Coaching Services
Capability Statement
2026
What to Expect from Future Leadership
The future belongs to a new breed of leaders. Future Leadership is the differentiator for a thriving community of individuals, teams and organisations who believe success is driven by inclusion, enabled by future capability, and by sustainable ecosystems.
As a certified B Corp, we operate an impact business model, intentionally designed to create positive social and environmental outcomes for people and planet. We know that the future is a given, but leadership is not. When clients partner with us they can be assured of ethical decision making and responsible supply chain managment. Our team shows up every day living, learning, working and partnering by the values of care, collaborate, solve and impact. Together with our clients we identify better leaders, develop better leadership teams, and transform leading organisations, for a better world.
View our B Corp certification here.
For over 20 years, we have intentionally sourced diverse leaders, developed inclusive teams, and influenced equitable pipelines. While gender is only one measure of diversity, more than 50% of our senior appointments for a quarter of a century, have seen high calibre women placed at leadership tables. As we reach 25% of Australia's board and executive population, intersectional diversity underpinned by future capability continues to be a priority. We are proud to be an inclusive employer.
Future Leadership is a collective of founders and future thinkers who share a common belief in better leadership for a better world. We have been recognised as a Great Place to Work for the past three years as our team continues to grow. By integrating seven specialised talent businesses into one Future Leadership ecosystem, clients connect with a trusted advisor where one common approach is underpins many customisable solutions.
Our Future Leadership Capability Framework assesses leaders and their teams against 16 capabilities necessary to adapt to our rapidly changing operating environment. Specially designed for leaders, executives, and boards, the framework underpins everything we do at Future Leadership. From sourcing and attracting talent, to leadership development and wellbeing, to succession planning and transition, right through to delivering on-demand executives. The Future Leadership Capability Framework measures the cross-professional, multi-disciplinary attributes individuals should possess in order to effectively drive an organisation’s strategic direction and orient teams to a desired culture. Read our Future Capability whitepaper here.
Integrated Leadership Solutions
Coaching: A Development Methodology Designed to Support Your People
At Future Leadership, our Coaching services are grounded in a continuous cycle of explore, learn, apply, and reflect, ensuring individuals and leaders build the confidence, capability, and clarity needed to thrive in their next chapter.
Coaching Product Suite
Empowering growth through innovative coaching solutions
Leadership Effectiveness Coaching
Leadership Effectiveness Coaching provides a structured space for reflection, challenge and development, enabling leaders to strengthen decision-making, increase leadership impact, and sustain performance in complex environments
Valuable for all levels of leadership (new or established) needing sharper impact, stronger influence or a specific behavioural shift. The Program will be tailored to leaders across the development spectrum, from high potentials to leaders not currently meeting expectations.
In the Leadership Effectiveness Program, coaching is tailored to the individual leader, their role context, and the leadership outcomes they seek to strengthen. Our approach is anchored in Future Leadership’s Model of Leadership, which focuses on three integrated domains: Context, Capability and Capacity.
This approach is particularly relevant for leaders who are:
- seeking to lift their overall leadership effectiveness and impact
- navigating complex stakeholder, team or organisational dynamics
- strengthening their strategic contribution and enterprise mindset
- building confidence, clarity and consistency in how they lead
- seeking to shift behaviours that may be limiting their influence, performance or leadership shadow
The coaching provides a structured yet flexible pathway to help leaders better understand the context in which they operate, strengthen the leadership behaviours that build trust, alignment and performance, and develop the personal capacity required to lead with greater clarity, confidence and impact.
1. Leading in Context
We begin by exploring the leader’s operating environment - strategic priorities, stakeholder landscape, governance expectations, performance pressures, and organisational culture. This includes clarifying what leadership requires in their role, aligning expectations with their manager and peers, and identifying the mindset shifts required to lead at the next level.
Outcomes:
- Clear articulation of leadership goals and success measures
- Alignment between individual priorities and organisational strategy
- Defined coaching focus linked to enterprise impact and future progression
2. Strengthening Leadership Capability
Coaching focuses on the behavioural capabilities required of the leader's strategic thinking, influence across complex stakeholder groups, communication clarity, decision-making, culture shaping, and leading through ambiguity and change.
Where appropriate, evidence-based diagnostics such as the Hogan Suite (HPI, HDS, MVPI) or Life Styles Inventory (LSI 1 & 2) may be used to provide a behavioural baseline and accelerate insight.
Development centres on translating insight into observable behavioural shifts: holding constructive conversations, setting clear expectations, managing performance, influencing without authority, and modelling a constructive leadership shadow.
