Develop
Develop leaders to demonstrate the mindsets, practices, and behaviours needed for success.
Leadership programs
If your leaders know what to do, the next step is to ensure they know how to do it.
This is achieved through development experiences and programs specifically for your leaders and context.
Want to launch a leadership program quickly?
I have a well-developed library of leadership development topics that you can pick and mix to fast-track the design of a leadership development program just for you.
Use the drop-down menu to explore these ready-to-go content areas further.
Build your own program:
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Foster self-awareness and have a growth mindset
Lead with your values and strengths
Be proactive and control your emotions
Establish and maintain healthy boundaries
Prioritise your time and energy for value-adding activities
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Build trust and connection
Create a place to belong and positive operating rhythms
Set expectations and hold people accountable
Empower others and delegate effectively
Coach, provide feedback and develop others
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Manage uncertainty
Balance organisational tensions and tradeoffs
Lead change
Influence without authority
Communicate with impact
Facilitation
With me, your leaders won’t have to endure stuffy lecture-style training.
Development experiences are designed to be highly interactive, and my energising facilitation approach helps keep things fresh, insightful, and fun while dialling up the challenge where needed.
Because I both design and facilitate your development experience or program, delivery is readily tailored to your specific needs.
You can customise your leadership program through:
In-person or virtual facilitation
Various formats (workshops, webinars, conferences, Lunch ‘n’ Learns etc.)
Flexible session durations that align with business and logistical requirements
Modular options so that leaders have time and space to apply their learning in between sessions
Strategies for integrating leadership development into existing operating rhythms (e.g., team meetings, monthly meetups, quarterly reviews) so that development isn’t an add-on for busy leaders. Read more about ‘habit-stacking’ leadership development here.
Knowing to Doing Pathway
Leadership transformation doesn’t happen by chance; it happens by design.
That's why I developed the Knowing to Doing Pathway.
The goal is to provide organisations with a practical roadmap based on established stages of behaviour change, helping you design leadership programs that turn good intentions into lasting impact.
Leveraging this approach, I can assist you in customising an end-to-end leadership development solution where each element helps close the knowing-doing gap to make behaviour change stick.
Discover more about the Knowing to Doing pathway and the behavioural science it’s based on in my whitepaper, Designing Leadership Development Programs that Change Behaviour.
To change behaviour, leaders need a pathway, not just a workshop
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1. Raise awareness of the impact of the current leadership behaviour
Help leaders see the need for change through:
Psychometrics and leadership assessments
Self-evaluation and 180 or 360-degree feedback
Data on the impact of effective vs ineffective leadership (via books, articles, blogs, videos, podcasts, eLearning, lectures, professional speakers, pre-program briefings etc.)
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2. Explore different ways of leading and learn new behaviours
Turn awareness into curiosity with:
Practical leadership models and frameworks
Interactive workshops, webinars
Peer discussions on different leadership styles
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3. Practice new behaviours and plan how these will be used on the job
Create a safe space to experiment and prepare:
Low-stakes practice opportunities (e.g., case studies, simulations, scenario-based exercises, role plays, application activities)
Goal-setting and action-planning
Habit-building techniques (e.g., implementation intentions)
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4. Apply knowledge and implement new leadership behaviours
Support leaders in doing differently through:
Just-in-time resources (checklists, how-to guides, cheat sheets)
Experiential learning (e.g., job shadowing, secondments, stretch assignments, cross-functional rotations or projects)
On-the-job coaching and mentoring
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5. Reflect on the impact of changed behaviour to reinforce development gains
Lock in new behaviours by:
Program graduations to share outcomes
Regular check-ins and feedback loops
Facilitating peer support networks and group coaching
Self-evaluation and feedback survey retests
Habit-tracking tools and nudges
Case studies
Whitepaper: Designing Leadership Development Programs that Change Behaviour
Are your leadership programs bridging the gap between knowledge and application?
Discover how to guide leaders from knowing what to do to actively driving lasting behaviour change.
Designing Leadership Development Programs that Change Behaviour dives into:
The individual and organisational factors that close the knowing-doing gap in leadership development.
How to design development pathways aligned with the stages of behaviour change for maximum impact.
Strategies to ensure your leadership programs drive meaningful behavioural improvements.