Executive coaching
This is our most personalised offering. We pair each leader with a coach who has direct experience in a similar industry or functional area. The matching process matters: a coach who has never managed a supply chain team will struggle to challenge a logistics director's assumptions in a useful way.
Each engagement runs for six months and includes twelve 75-minute sessions, typically fortnightly. In the first session we build a development plan around two or three specific goals. These aren't vague aspirations like "be more strategic." They're observable behaviours: "Run the Monday leadership meeting in 30 minutes instead of 60 by preparing a written agenda and cutting status updates." Or "Have a direct conversation with the underperforming team member by the end of month two."
- Intake interview with the participant and their manager to agree on goals
- Optional 360-degree feedback survey administered and debriefed in session two
- Twelve fortnightly coaching sessions (75 minutes each, video or in person)
- Email support between sessions for time-sensitive situations
- Mid-point check-in with the sponsoring manager at session six
- Final report summarising progress against goals and suggested next steps
Team workshops
Workshops are for intact teams that need to shift a specific dynamic. The most common requests we get are about feedback culture, decision-making speed and cross-functional collaboration. We don't run generic team-building exercises with blindfolds and trust falls. Instead, we work with the team leader beforehand to identify the actual friction points, and we design the session around those.
A typical half-day workshop runs for four hours. We start with a short diagnostic exercise that surfaces the team's own perceptions of where things are working and where they aren't. Then we move into structured practice: real scenarios drawn from the team's recent experience, not hypothetical case studies. The session ends with each person committing to one specific action they'll take in the next two weeks.
Full-day workshops add a deeper dive into one topic. For example, a full day on decision-making might include mapping the team's current decision rights, identifying the three decisions that take longest, and redesigning the process for each one with clear owners and timelines.
- Pre-workshop survey (10 minutes, anonymous) to surface key themes
- Customised facilitation plan shared with the team leader 5 days before
- Half-day (4 hours) or full-day (7 hours including breaks) format
- Participant workbook with exercises and reference material
- 30-day follow-up call with the team leader to review progress on commitments
Emerging leaders program
Stepping into a management role for the first time is disorienting. Yesterday you were an individual contributor judged on your own output. Today you're responsible for other people's performance, motivation and wellbeing. Most organisations give new managers a half-day induction and then leave them to figure it out. We think that's a waste of talent and a risk to retention.
Our emerging leaders program runs for 16 weeks. Cohorts of 8 to 12 participants meet weekly for 90-minute facilitated sessions. The curriculum covers the foundational skills that new managers need most: setting expectations with direct reports, giving feedback that changes behaviour, managing up, running productive meetings, and handling the emotional weight of the role.
Between sessions, participants complete short practical assignments. In week three, for instance, they have a conversation they've been avoiding. In week seven, they redesign one recurring meeting. In week twelve, they deliver a piece of difficult feedback using a framework we practise in session. These aren't hypothetical exercises. They happen in the participant's real job, with real colleagues.
The program ends with each participant presenting to their own leadership team. They describe what they changed, what they measured, and what they learned. We've found this final presentation creates accountability and gives senior leaders visibility into the program's impact.
Leadership diagnostic assessment
Not sure which program is right for your team? We offer a standalone diagnostic that gives you a clear picture of where your leadership capability sits today. The assessment combines a structured interview with each leader (45 minutes), an anonymous survey of their direct reports, and a review of relevant organisational data like engagement scores, turnover rates and promotion velocity.
We deliver a written report within three weeks of completing the interviews. The report identifies the two or three highest-leverage development areas and recommends a specific program pathway. There's no obligation to proceed with us after the diagnostic. Some clients use the report to brief an internal L&D team or to make a case for budget.
Indicative pricing
| Service | Duration | Price (ex GST) |
|---|---|---|
| Executive coaching (12 sessions) | 6 months | $8,400 |
| Team workshop (half day) | 4 hours | $3,200 |
| Team workshop (full day) | 7 hours | $5,500 |
| Emerging leaders program (per participant) | 16 weeks | $4,800 |
| Leadership diagnostic | 3 weeks | $2,600 |
Prices are indicative and may vary based on location, group size and customisation requirements. We provide a fixed quote before any engagement begins.