Leadership Development
We develop leadership capability in individuals, teams and at an organisational level. We work with individuals to set goals, identify current key mindsets, values and beliefs, and explore how these influence the leadership behaviours they exhibit externally. Tools include 360 degree feedback processes, third party interviews and development programs.
Our approach
Over the centuries, the volume of information and advice extolling leaders about how they should go about leading has been enormous. The simple truth is that there is no one magic formula or path regarding the ‘how to’ of developing great leaders.However, a consistent theme in recent decades has been the process of leadership development being an ‘inside job’. In order to create sustainable improvement in how leaders lead, the focus initially needs to be on what is happening ‘inside’ their minds and hearts.
We offer a range of approaches when developing leaders and leadership capability within teams and organisations:​​
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coaching to develop leaders as a one-on-one process;
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developing leadership in teams; and
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developing leadership capability at an organisational level.
We assist in the examination of beliefs, values and mindsets leaders hold and how these influences give shape and direction to the leadership behaviours they exhibit externally.
Leadership for Individuals
Whilst the paths to achieve leadership development are many and varied, some common themes around leadership development for individuals include:
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enhancing confidence levels
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improving delegation and prioritisation capabilities
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being more effective at stakeholder management
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learning how to effectively partake in tough conversations
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increasing emotional intelligence
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being more courageous or inspiring
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improving strategic thinking and planning
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better time management
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reducing levels of stress, and
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improving work/life balance.
The initial step is to help the coachee get very clear as to their specific goals. We engage in third party interviews with colleagues of the coachee to provide 360 degree feedback which can act as a guide and compass for the coaching process and beyond. Once the goals are clear, attention is then placed on identifying current key mindsets and beliefs. We then explore how these mindsets and beliefs are shaping and influencing behaviour.
Leaders who have been very successful in improving themselves:
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often concentrate their attention on just one or two developmental areas at a time;
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have clearly identified goals in mind;
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regularly seek open, unfiltered feedback on their progress;
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and demonstrate both courage and discipline to move beyond the confines of their comfort zone.
Leadership for Teams
The paths to achieve leadership development in teams are many and varied. A usual first step is a diagnosis to explore what is currently working well within the team, where the challenges reside and what the team’s aspirations are.
We use different methodologies including:
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Deep Structured Interviews - DSI’s are carried out by an external consultant in a confidential, one-on one format with team members and are designed to surface key information in terms of team’s strengths, weaknesses and challenges, the team’s norms, where the opportunities for progress are and what are the ‘undiscussables’. This information is then distilled into key themes with interventions, such as coaching, capability building or holding "offsites" designed to effectively confront where the problems are and explore constructive and engaging ways forward.
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Appreciative Enquiry - This methodology is based around identifying what is working well within a team or organisation and finding ways to amplify this ‘positive core’.
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Cultural survey instruments such as OCI (Organisational Culture Inventory) from the Human Synergistics Foundation or The Cultural Values Assessment (CVA) or Team Values Assessment (TVA) from the Barrett’s Values Centre.
Typical issues which surface usually have to do with:
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low levels of trust between team members;
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ineffectual collaboration;
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a lack of strong and decisive leadership;
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baggage from the past;
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a failure to have the appropriate tough conversations when required;
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low morale and engagement; and
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failures around accountability and delivery.
Leadership at an organisational level
Our large-scale leadership development initiatives are designed to support systemic transformation across an organisation. These programs typically begin with a thorough diagnostic phase to uncover cultural dynamics, performance challenges, and capability gaps. From there, we identify key focus areas and co-design a strategic suite of interventions that are delivered by experienced teams of facilitators, coaches, and trainers.
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These engagements can span from six months to six years, depending on scale, context, and ambition.
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At the heart of every successful transformation lies a shift in leadership mindsets and behaviours. Organisational culture is ultimately shaped by how leaders think, behave, and influence others. For this reason, our programs place a strong emphasis on supporting leaders at all levels to develop the self-awareness, adaptability, and behavioural agility needed to lead with purpose and integrity.
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Crucially, success depends not only on strong program design—but on visible commitment and role modelling from senior leadership. When executives consistently demonstrate the behaviours and values they seek to embed across the organisation, transformation efforts gain credibility, momentum, and traction. Without this alignment at the top, even the most well-designed initiatives risk falling short.
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Our approach is grounded in evidence-based methods, scalable design, and deep facilitation expertise—ensuring that change is not only initiated but sustained, embedded, and aligned with your broader organisational goals.
What our clients say
Leadership Development - Culture Transformation
Peter has worked with us in helping to change the ANZ culture, as part of what became known as the Breakout Journey. He is a very gifted facilitator and works powerfully with groups to help them to move to higher levels of performance. I can highly recommend him as a person of high integrity, strong intellect and passion for helping individuals and teams transform.
Siobahn McHale, Head of Learning & Culture, ANZ Bank
Get in touch
Whether you're seeking to develop courageous, purpose-driven leaders or you're inspired by Peter’s writing and want to learn more, contact us to learn more about how this work can support your team or organisation.
