Leadership Development
Lead for Impact
Leadership development should change behaviour. A great workshop can create insight. It can't create lasting change on its own. The real test comes afterwards, when leaders go back to full calendars, old habits and the pressure of leading people. That's where development either becomes behaviour or disappears. We design for what happens after the room.
I designed the leadership program at Anglicare Sydney that was named Australia's Best Learning & Development Program in 2026. I also built Yemen's first five-level graduate leadership pathway with USAID and Australian Government funding, and a 12-month graduate program with Sohar Port and Freezone in Oman.
Who it's for
Organisations running graduate development programs, growing new and emerging leaders, developing middle managers promoted from frontline roles, broadening the impact of experienced leaders, and preparing future senior leaders.
What I develop
Capabilities I develop
Lead self
self-awareness, purpose, resilience
Lead people
coaching conversations, feedback, accountability
Lead teams
trust, collaboration, team performance
Lead the organisation
strategy, change, influence, commercial acumen, culture
My Leadership Development approach: experiential learning
Experience → Reflect → Input → Application
Leaders don't change by being told. They change by doing, noticing and trying again. Every program uses a facilitated four-step learning cycle, drawing on David Kolb's experiential learning model.
Experience
A practical, challenging activity or real workplace scenario that brings the leadership issue to life.
Reflect
Leaders step back and make sense of what happened, individually and together.
Input
Short, focused frameworks and tools that explain what they noticed and offer better ways to lead.
Application
Leaders commit to new behaviours and practise them on their real challenges back at work.
The cycle engages every learning style, from activists and reflectors to theorists and pragmatists. It's a refreshing alternative to the information-heavy training many leaders have sat through, and it's the approach I have used since 2008, from Aden and Muscat to Sydney. Leaders discover solutions to their own challenges, which is why the change lasts.
Workshops are one part of the journey, not all of it. Programs combine experiential workshops, small coaching circles, DISC or HBDI profiles, peer learning, workplace challenges and manager involvement, with coaching follow-up to make it stick. We measure change at the start and the end, from reaction and learning through to behaviour and results, because attendance isn't impact. The question isn't “Did they enjoy it?” It's “What are our leaders doing differently?”
Watch this video for more on experiential learning.
Formats
Ways to work together
Leadership Intensives
One- to five-day experiential programs focused on one priority capability, for any level from graduates to executive teams.
Leadership Journeys
Three to nine months for a group of 12 to 20 leaders, in person or blended.
Leading Through Change
Helping leaders create clarity, engagement and momentum through transformation.
Senior Leadership Development
Helping strong functional leaders step up to enterprise responsibility.
Leadership Pathways
Joined-up development across every level of leadership, aligned to your strategy and culture.