Leadership Development FAQ

Straight answers to the questions we hear most often from HR leaders, executives and first-time managers considering our programs.

It depends on the format. Our emerging-leader cohort runs for 12 weeks, with one 90-minute live session each week plus peer-coaching work in between. Executive coaching engagements are either 8 sessions (roughly 3 months) or 16 sessions (5 to 6 months), scheduled fortnightly or weekly depending on your preference.

Team workshops are standalone events: half-day (4 hours including a break) or full-day (7 hours with lunch). Some clients book a series of three workshops spaced a month apart to cover multiple topics.

Yes. About 40 percent of our coaching clients are in Victoria, and we have run workshops in Queensland, South Australia and Western Australia. Coaching sessions happen over video by default, so location does not matter. For on-site workshops outside NSW, we add travel costs at actual expense (flights and one night of accommodation if needed).

Executive coaching starts at $3,200 (plus GST) for an 8-session package. The 16-session package is $5,800. Team workshops start at $4,500 for a half-day and $7,200 for a full day, both for groups of up to 20 participants. The 12-week emerging-leader program is $2,800 per participant, with a 10 percent discount when you enrol four or more people from the same organisation.

We invoice 50 percent before the program starts and 50 percent at the midpoint. For programs over $15,000, we can arrange monthly billing.

Every coaching and cohort engagement begins with a 360-degree feedback survey. We use a proprietary 28-question instrument that measures five leadership competencies: communication clarity, decision-making, delegation, conflict resolution and team trust. Raters include the participant's direct reports, peers and manager.

We repeat the survey at week 10 (for cohorts) or after the final coaching session. Participants receive a comparison report showing movement on each competency. In our 2023 and 2024 cohorts, the median improvement was 17 to 19 percent across all five areas.

For team workshops, we use a shorter pre-and-post survey focused on the specific topic of the session. We also check in with the team leader 60 days after the workshop to see what has stuck.

We have a core team of four facilitators and two associate coaches. Every facilitator has at least ten years of people-management experience in industry before joining us. Their backgrounds include healthcare operations, financial services, technology startups and government. You can read more about each person on our About page.

We match facilitators to clients based on industry familiarity and coaching style. If the match does not feel right after two sessions, we will reassign you at no extra cost.

Absolutely. About half of our workshop engagements are customised. The process works like this: we do a 45-minute discovery call with the team leader and HR sponsor, review any existing engagement survey data you can share, and then design the session around two or three specific behaviour shifts you want to see.

Custom workshops take about three weeks of lead time. The price is the same as our standard workshops unless the scope requires more than one facilitator.

Cancellations made 14 or more days before the scheduled start date receive a full refund. Cancellations within 14 days incur a fee of 50 percent of the program cost, because by that point we have completed preparation work and blocked facilitator time. Rescheduling (rather than cancelling) is free with at least 7 days notice.

For coaching engagements, individual sessions can be rescheduled with 24 hours notice. Missed sessions without notice count as used.

Our emerging-leader program is designed for people who are about to step into a management role or have been in one for less than a year. If someone is still an individual contributor but their organisation has identified them as a future leader, they are welcome to join. About a quarter of our cohort participants are in that position.

We do not currently offer a program aimed at people with no management trajectory. Our methods are built around the specific challenges of leading others: giving feedback, running meetings, handling conflict between team members. Without that context, the exercises would not land the same way.

Still have questions?

We are happy to talk through your situation on a 20-minute call. No sales pitch, just a frank conversation about whether our programs are a good fit.

Contact us

How to get the most from a program

Over seven years of running these programs, we have noticed patterns in who gets the biggest results. Here are three things that make a real difference.

First, participants who share their development goals with their direct reports see faster change. When your team knows you are working on, say, being more decisive, they start noticing and reinforcing the new behaviour. It creates a feedback loop that accelerates learning.

Second, managers who do the between-session exercises consistently outperform those who cram them the night before. Each exercise takes about 30 minutes and involves practising a specific skill in a real meeting or conversation. Skipping them means you are learning about leadership rather than practising it.

Third, having a sponsor inside the organisation matters. This is usually an HR leader or the participant's own manager. The sponsor does not attend sessions, but they check in monthly, remove obstacles, and help the participant apply what they are learning to real projects. Programs with an active sponsor produce roughly 25 percent better 360 scores than those without one.