Outcomes:
- Stronger executive presence and influence
- Enhanced communication and stakeholder effectiveness
- Greater confidence in navigating complexity and leading change
3. Building Leadership Capacity
Sustainable performance requires disciplined energy management, prioritisation, and reflective practice. This stream focuses on strengthening leadership rhythm, balancing strategic thinking, operational delivery, and people leadership while managing cognitive load and decision fatigue.
The aim is to enhance clarity under pressure, resilience in high-accountability environments, and the capacity to think systemically rather than reactively.
Outcomes:
- More intentional deployment of time, energy and attention
- Improved balance between strategy, delivery and culture
- Increased resilience and sustainable performance
Consolidating Growth and Future Readiness
Toward the conclusion of the engagement, we synthesise learning and align development to long-term career trajectory and organisational needs. This includes clarifying ongoing development priorities, embedding leadership routines, and identifying stretch opportunities to continue capability growth.
Program Structure
Our programs can be tailored to the needs of the individual and the organisation. Our signature Leadership Effectiveness program includes the following:
- Eight (8) x 60-minute individual coaching sessions delivered over 6 months
- Two (2) structured triad sessions with the participant's manager:
- Commencement triad to align on development priorities, role expectations, and success measures
- Conclusion triad to review progress, consolidate learning, and embed shared accountability for ongoing growth
Development Diagnostics
- The Future Leadership Capability Framework (FLCF) assessment provides a structured, enterprise-aligned evaluation of a leader’s strengths and development areas across the core capabilities required for senior leadership effectiveness. It is included early in the engagement to establish a clear behavioural baseline, align development to organisational expectations, and sharpen focus on the capabilities that will generate the greatest impact.
- One evidence-based psychometric assessment to accelerate insight and focus development, determined in consultation with the leader:
- Hogan Suite (HPI, HDS, MVPI) to explore strengths, derailment risks, and values drivers; or
- Life Styles Inventory (LSI) to examine leadership thinking and behavioural impact on culture
Future Exchange Community Access
- Access to the Future Exchange — our curated leadership community designed to extend development beyond the coaching conversation. This includes invitations to leadership briefings and events, access to contemporary research and thought-leadership insights, and opportunities to connect with senior leaders across sectors to broaden perspectives and build peer networks.
Measurement and Accountability
- Clear development goals established at the outset
- Ongoing progress review
- Closing summary of themes, strengths and next-step development priorities
This structure ensures the leader receives both personalised depth and organisational alignment, with accountability for development shared between the individual and their manager.
Executive Signature Program
$8,600 +GST
Manager Signature Program
$7,000 +GST
On-boarding & Career Progression Coaching
We differentiate between on-boarding coaching and career progression coaching, recognising that leaders require different forms of support depending on their transition point and development needs.
On-boarding coaching is designed to support leaders who are newly appointed into a role or organisation, helping them to establish early credibility, build key relationships, and successfully transition into their new leadership context.
Career progression coaching supports leaders as they prepare for or move into more complex roles, with a focus on building capability, confidence, and readiness for increased scope, influence, and accountability. Career progression coaching also incorporates retention-focused coaching, particularly for high‑potential internal leaders who have been unsuccessful in competitive selection processes for internal opportunities. This support is critical to maintaining engagement and motivation and to strengthening readiness for future opportunities.
Coaching is tailored to the individual leader, their role context and their career aspirations. Our approach is anchored in Future Leadership’s Model of Leadership, which focuses on three integrated domains: Context, Capability and Capacity.
1. Leading in Context
The first phase focuses on helping the leader understand the strategic and organisational context they are stepping into, or the broader context they will need to navigate as they progress toward executive roles.
This includes clarifying business priorities, performance expectations, stakeholder dynamics, culture, governance requirements and what success looks like in the role.
For leaders onboarding into a new role, this may include developing a 30-60-90 day plan, understanding “how things get done here,” identifying opportunities and risks, and building a clear view of the business agenda.
For leaders exploring executive progression, the focus is on building enterprise perspective, understanding the shift from functional leadership to whole-of-organisation contribution, and identifying the strategic mindset required at the next level.
Focus areas may include:
- understanding the business agenda and key success measures
- clarifying role expectations and enterprise contribution
- mapping stakeholders, governance requirements and decision dynamics
- identifying opportunities, risks and cultural norms
- developing a 30-60-90 day plan or longer-term progression plan
- defining strategic intent and organisational footprint
Outcomes:
- Clear understanding of the leader’s operating context
- Alignment between role expectations, business priorities and leadership goals
- Stronger enterprise perspective and strategic focus
- Defined coaching objectives linked to onboarding success or career progression
2. Strengthening Leadership Capability
The second phase focuses on the leadership capabilities required to succeed in senior roles and prepare for broader executive accountability.
Coaching supports the leader to translate insight into practical behavioural shifts — how they communicate, influence, make decisions, build trust, lead teams and shape culture.
