About Justine
A broader way to think about leadership development
Early in my career, I was fortunate to manage some exceptional leadership programs. They were engaging, based on cutting-edge content, and well-received. Yet I kept noticing the same thing.
Leaders would leave with great intentions, then return to workplaces that made those intentions difficult to sustain. That experience sparked a question that has shaped my work ever since:
Why do some leadership development efforts make a real difference while others don't?
The more I explored that question, the clearer the answer became. The difference was rarely the quality of the program itself. It was the environment surrounding it.
The expectations leaders were held to. The opportunities they had to practice. The support they received from their line managers. The systems, processes and experiences that reinforced - or undermined - new ways of leading.
That insight changed the way I think about leadership development.
Today, I help organisations take a broader view. One that considers not only how leaders learn, but also the conditions that help leadership behaviours take hold and endure.
How I help
My work sits at the intersection of leadership development, organisational development and behaviour change.
I partner with organisations to get more from their investment in leadership development by:
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Using the LDS Wheel™, I help organisations assess and strengthen the processes, practices and conditions that shape leadership development across the business.
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Using my Knowing-to-Doing Pathway™, I design leadership programs that help leaders move from awareness and insight through to application, reinforcement and sustained change.
My background
I am a Registered Psychologist with Master's degrees in Organisational Psychology and Applied Positive Psychology.
Over the past 25 years, I've worked across organisational development, learning & development, talent management, leadership assessment, and leadership development - both as an internal practitioner and as a consultant.
I've partnered with organisations of different sizes and sectors, helping them design leadership frameworks, leadership programs and broader leadership development strategies.
This experience allows me to bridge research and practice, translating robust evidence into practical solutions that work with the realities of organisational life.
What I believe
A few beliefs underpin my work and shape every project I undertake:
Leadership development should be connected to organisational strategy and priorities
Leadership development should support behaviour change, not just knowledge acquisition
Leadership development should be embedded in everyday work, not confined to formal learning experiences
Leadership development should strengthen both individual leaders and the organisation's capacity to develop leaders
Leadership development is most effective when programs, systems and everyday experiences work together.
Who I work with
I primarily partner with Chief People Officers and HR Directors, Organisational Development and Learning leaders, leadership development practitioners, and Executive sponsors, particularly those looking to create greater impact from leadership development and build capability that lasts.
Curious about what might be possible?
Book a complimentary conversation.