Human Factors Consultancy

Go beyond what happened, understand why

Most reviews only happen when something goes wrong and ignores the number 1 question, what conditions produced this outcome? A systematic review that addresses this central question is just as important when things go right. Whether it was a near-miss that was caught in time, an incident or event that ran smoothly despite the pressure or a team that adapted and achieved the desired outcome even though the plan fell apart. These moments deserve the same rigour as failures, because they hold the blueprint for what leaders need to protect and repeat.

That's a human factors review.

What Are Human Factors?

Human factors is the study of how people interact with the systems, tools, environments, and pressures around them and how those interactions shape performance, for better or worse. A human factors review looks at the conditions surrounding any outcome, not just the individual involved and considers causal factors such as:

  • Workload and fatigue
  • Communication and information flow
  • Equipment and environment design
  • Training and competency
  • Organisational and cultural pressures

Why This Matters in an After-Action Review

Many reviews focus too heavily on what went wrong, and only ask it after the event has occurred. That misses two things, the real chain of contributing factors behind an outcome, and the good performance happening every day that never gets examined at all.

Here's what a human factors lens adds to your after-action reviews:

It finds the real contributing factors, good or bad. Outcomes are rarely down to one person having a good or bad day, nor should they be. They're the product of multiple conditions stacking up together. A human factors review maps that full picture, whatever the outcome.

It lets you sustain what's working. If a near-miss was caught, or a high-pressure event went well, that's not luck, it's a set of conditions worth naming, training and reinforcing. Reviewing successes is how you turn one good outcome into a repeatable one.

It prevents recurrence of the outcomes you don't want. Fix the conditions behind a failure, and you reduce the risk for everyone who does that job next, not just the person involved this time.

It protects psychological safety. Teams that trust a fair, factor-based review process,  one that isn't only triggered by bad news, keep reporting, keep flagging risks early, and keep sharing what's working.

It produces recommendations that actually work. "Be more careful" isn't a fix, and "good job" isn't a strategy. Redesigning the process or building a more robust system are fixes and they come from understanding contributing factors, whichever direction the outcome went.

It builds trust with your people. A review process that shows up for successes as well as incidents reads as fair, curious, and genuinely interested in how the work actually gets done, not just as a mechanism that appears when something breaks.

What We Offer

We bring a structured, evidence-based human factors methodology to your after-action reviews, for incidents, near-misses, and successes alike:

  • On-site or remote event review and evidence gathering
  • Interviews conducted using a just-culture methodology
  • Mapping of systemic, organisational, and individual contributing factors
  • Clear, actionable recommendations for what to fix, and what to protect
  • Reporting suited for leadership, regulators, or internal governance

 

"Understanding why something happened is how you make the good outcomes routine, and the bad ones rare"

 

Bullying and Harassment Consultancy

Fox spent several years investigating bullying and harassment claims as a factual investigator.  Those years spent investigating workplace bullying and harassment taught me something most consultants never learn and that is the same handful of human behaviours show up in every industry, every time.

I can tell you with confidence and experience exactly what's setting the conditions for bullying and harassment to exist.  

The Problem

Most bullying and harassment interventions treat symptoms. A complaint gets investigated, someone gets a warning or moves teams, and the file gets closed. But the conditions that allowed it to happen goes undiagnosed and the culture that allowed it happen in the first place continues.  Six months later, it happens again, just with different names attached to the problem.  

What We Bring

Fox spent years investigating bullying and harassment complaints across a wide range of industries. That work taught her to recognise the patterns underneath the paperwork the specific behaviours, dynamics, and leadership gaps that consistently precede a toxic culture forming. I don't diagnose from a textbook. I diagnose from having seen it, case after case, in rooms just like yours.

That's what we can bring to your organisation, not a generic policy review, but a genuine read on why your workplace is vulnerable, and what will actually change it.

How We Can Help

  • Cultural Diagnosis - We assess your workplace against the behavioural and structural patterns that reliably precede bullying, harassment, and psychological harm not just your policies on paper, but how power, reporting, and leadership actually function day to day.
  • Leadership Coaching — One on one and team coaching for leaders who need to build the emotional intelligence, boundaries and presence to stop toxic dynamics before they take hold.
  • Values Led Culture Design — Practical frameworks to embed psychological safety and respect into how your organisation actually operates, not just what it says in the handbook.  Here we prescribe the behaviours that make up your organisations values.  

Why It's Different

This is more than a compliance check for your organisation.  We look at the human factors that are creating the environment for bullying and harassment to thrive. We  bring  real compassion for the people affected and the backbone to name what's actually going on, even when it's uncomfortable to hear. We are not here to help you tick a compliance box, we are here to help you build a workplace where the behaviours that lead to bullying and harassment never take root in the first place.

If you're seeing the warning signs like turnover in one team, a leader everyone avoids, complaints that keep circling back, let's talk before it becomes a bigger problem.

Pricing

Get in touch via our contact page for a free initial consult where we can discuss your business needs and how we can help.