For onboarding leaders, this includes establishing credibility, aligning with key stakeholders, taking charge of the team and setting the leadership agenda.
For leaders seeking career progression, this includes strengthening executive presence, stakeholder influence, strategic communication, confidence, and readiness for more complex leadership environments.
Focus areas may include:
- clarifying leadership style and communication approach
- building stakeholder maps and strengthening alliances
- influencing across functions, peers, executives and Board members
- setting expectations and leading team performance
- managing critical conversations and accountability
- shaping a constructive leadership shadow
- identifying strengths and development priorities against the Future Leadership Capability Framework
Outcomes:
- Stronger executive presence and leadership confidence
- Improved stakeholder influence and relationship effectiveness
- Clearer communication and decision-making
- Greater ability to lead teams through complexity, ambiguity and change
- Increased readiness for broader executive accountability
3. Building Leadership Capacity
The third phase focuses on the personal capacity required to lead well in senior roles.
Senior leadership requires more than capability. It requires disciplined attention, energy management, resilience, emotional steadiness and the ability to think strategically under pressure.
Coaching helps leaders establish the rhythms, habits and reflective practices that enable sustainable performance. This is particularly important during onboarding, where the leader must absorb new information quickly, build credibility and make early decisions, while also managing pressure and ambiguity.
For leaders exploring executive progression, the focus is on building the personal readiness to operate at greater scale, hold complexity, lead through uncertainty and maintain impact over time.
Focus areas may include:
- managing time, energy and attention
- balancing strategy, delivery, people leadership and culture
- building resilience in high-accountability environments
- strengthening self-awareness and reflective practice
- understanding personal derailers and pressure patterns
- engaging with culture before seeking to shift it
- defining an individual learning plan and ongoing development priorities
Outcomes:
- Increased resilience and clarity under pressure
- More intentional leadership routines and habits
- Stronger ability to balance competing demands
- Improved capacity to lead systemically rather than reactively
- Sustainable performance and continued development beyond the coaching engagement
Toward the end of the engagement, the coach and leader synthesise key insights, progress and development priorities. This includes clarifying the leader’s ongoing learning plan, identifying stretch opportunities, and aligning future development with both organisational needs and career aspirations.
Program Structure
Our signature on-boarding program includes:
1 x 60-minute diagnostic debrief and goal-setting session
This initial session focuses on reviewing insights from any assessment tools used during recruitment or onboarding, such as the Hogan Personality Inventory, and identifying key leadership strengths, risks and development areas.
The leader will also complete a short self-assessment against the Future Leadership Capability Framework to help clarify learning objectives and define the coaching focus.
5 x 60-minute one-to-one coaching sessions
These sessions are held monthly and focus on the core leadership agendas required for successful onboarding and future progression.
3 x 30-minute check-ins by phone
These are conducted after sessions 2, 4 and 6 to maintain momentum, support application and address emerging leadership challenges.
The program is delivered over approximately six months.
Development Diagnostics
The Future Leadership Capability Framework (FLCF) assessment provides a structured, enterprise-aligned evaluation of a leader’s strengths and development areas across the core capabilities required for senior leadership effectiveness. It is included early in the engagement to establish a clear behavioural baseline, align development to organisational expectations, and sharpen focus on the capabilities that will generate the greatest impact.
One evidence-based psychometric assessment to accelerate insight and focus development, determined in consultation with the leader: Life Styles Inventory 1 (LSI) or Hogan HPI/HDS assessments
Future Exchange Community Access
Access to the Future Exchange, our curated leadership community designed to extend development beyond the coaching room. This includes invitations to leadership briefings and events, access to contemporary research and thought-leadership insights, and opportunities to connect with senior leaders across sectors to broaden perspectives and build peer networks.
Executive Signature Program
$8,600
Interpersonal Effectiveness Coaching
Interpersonal Effectiveness Coaching provides a structured and confidential space to address interpersonal challenges early, helping individuals improve communication, rebuild trust, and navigate conflict constructively. The coaching approach supports stronger working relationships and restores productive collaboration across teams and stakeholders.
Valuable for professionals experiencing challenges in working relationships or interpersonal dynamics. This coaching especially benefits scenarios where one or more individuals are struggling with relational issues or workplace tension, and need support to strengthen communication, rebuild trust, and restore effective working relationships.
Coaching is tailored to the individual leader, their role context and the interpersonal dynamics they are seeking to strengthen. Our approach is anchored in Future Leadership’s Model of Leadership, which focuses on three integrated domains: Context, Capability and Capacity.
