Endeavour Group: Setting the tone from the top
The brief
Following the development of brand-specific leadership frameworks for Dan Murphy’s, BWS, and ALH Hotels, I was invited to take things a level higher, supporting Endeavour Group to embed leadership development more broadly across the enterprise. The goal? Define a set of guiding principles for Endeavour Group’s approach to leadership development and help the top 180 senior leaders turn their 360 feedback into focused, meaningful development action.
This was the first time Endeavour had launched a 360-degree diagnostic based on its newly created leadership framework, so getting this right mattered.
The response
Based on a strategic review of Endeavour Group’s aspirations for leadership development, I created five guiding principles to support what Endeavour now calls its “always on” approach to leadership development:
Data-led: Use insight, not instinct, to guide development
Test & Learn: Pilot, prove and scale what works
Rhythms & Rituals: Make development part of the everyday
On-Demand: Keep resources practical and easy to access
Connection: Build relationships as well as capability.
With these principles in place, I designed a series of peer-based debriefing sessions to help senior leaders turn their 360-degree feedback data into insight, and insight into action. The sessions focused on:
Creating space to reflect (not just react)
Sharing strategies for managing feedback
Practising peer coaching to explore development themes
Identifying a priority area to grow
Surfacing the next steps and available support
Building connections and shared accountability across the cohort.
The activation
More than one-off sessions, the approach included:
Ten in-person debriefing sessions, scheduled around trimester planning events to maximise attendance and time together
Executive Leadership Team pilot to role-model participation and set the tone
Live ELT Q&As during Senior Leader Forums to demystify the process and normalise feedback
Line Manager Briefings + Support Kits to equip managers with practical ways to support their senior leader direct reports
Accountability Partners paired across the cohort to support ongoing follow-through
1:1 playback conversations with line managers to embed development into performance rhythms.
The results
93% engagement rate from the senior leader cohort
Curated, data-driven development plans aligned with actual capability gaps
A clear model for cascading the approach to mid-level and frontline leaders
A more connected, reflective, and feedback-savvy senior leadership community.
From insight to action
Following the initial debriefs, I supported the team in analysing group-level insights from the 360 data to shape a trimesterly development focus. The first theme? Sustainable leadership - an invitation for senior leaders to slow down, tune in, and let go by showing up with purpose, protecting their energy, and focusing on what really matters (without trying to do it all). This focus led to the curation of bite-sized, practical Leadership How-To guides from my library on topics like:
Manage Your Emotions
Establish Boundaries
Optimise Your Time
Delegate Well
Facilitate an Effective Meeting
These topics were selected based on patterns in the feedback data and were embedded into workshops, learning playlists, and team rituals.
A retake of the 360-degree feedback diagnostic was planned for 12 months, keeping the feedback loop open and leadership growth on track.
Why it worked
Because it met leaders where they were - literally and figuratively
The sessions were timed with existing trimester planning rhythms, making reflection and action part of the business cadence
Peer coaching created space to practise core leadership behaviours while building support across the cohort
Accountability Partners reinforced follow-through, and line managers were actively equipped to support next steps
By anchoring everything in data-driven insights, leaders could focus their energy where it mattered most.
Want to turn feedback into focused action in your organisation?
Whether you're rolling out a 360 for the first time or want to build a leadership development experience that’s grounded in your reality, I can help.
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