Partners

Jane McDougall, BBus IRHRM, Dip. Coaching, GAICD, PCC

Jane has been coaching, consultant and facilitating for 10 years. Her specialisation is Board, leadership and organisational effectiveness which sees her leading consulting assignments, Board and organisational reviews. Jane is an online learning & group coaching expert and co-facilitates on our leadership programs. Jane coaches at all levels of the organisation from Board to Emerging Leader. Her corporate career includes roles such as Head of Human Resources, Head of People Strategy and Organisational Development in which she has designed and led change and people initiatives across workforces of nearly 3,000 people. 10 years of Jane’s career was spent in Financial Services.

Nick Petrucco, M Prof Ed, B Soc Sci, IECL

Nick has been consulting for over 20 years with a few side stints as General Manager People and Culture. Nick’s specialisation is all aspects of coaching, human and team dynamics with a personal passion for creating sustainable healthy executives. Nick leads R&D in coaching and wellbeing, ensuring our offering remains relevant and impactful. Nick also leads or co-facilitates on our workshops. Nick’s corporate career spans Banking and Finance, Local Government and Education culminating as Global Head Organisational Development at WorldFish based in Penang, Malaysia driving cultural and leadership outcomes across 8 program countries. Nick is a proud pro-bono consulting partner of the Lighthouse Foundation working to end youth homelessness in Melbourne and beyond.

Clarity4D

Clarity4D has a suit of profiles to help everyone to:

• Understand more about self – both strengths and weaknesses
• Set goals through self-coaching
• Build confidence
• Understand more about others who may have different preferences
• Adapt our communication style for improved relationships
• Form the basis of authentic leadership behaviour
• Provide a framework for a personal development plan
• Create a language of “colour”

The outcomes we can achieve in 1:1 coaching or workshops include:

• Raise self-awareness and the impact we have on others
• Recognise and value the differences in others
• Have a framework, a common language, on which to base future interactions
• Motivate and encourage the team during challenging times
• Identify preferred ways of communicating together, and sharing the preferences
• Create action plans for effective future teamwork

Human Synergistics

Human Synergistics provides options for a variety of profiles:

Life Styles Inventory (LSI) – The LSI 1 assessment tool is specifically designed to help individuals to udnerstand “who am I and what causes me to act the way I do”. The LSI 2 tool enables the individual to recognise how others perceive their behaviour through a simple 360 process.

Leadership Impact (LI) – LI measures the two general types of strategies used by leaders – prescriptive and restrictive – and the extend to which they use each type which determines the impact that they will have on others and ultimately their effectiveness as a leader.

Group Styles Inventory (GSI) – The GSI profile measures the patterns of behaviours that emerge when people work together. This profiles measures “how I saw the team perform” and is used to describe the ways in which a team works together.

Organisational Culture Inventory (OCI) –  The OCI goes to the heart of your organisation’s cultural make-up. It reveals what you’re really asking of your employees and how it affects their performance, motivation and job satisfaction – ultimately providing a foundation stone for achieving successful, sustainable cultural change.

Accredited Multipliers Coach

Becoming a Multiplier matters.

We’ve all had experience with two dramatically different types of leaders.

The first type, Diminishers, drain intelligence, energy, and capability from the people around them and always need to be the smartest person in the room.

The second type, Multipliers, are the leaders who use their intelligence to amplify the smarts and capabilities of the people around them.

Herrmann Brain Dominance Instrument (HBDI)

The HBDI is a preference based instrument that measures and describes the thinking styles of individuals and teams.

HBDI measures thinking preferences – experimental, relational, structural and analytical thinking – and links these preferences to four preferred modes of thinking – abstract, concrete, rational and intuitive – to create a Whole Brain Thinking model.

HBDI also analyses the flow of thinking to enable an individual to understand their thinking process in regular situations as well as when making decisions under pressure.

The Whole Brain Thinking model assists individuals, teams and organisations to measure and harness cognitive diversity, and to positively stretch thinking using common language across a broad scope of areas.