This approach is particularly relevant for executives who are:
- navigating challenging interpersonal dynamics with colleagues, peers or key stakeholders
- seeking to rebuild trust, communication and working relationships
- experiencing tension, misalignment or recurring conflict within the leadership team
- wanting to strengthen their ability to engage in difficult conversations constructively
- seeking to improve their leadership impact, influence and professional relationships
The coaching provides a structured yet flexible pathway to help leaders understand the context in which these interpersonal dynamics are occurring, strengthen the behaviours required to communicate and collaborate more effectively, and build the personal capacity needed to remain constructive, composed and purposeful under pressure.
1. Leading in Context
We begin by understanding the executive context in which interpersonal effectiveness is required. This includes the organisation’s strategic priorities, governance environment, stakeholder landscape, decision-making forums, performance expectations and cultural norms.
At this stage, we explore how the leader currently engages with colleagues and stakeholders, including where trust may have been strengthened or eroded, how tension is managed, how differences of perspective are navigated, and where communication patterns may be helping or hindering effective working relationships.
Where appropriate, evidence-based diagnostics may be used to provide a shared language and behavioural baseline, accelerating insight into leadership impact, interpersonal risk factors and patterns that may emerge under pressure.
Outcomes
- Clear articulation of interpersonal effectiveness goals linked to leadership expectations
- Greater understanding of the relational and organisational context contributing to current dynamics
- Agreed coaching focus areas tied to trust, communication, collaboration and leadership impact
2. Strengthening Leadership Capability
Coaching focuses on the interpersonal capabilities required to work effectively with colleagues, peers and stakeholders in complex environments. This includes communication clarity, constructive challenge, active listening, influence, stakeholder management, conflict navigation and the ability to build trust across different perspectives.
Development centres on translating insight into observable behavioural shifts, in particular how the leader shows up in meetings, prepares for difficult conversations, responds to feedback or tension, manages disagreement, and contributes to a more constructive working environment.
The coaching also supports the leader to identify unhelpful patterns, strengthen accountability for their own impact, and develop practical strategies for improving day-to-day interactions with colleagues.
Outcomes
- Stronger interpersonal influence and communication effectiveness
- Improved ability to navigate difficult conversations and resolve tension constructively
- Greater consistency between leadership intent and interpersonal impact
- Strengthened trust, professionalism and collaboration in key working relationships
3. Building Leadership Capacity
Sustained interpersonal effectiveness requires personal capacity; the ability to remain clear, composed and intentional in challenging interactions. This stream focuses on strengthening emotional regulation, perspective-taking, reflective practice and resilience in high-accountability environments.
Leaders are supported to manage reactivity, reduce defensiveness, and respond more thoughtfully in moments of pressure or disagreement. This helps them shift from reactive patterns to more constructive, deliberate and values-aligned leadership behaviour.
Outcomes
- Increased clarity and composure in challenging interpersonal situations
- Greater self-awareness of triggers, assumptions and behavioural patterns
- Improved ability to respond constructively rather than defensively
- Enhanced resilience and sustainable leadership performance
Toward the conclusion of the engagement, learning is synthesised and aligned to ongoing leadership and organisational needs. This includes clarifying future development priorities, embedding agreed interpersonal leadership practices, and identifying practical ways to continue strengthening trust, communication and collaboration beyond the coaching engagement.
Our signature program includes:
5 coaching sessions over four weeks.
Combines individual coaching, facilitated group or subgroup sessions, and manager check-ins to address interpersonal challenges in a structured and constructive way – dyads/triads.
Participants receive individual coaching to build self-awareness and communication capability, alongside facilitated sessions where issues can be explored collectively and practical solutions developed.
Manager check-ins support alignment and accountability, with follow-up coaching used to consolidate learning and embed more effective working relationships in day-to-day leadership practice.
Development Diagnostics
To establish a clear behavioural baseline and sharpen development focus, the program includes:
Future Leadership Capability Framework (FLCF) assessment: A structured, enterprise‑aligned assessment providing insight into leadership strengths and development priorities, including those most critical to interpersonal effectiveness at the executive level.
One evidence‑based psychometric assessment, selected in consultation with the executive, such as:
• Hogan HPI/HDS - can be very useful in resolving interpersonal conflict because it helps a leader understand both their everyday interpersonal style and the behaviours that may emerge under pressure.
• Influencing Styles Diagnostic - may be used to help the leader better understand their natural influencing preferences and identify opportunities to broaden their range. This can support more effective stakeholder engagement, stronger cross-functional relationships and greater impact in complex leadership environments.
Diagnostics are used to accelerate insight and focus development, not to label behaviour.
Stakeholder Alignment
Where appropriate, targeted stakeholder input may be incorporated to:
• Clarify expectations for executive interpersonal behaviour
• Identify relational strengths and risks
• Strengthen alignment between the executive, their peers and the broader organisation
Future Exchange Community Access
Access to the Future Exchange, our curated leadership community designed to extend development beyond the coaching room. This includes invitations to leadership briefings and events, access to contemporary research and thought-leadership insights, and opportunities to connect with senior leaders across sectors to broaden perspectives and build peer networks.
