There are two insights that guide Rob’s work in rehabilitation and recovery

1. People learn their role in recovery. That role can be helpful or unproductive and treatment they receive during the process can shape their recovery outcome.
• Neuroscientific principles teach us how people can lose their identity as a "worker" and replace it with the role of "disabled person."
• Understanding of the mechanisms for that change of outlook allows practical steps to be taken in the claims administration process to minimize loss of work identity and save the human and financial costs of long-term claims.
2. Secondary psychological overlay to the original claim is a combined product of how we treat people in the claims administration process and of medicalisation of everyday variance of psychological state into a mental health concern. Each can be addressed effectively in the claims administration and return to work processes

Claims Administration

1. Loss of a sense of personal control over the circumstances the recovering person’s life is the single greatest source of damaging secondary psychological overlay and loss of work identity. It can be addressed appropriate training/mentoring of claims staff with regard to their language and work habits.
2. Medicalisation of psychological states can be addressed with changes in the way that we request and utilise psychological services and the standards we accept with regard to diagnosis and treatment of mental health concerns.

Skills Development

Uncommon Approach utilizes a methodology design incorporating "rewards and recognition," as well as balancing both responsibility and authority. This process generates higher quality results by progressing from "claims processing" to "injury management."

1. Rob teaches a proven method for calming psychological responses to stress. It is particularly helpful for those dealing with people in the claims environment who seem “difficult”.
2. Rob has developed an understanding of resilience based upon the neuroscientific mechanism for resilient behaviour. He has designed individualized testing of resilience skills preferences and an effective skills development program.

Return to Work

Rob has implemented systems to improve internal personnel performance and retention programs that enhance return to work results. Some of his efforts include:

• Assisting the AU Department of Veteran's Affairs in implementation of "psychosocial rehabilitation" for former military that addressed blockers to return to work.
• Assisting Comcare in the reorganization of the claims management process to allow early intervention and better return to work outcomes.
• Creating legislative "signing bonus" and "accommodation grant" programs for jurisdictions that have been copied in the USA and Australia.
• Guidance in the use of recent experience with working remotely for utilization in return to work practices.