Leadership programs
Develop the behaviours needed for success through leadership programs that follow a pathway from knowing to doing.
Programs, but not as you know them
We’ve been running leadership programs the same way for decades.
The result? A cycle of short-term enthusiasm followed by long-term disappointment.
Because development is treated as a one-off intervention rather than a continuous process, the gains are usually superficial and short-lived: traditional leadership programs deliver inspiration in the room but rarely translate into new habits back at work.
The programs I design and deliver are different.
Why?
They provide a pathway from knowing to doing.
Behaviour change doesn’t happen by chance; it happens by design.
The knowing-to-doing pathway
My Knowing-to-Doing Pathway aligns with the natural stages of change: raising awareness, exploring new approaches, practising and planning, applying on the job, and reinforcing gains.
It’s based on one of the most widely applied models of behaviour change in the world, proposed by psychologists James Prochaska and Carlo DiClemente.
The five stages of their model (pre-contemplation, contemplation, preparation, action, and maintenance) describe the process individuals go through when changing their behaviour, with each mapping to a step in the Knowing-to-Doing pathway.
Programs that follow this pathway honour the psychology of behaviour change while embedding development into the daily rhythms of work.
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1. Raise awareness of the impact of the current leadership behaviour
Help leaders see the need for change through:
Psychometrics, diagnostics, assessments
Self-evaluation, 180-degree, 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, sponsor/peer testimonials, 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 sessions (workshops, webinars)
Peer discussions on different leadership styles
Exposure to role models, job shadowing, observation
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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, scenario-based exercises, role plays, simulations, interactive learning tools, chatbots)
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)
Application activities
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 through:
Program graduations to share outcomes
Regular check-ins and feedback loops with line managers, mentors, coaches, sponsors, etc.
Peer support networks and group coaching
Retests and pulse surveys
Email campaigns and nudges
Habit-tracking tools
Build your own program
Want to launch a leadership program quickly?
Rather than ‘off the shelf’ programs with fixed content, I offer a flexible library of leadership topics that you can pick and mix from to fast-track the design of a program tailored to your needs. Whether you’re building from scratch or enhancing what you already have, you can select topics from within or across these three categories:
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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 positive operating rhythms
Promote wellbeing
Set expectations and hold people accountable
Empower others and delegate effectively
Coach and provide feedback
Develop others
Lead hybrid teams
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Become a leader-of-leaders
Balance organisational tensions and trade-offs
Influence without authority
Communicate with impact
Facilitate collaborative conversations
Lead change
Have something in mind? Let’s design it together.
Facilitation
Facilitation that leaders look forward to - not just sit through.
Your leaders don’t need another stuffy, lecture-style training. They need development experiences that are engaging, practical, and built for real-world impact.
I bring energy, insight, and adaptability to every session, balancing interactivity and reflection with the right level of challenge. Because I both design and facilitate your leadership program, every element can be tailored to fit your specific requirements.
You can customise your development experience through:
In-person or virtual delivery
Flexible formats - workshops, webinars, conferences or Lunch ‘n’ Learns
Session lengths that align with operational needs
Modular program options that allow time for application and reflection
Integration strategies that embed learning into your existing rhythms, like team meetings, monthly meetups, or quarterly reviews, so development becomes part of how leaders lead, not just something extra on their plate.
Enquire now to customise a format, delivery style, and rhythm that works for your leaders.
Case studies & insights
Trusted by:
Endeavour Group
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ALH Hotels
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BWS
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Dan Murphy's
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Country Road Group
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TAC Transport Accident Commission
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Yarra Valley Water
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Swinburne University of Technology
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The University of Newcastle
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Medibank
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Dentsu
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KingSwim
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Endeavour Group • ALH Hotels • BWS • Dan Murphy's • Country Road Group • TAC Transport Accident Commission • Yarra Valley Water • Swinburne University of Technology • The University of Newcastle • Medibank • Dentsu • KingSwim •