$9,500 +GST
An optional diagnostic may be included to support insight and focus: Thomas Killman Conflict Styles, Influencing Styles or Facet 5 at an additional fee.
Coaching Circles
Coaching Circles provide a structured, peer‑based approach to leadership development that shifts learning from something done in isolation to something experienced in context, alongside others facing similar challenges. Participants bring real, current leadership issues into a facilitated, confidential group setting, where they work through them with a small, trusted cohort. This creates a balance of practical problem‑solving, reflection, and shared insight, with enough structure to ensure depth and progression over time.
We offer three tailored Coaching Circle programs—for emerging leaders, mid‑level leaders, and senior leaders—each aligned to the evolving leadership expectations, scope of influence, and complexity at that stage. While the context differs, all participants share a common need: they are navigating ambiguity, competing priorities, and challenges without straightforward answers. Coaching Circles provide a valuable space to test thinking, build capability, and learn from peers, strengthening both individual effectiveness and collective leadership capability across the organisation.
Coaching Circles provide a confidential, facilitated peer‑coaching environment designed to strengthen leadership judgement, interpersonal effectiveness and impact across the organisation. At Future Leadership, our approach is grounded in our Model of Leadership, which recognises that sustainable leadership effectiveness sits at the intersection of Context, Capability and Capacity, and is expressed through how leaders behave, influence, decide and lead within their environment.
We offer three tailored Coaching Circle programs—for emerging leaders, mid‑level leaders, and senior leaders—each designed to reflect the increasing complexity, scope of influence and organisational expectations at each stage. While the context differs, all participants are navigating ambiguity, competing priorities and leadership challenges that require thoughtful judgement rather than straightforward answers.
1. Leading in Context
Across all levels, leaders operate within organisational systems shaped by priorities, stakeholders, and constraints. Coaching Circles create space to step back from day‑to‑day demands and examine how context influences leadership choices, relationships and decision‑making.
Participants bring live challenges into the circle—from transitioning into leadership, to managing across teams, to navigating enterprise‑level complexity—enabling shared sense‑making around priorities, stakeholders, roles and impact. Through facilitated dialogue, leaders broaden perspective and develop more effective responses to the situations they face.
Outcomes
- Stronger understanding of organisational and stakeholder context
- Improved judgement in navigating complexity and competing priorities
- Greater clarity on leadership impact within and beyond immediate teams
2. Strengthening Leadership Capability
Capability development focuses on the leadership behaviours most critical at each stage, including communication, influence, feedback, decision‑making, and leading through change. As leaders progress, the emphasis shifts from personal effectiveness to influencing others, shaping outcomes, and leading across boundaries.
Through structured peer inquiry and reflection, participants test assumptions, surface blind spots and refine how they engage with colleagues, teams and stakeholders. The circle environment supports leaders to translate insight into practical behavioural shifts that improve leadership effectiveness.
Outcomes
- Enhanced interpersonal effectiveness and influence
- Improved quality of conversations, decisions and leadership interactions
- Greater alignment between leadership intent and impact
3. Building Leadership Capacity
Sustained leadership effectiveness requires capacity—the ability to remain clear, composed and intentional under pressure. Coaching Circles create dedicated space for reflection, regulation and learning, supporting leaders to manage workload, complexity and the interpersonal demands of leadership.
The group setting normalises challenge and reduces isolation at all levels of leadership, strengthening participants’ ability to respond thoughtfully rather than react under pressure.
Outcomes
- Increased composure and clarity in challenging situations
- Reduced reactivity and more intentional leadership responses
- Greater resilience and sustainable leadership performance
Integration and Sustainability
Learning in Coaching Circles is cumulative and applied. Leaders bring real challenges, test new approaches between sessions, and reflect on outcomes with peers, embedding development directly into day‑to‑day leadership practice.
Program Structure
We offer three distinct Coaching Circle programs, each tailored to a specific stage of leadership—emerging leaders, mid‑level leaders, and senior leaders. Each program is designed to support leaders in navigating the unique challenges, scope of influence, and organisational expectations associated with their level, and is delivered as a six‑month virtual Coaching Circle.
Our signature program includes:
• Six (6) × 90‑minute virtual Coaching Circle sessions, delivered over six months
• Three (3) Learning Labs focused on curated leadership topics, aligned directly to the level of leadership challenge being addressed.
• Groups of up to 8 participants.
Development Diagnostics (Optional)
Optional integration of behavioural or leadership diagnostics (e.g. Facet5, LSI, Hogan), where appropriate, to deepen insight and accelerate learning:
• Facet5 psychometric assessment — personality and behavioural assessment based on the internationally recognised Five Factor Model (Big Five) of personality.
