vital to have a safe space to talk and heal. Our critical incident debriefing tools provide leaders and frontline staff in BC's long-term care and home support...

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The high cost of silence: Why feeling unsafe at work hurts everyone 

Psychological demands, Psychological Health and Safety, Psychological injuries, Psychological protection, Psychological self-care, Psychological social support

Silence at work is rarely just a lack of words; it’s a signal.   When people feel unsafe, they do not stop talking because they have nothing to say. They stop talking because expressing their thoughts...

Safety Topic

Why people need to feel safe

Protection of physical safety, Psychological Health and Safety, Psychological protection

Every person who walks into your workplace shares the same fundamental human need: to feel psychologically safe. This isn't about individual histories or personal struggles—it's about a basic requirement that affects how all human beings...

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The incivility epidemic: Why workplace rudeness is on the rise and what we can do about it 

Boundaries, Bullying, Burnout, Civility and respect, Emotional Intelligence, Growth and development, incivility, Mental Health, Moral distress, Organizational culture, Psychological demands, Psychological Health and Safety, Psychological injuries, Psychological self-care, Psychological social support, Resilience, Self-care, Self-talk, Stigma

It often starts small.  A co-worker cuts you off during a report. Someone ignores your “good morning.” A team member sends a blunt message with no context. It’s not as obvious as yelling or name-calling,...

Safety Topic

Self-talk

Psychological self-care, Self-care, Self-talk

Self-talk is the inner dialogue that shapes how we see ourselves, especially in moments of stress or challenge.

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