Leadership Development Programs
Leadership development built around behaviour change. Not just inspiration.
Closing the gap between what gets taught in the room and what holds under pressure. For CPOs and senior HR, L&D, and OD leaders who need results they can measure.
Trusted by leading organisations globally
Why your leadership programs don't create lasting behaviour change
Programs are too academic, not practical enough. Your leaders learn the frameworks. They understand the research. They still don't know what to do differently on Monday morning.
There's no support to embed new behaviours. Even when leaders know what to do, they don't have the structure to actually do it consistently. Practical application, peer accountability, and ongoing reinforcement are how new behaviours embed. Without them, the change doesn't last.
The real reasons leaders don't change get ignored. Even with practical tools and proper support, behaviour change can still fail. Some leaders revert under pressure because of internal patterns: the mindsets, identities, and old strategies that pull them back. Until those are resolved, the new behaviours don't fully hold.
You're measuring satisfaction, not behaviour change. Leadership development often gets measured by how leaders rate it. It should be measured by how leaders behave six months later. One tells you how leaders felt. The other tells you whether anything actually changed.
Get the Guide
It includes the underlying research, practical steps to address each pattern, and a diagnostic tool to assess your current programs.
Based on 20+ years supporting organisations around the world, including Fortune 500s.
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How my programs are built differently
Designed for time-poor leaders.
Concepts are taught offline so live sessions go straight to application. Minimal calendar load, maximum value per hour committed.
Tools that transfer to real work.
Tools your leaders can use Monday morning, applied to the actual work: the conversation they've been avoiding, the decision they keep deferring, the team dynamic that isn't working. They walk out knowing exactly what to do next.
A system built to make it stick.
Most programs leave the embedding to chance. Mine doesn't. Every session ends with clear action tasks applied to real work. LeadOS, my companion app, turns each concept into daily practice, from delegation to team alignment to problem solving. And peer accountability structures support peer-based learning.
Inner work.
Tools and systems take leaders a long way. But under pressure, old patterns take over. Drawing on two decades as a psychologist, my programs address the mindsets and beliefs behind how your leaders show up, so new behaviour actually holds.
Measurement built in.
Most programs measure satisfaction. Mine measures behaviour change. Every engagement includes pre and post psychometric assessments, manager 180s, and qualitative feedback, combined into board-ready reports that show what actually changed in how your leaders lead.
CASE STUDIES
Real-world results in leading organisations
Testimonials
Richard’s programs have equipped our senior leaders with a suite of essential practices and tools that help to build and sustain high performance. This highly immersive program has contributed significantly in shifting the dial and enabling our leaders to live a more balanced, integrated life. In an otherwise hectic schedule, our leaders made it a priority to attend over the 12 weeks, which is a terrific endorsement for the significance of this experience.
Ryan Powell
Capability Manager, Bunnings
Frequently Asked
Have questions about leadership development programs?
Leaders typically experience three kinds of shift.
In how they show up day-to-day: less reactive, more strategic, sustaining performance without burning out.
In how they work with their teams: building psychological safety, getting clear on each team member’s strengths so leaders can delegate the right work to the right people, and creating a culture of accountability and ownership.
In how they lead at the enterprise level: thinking beyond their function, influencing cross-functionally, and contributing to problem solving that spans the business.
The specifics depend on what your leaders need most. The through-line is leaders who lead with more impact, less drag, and a clearer sense of where they’re going.
Leadership development that actually changes how leaders lead, not just how they think about leadership.
Two things make that possible.
First, I deliver practical, evidence-based tools that are contextualised and applied to your leaders’ real problems, supported by an embedding system that turns insight into habit: structured action tasks, peer accountability pods, and LeadOS, my bespoke companion app.
Second, I work directly on the inner patterns that block leaders from putting those tools into practice. Drawing on two decades as a clinical psychologist, I help leaders resolve the mindsets, identities, and old strategies that pull them back into old habits under pressure.
I have proven, well-tested programs that can be deployed quickly and effectively for organisations that need to move fast.
For organisations that want deeper customisation, I build programs around your context: your leaders, your industry, your culture, your existing leadership and capability frameworks, and the specific outcomes you need.
The level of customisation is up to you. Some organisations want a fully tailored program developed in close partnership with their senior leadership team. Others prefer the ease of a proven program ready to go. Both work.
We start with a diagnostic conversation to understand what’s the right fit for your situation.
The program is designed for leaders who are already stretched.
Concepts are taught offline so leaders absorb them at a time that suits them. This frees up live coaching sessions for what live time is best for: applying tools to real work.
The first session is focused on productivity and efficiency tools, which leaders apply immediately. This typically gives them back the time they need to engage fully with the rest of the program.
Live sessions are kept tight. The work between sessions is integrated into the leader’s actual workflow rather than added on top.
Most leaders find the program saves them time overall, because what they learn helps them work more effectively.
Measurement is optional, but I strongly recommend it. Without it, you can’t show what actually changed in how your leaders lead.
Drawing on my background as a clinical psychologist and researcher, I use validated psychometric measures and rigorous evaluation methods that you can stand behind.
The standard package includes pre and post psychometric assessments, manager 180s, and qualitative feedback. 360-degree assessments can be added if you want a deeper view.
These are combined into a board-ready report that shows measurable ROI you can take back to the board or your stakeholders.
Yes.
Programs typically run for cohorts of 12 to 25 leaders.
I regularly run multi-cohort engagements across regions for organisations developing leadership capability at scale.
Delivery can be in-person, virtual, or hybrid depending on what works for your leaders and geography.
The embedding system (action tasks, peer pods, LeadOS) replicates consistently across cohorts and regions, so leaders in different locations get the same depth of experience.
Programs are bespoke.
Pricing depends on cohort size, customisation, scope of measurement, and any additional executive coaching layered alongside.
Programs typically run as a multi-month engagement for cohorts of 12 to 25 leaders.
The diagnostic call is the best place to scope this for your specific context.
COMPANIES I'VE HELPED
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Get clarity on what's not working (and what to do instead)
In 30 minutes, we'll diagnose what's blocking behaviour change in your current leadership development and discuss what would work for your leaders.