• Life Styles Inventory (LSI 1 & 2) — examining leadership thinking patterns and interpersonal impact on culture
• Hogan assessments — providing insight into interpersonal strengths, derailers and motivational drivers
Facilitation and Learning Design
• Structured peer‑coaching methodology focused on inquiry, reflection and action
• Curated Learning Topics aligned to leadership context/challenge
• Clear group protocols to support trust, confidentiality and constructive challenge
• Practical tools and frameworks to support interpersonal effectiveness, influence and decision‑making
Senior Leader Program
$12,000 +GST
Mid-Level Leader Program
$9,000 +GST
Emerging Leader Program
$9,000 +GST
Career Transition Coaching
Career Transition Coaching provides structured support during career transition, helping leaders navigate change with clarity, confidence and momentum. Coaching supports individuals to reflect on their experience, clarify future direction, and position themselves effectively for the next chapter of their career.
Valuable for professionals navigating career transition, organisational change, or role separation.
This includes executives, senior leaders and professionals seeking structured support to clarify career direction, articulate their value, and confidently pursue their next opportunity.
Career Transition Coaching is anchored in Future Leadership’s integrated focus on Context, Capability and Capacity, ensuring participants are supported to understand their current career landscape, articulate their value with confidence, and move forward with clarity, purpose and momentum.
This approach is particularly relevant for leaders who are:
- navigating a career transition or role separation
- seeking clarity about their next career direction
- exploring new executive, consulting, portfolio or board opportunities
- needing to reposition their experience, strengths and leadership value
- wanting practical support with career tools, market positioning and interview preparation
- rebuilding confidence and momentum during a period of professional change
Coaching provides a structured yet flexible pathway to help participants reflect on their career story, understand the market and opportunities available to them, strengthen their personal positioning, and build the confidence and practical tools required to take their next step.
The visual pathway summarises the core stages of the career transition process. While each engagement is tailored to the individual’s context and goals, the pathway typically moves from self-reflection and career clarity, through opportunity exploration and practical preparation, to a forward plan that supports confident next steps.
1. Understanding Career Context
We begin by understanding the participant’s career history, current circumstances, transition context and future aspirations. This includes exploring their leadership experience, achievements, strengths, motivations, market preferences and any practical considerations shaping their next move.
At this stage, the focus is on helping participants make sense of where they are now, what matters most in their next chapter, and how their experience translates into future opportunities.
Outcomes
- Clearer understanding of career direction and transition priorities
- Greater insight into strengths, motivations and transferable value
- Defined focus areas for the career transition process
2. Building Career Transition Skills
Coaching then focuses on the practical career capabilities required to move forward confidently. This may include refining the participant’s career narrative, strengthening their executive CV and LinkedIn profile, developing a compelling value proposition, identifying target markets and roles, and preparing for networking, interviews and selection processes.
The focus is on helping participants present their experience in a clear, credible and market-relevant way, while building the confidence to pursue suitable opportunities.
Outcomes
- Stronger personal positioning and career narrative
- Practical, market-ready career tools and collateral
- Improved confidence in networking, interviews and opportunity conversations
3. Building Personal Capacity
Career transition can be both practical and personal. Coaching supports participants to maintain confidence, resilience and momentum through the uncertainty of change. This includes managing setbacks, sustaining motivation, making considered decisions, and staying connected to their broader sense of purpose and professional identity.
The focus is on helping participants remain clear, proactive and grounded as they navigate the transition and make decisions about their future.
Outcomes
- Increased confidence and resilience during career change
- Greater clarity and composure in decision-making
- Sustained momentum toward future career goals
This structured approach ensures career transition support is anchored in context, translated into practical capability, and sustained through strengthened personal capacity.
Participants will be matched with an executive career coach based on their executive expertise and experience.
Programs can be tailored to the needs of the individual and the organisation. Our signature program includes:
- Six (6) 60‑minute one‑to‑one executive career coaching sessions with an experienced executive transition coach
- Hogan HPI / HDS assessment and debrief to deepen insight into leadership strengths and potential derailers under pressure
- Future Leadership Capability Framework (FLCF) assessment to align leadership capability with future executive opportunities
- Membership to Future Exchange, providing access to executive learning, insights and peer community
- Subscription to Future Leadership's innovative Career Accelerator platform which offers multiple resources designed to help you secure a new role in today's world of work
Executive Signature Program
$7,500 +GST
Manager Signature Program
$6,000 +GST
Access our Digital Learning Platform
Career Accelerator
Our career coaching can be augmented with the use of our innovative Career Accelerator platform. Through a unique user name and password, this system shares videos, downloads and multiple resources designed to help someone secure a new role in today's world of work. Used on its own, or combined with coaching support, the platform provides as-you-need-it practical career transition advice.
