Success in a leadership role is as much to do with behaviour as knowledge or experience. But behaviour is notoriously difficult to change – short-term training is unlikely to make much difference. A coaching relationship maintained over a period of months, sometimes years, can be one of the most effective ways to achieve behavioural change. Our coaches are experienced practitioners in business contexts, many have formal training in conflict resolution and give helpful advice for navigating difficult situations, most are also trained counsellors or psychologists.

We recommend coaching either standalone or in conjunction with our conflict mediation services, career transition programs, training programs and change management consulting advice. Coaching is often the missing piece within leadership development programs that helps to embed learnings and translate them into long-term sustained behaviours.

Did you know? Converge research, via our research arm, Reventure, shows that about half of all Australians are seeking to change their role in the next year. When asked why they were looking for another job, 36% said that they were actively looking to leave their organisation because of the leader directly above them and 46% said that the poor leadership at their workplace was the most stressful part of their job.

With coaching, rapport is important. To speak with some of our coaches and get a feel for our approach, email or call our Leadership Consulting Team on 1300 687 327.


When a key staff member reaches an executive position for the first time, or moves into a new executive role or company, a coach can be an excellent sounding board to ensure the transition is smooth and they perform well in the role. Organisations spend hundreds of thousands of dollars recruiting a top executive and then neglect to spend the relatively small amount on an executive coach that would help that executive perform at their best in the role. The more senior the role, the fewer natural mentors they will find within their company – making an external coach an increasingly important part of an executive’s support network.


Poor leadership costs your company in many ways. But leaders need support to grow and develop into a boss who can build and lead a high performing team. For your staff from first-time frontline managers to middle and senior managers, a coach can be invaluable to help them be the best boss possible. Our leadership and management coaches draw on psychometric tests, style mapping and other tools to help new leaders understand themselves and their own style. Coaches also bring years of experience and knowledge of business to bear in helping advise clients in how to lead and manage people and how to manage the business.


This type of coaching is designed for those situations where a key staff member has an area of weakness and needs specific help improving that area in order to succeed in their role. A performance coach can be a standard part of any performance improvement plan. The brief for a performance coaching relationship is usually developed in a three-way agreement between the coach, the individual and their line manager. This kind of coaching allows potential conflicts of interest to be avoided by allowing HR and line management to have a supportive but more hands-off role and the performance coach to work intensively with the individual.