Executive Accelerator
Gain 24/7 access to our digital transition platform, Executive Accelerator. Designed by Australian executives for Australian executives.
Executive Accelerator is a proprietary platform curated exclusively for Executives and the C-Suite. The system has everything Executives need to transition outside of their current role provided in a simple, contemporary user-friendly manner including thought leadership, ebooks, case studies and step-by-step guides.
Completed in 2021, the platform is current and relevant to the VUCA mid-pandemic world executives live in.
Five Sequential Modules
- Managing change, focused resilience and emotional wellbeing
- Crafting your exit story to manage optics and intentional messaging
- Embracing your current identity & social adjustment
- Reflection, self-assessment & insights – strengths, motivators, values, capabilities, expertise, competencies, transferrable skills & needs.
- Recognising self development opportunities
- Developing success stories for use in, applications, interviews and networking
- Future focused mindset - Learn, unlearn relearn & embracing change
- Build your transition roadmap
- Understanding the emerging environment & changing world of work
- Evaluating current career status & where to next?
- Exploring what problems, you may want to solve?
- Career options including - positions, sector / specialisation,self- employment, portfoliocareer, interim work, further education, career change.
- Consider your financial situation – short and long term objectives
- Planning for impact - board roles, advisory, committees, volunteering, mentoring, legacy management/ philanthropy
- Securing your advocates & referees
- Skills gap identification & devising appropriate learning pathways
- Build your value proposition. Why you?
- Create or review your personal brand and on-line brand including LinkedIn, Twitter & online profiles
- Activity to build brand, reputation and marketability
- Create all application collateral necessary - contemporary cover letters, applications, CV & Bio
- Websites, marketing collateral update
- Activate role search – visible & hidden job market
- Explore roles & responsibilities
- Build & expand your network – create a strategy for contacts, LinkedIn & direct approaches
- Networking practice and support
- Working with Search consultants – who, how, when. Introduction to Search team
- Job applications – responses, KSC, cover letters, tailored resumes, psychometric assessment
- Transitioning across sectors
- Prepare for your interviews. Focused on relevant research – Board, Chair, strategy etc
- Interview practice & feedback - panel interviews, assessment centers, virtual, behavioural
- Actioning & updating the plan
- On going support, advice and motivation§Evaluating job offers, ensuring alignment
- Salary negotiation & terms of employment
- Planning for a successful integration
- Understanding success factors in the new role, board and team relationships, culture & alignment
- Informing & maintaining networks
- Continued leadership development
The Model of Leadership
In a rapidly changing world, we always begin with context; the ask of leadership. Once clear, we move to the capabilities required. Finally, we work through the capacity for the leader to unlock their full potential. The Model of Leadership underpins the selection, assessment and development of leaders. It shapes how we enable individual, team, and organisational performance for a sustainable future.
Our Executive Coaching Team
Aly O'Shannessy | Executive Coach & Coaching Practice Lead
Aly is a senior executive coach and leadership consultant with over 25 years of global experience driving measurable outcomes in leadership, performance, and organisational effectiveness. At Future Leadership, she leads the coaching practice. Her consulting career spans ASX-listed companies, multinationals, government, education, and not-for-profit sectors, where she has worked with CEOs, CHROs and senior leadership teams to navigate changing priorities and lead complex transformations in culture, capability, and organisational performance.
Dr Marianne Broadbent | Executive Coach & Managing Partner
Dr. Marianne Broadbent works with top level companies and government organisations every day on their leadership, people, talent and capability challenges. She enables global, ASX-listed, private and Government organisations, Boards, CEOs, C-level executives and senior leaders to shape and develop strategic executive and team capabilities. With experience in global firms around the world Marianne is dedicated to empowering and supporting senior leaders to be the best they can be.
Adam Kyriacou | Executive Coach and Managing Partner
Adam is a Managing Partner at Future Leadership and heads Customer Experience incorporating Enterprise Sales, Client Solutions and Talent Experience. He specialises in delivering client and candidate-led people solutions across the private and public sectors. He has held executive leadership roles and set up international operations in people solutions businesses across government, commercial and not-for-profit organisations in the UK and Australia and has worked with clients for over 20 years to help solve their toughest executive people challenges.
Michelle Loader | Executive Coach and Managing Director
Michelle Loader is an experienced Owner, Director and CEO with an extensive history leading change in both large and small organisations. She has led service-based businesses across many sectors in Australia, New Zealand and Asia, and specialises in growth, transformation, and the enablement of purpose-led cultures.
Michelle leverages her broad Senior Executive and CEO experience alongside a deep knowledge of Executive leadership capability and talent to partner with leaders as an Executive Coach.
Dr Marcele de Sanctis | Executive Coach and Managing Partner
Marcele co-founded the Centre For Leadership Advantage (CLA) in 2016. Under her leadership as CEO, CLA was awarded an exclusive position on the Financial Review in Australia’s 2020 Fast Starter’s rankings. In September 2021, Marcele led the acquisition of CLA by Future Leadership. She is now the Managing Partner of CLA, leading a team of organisational psychologists/scientist-practitioners, leadership specialists and thought-leaders who deliver leadership assessment, development, transition and wellbeing solutions throughout Australia for global, ASX-listed, large private and public sector clients. She currently sits on the National Education Advisory Committee for the AICD.
Naomi Fox | Executive Coach and Partner, Advisory
Naomi Fox is a Partner in Future Leadership’s Advisory business, leading our Executive Insights practice. She is passionate about partnering with leaders using evidence-based insights to transform and future-proof organisations. Naomi has worked across sectors and industries in consulting roles and as a People & Culture Executive in large complex organisations. She knows that real-world change happens when you adopt human-centred, generative approaches that value stakeholder perspectives, and develop and grow leaders to enable them to build cultures that everyone wants to be a part of.
Dale Bracegirdle | Executive Coach and Senior Partner, Advisory
Dale brings 11 years of experience as an executive coach and 25 years of corporate experience. Most recently he was the Business Director leading a transformation of the University of Sydney Health Executive Education unit. In 2019-2022 he worked as a senior human resources manager at NEOM in Saudi Arabia, leading the Talent, Learning and Organisational Development function. Prior to NEOM, Dale worked in Sydney at QBE, a multi-national insurance company with operations in 36 countries, as the Global Head of Professional & Management Development and Head of Digital Learning. Dale has also worked with London Business School and Melbourne Business School, delivering transformation solutions as a Program Director, facilitator, assessor and executive coach.
Amanda Bell | Senior Executive Coach and Advisor
Amanda’s professional expertise in education and visual arts has developed from wide experience in teaching, management and leadership roles across Australia in both sectors. Her doctoral research reflected her deep commitment to profiling the achievements and contributions of women in the arts, education and philanthropy. In 2017, Amanda was awarded a Member in the Order of Australia (AM) for her significant service to education, particularly to young women as a leader and academic, and to the visual arts.
Jenny Ethell | Senior Executive Coach and Advisor
Jenny Ethell is a highly accomplished educational leader having held senior executive roles for more than three decades across Australia. She is also a skillfull non-executive director, consultant, strategic facilitator and mentor/coach. Jenny has been Head of Oxley College, NSW (2019-2022), Principal of the Perth College, WA (2003-2018) and Interim Principal of Methodist Ladies College, WA (2002 & 2022). In all her roles she was highly regarded as an educational leader with a passion for developing an inclusive and positive culture, problem solving and professional growth of staff.
Brian Gardner | Executive Coach
Brian Gardner has extensive experience working as an Executive and Leadership Coach, Mentor and Facilitator. He is passionate about helping both individuals and organisations, operate in a more aligned, more sustainable, and therefore more effective manner, with a strong sense of movement in the ‘right’ direction.
David Bowering | Executive Coach
David understands the connection between strategy, leadership and internal culture. As a facilitator, coach and agent for change, he is warm, personable, and able to comprehend and apply an organisational context to a strategic intervention. David is trained and accredited in cultural competence with Aboriginal and Torres Strait Islander cultures and experienced in working with a diverse range of peoples in the community. David works with boards and ‘executive teams to design strategy, work through transformation and create future focused action plans. David is an experienced coach to experienced and senior leaders, and executives.
Geoffrey Still| Executive Coach
Geoffrey is passionate about developing professionals and supporting them to achieve their professional and personal development goals. Through various coaching accreditations he has developed a highly supportive style which helps to build trust and openness in order for required work to occur at a deeper personal level. In addition, he designs leadership programs and team workshops through close client consultation, and his facilitation ability leads to meaningful experiences and transformational growth. Geoffrey’s coaching clients span a range of sectors including Legal, Professional Services, Social Justice, Consulting, State and Federal Government, Local Council, Hospital, Pharmaceutical, Insurance (Health & General), Aviation, Architecture, Mining, and more.
Mithran Doraisamy | Executive Coach
Mithran is a seasoned executive coach, transformation expert, and board advisor with a career spanning strategy, operational excellence, leadership development, and large-scale transformation programs. With a passion for driving high performance and sustainable change, Mithran partners with leaders to navigate complexity, enhance strategic decision-making, and develop the capabilities needed for long-term success.
Evangeline Aston | Executive Coach
Evangeline Aston is an experienced purpose-driven coach with a focus on helping people gain the clarity, confidence and capability to be at their best, in work and in life. Eva has spent over 20 years -as a consultant, leader and coach – helping people make successful change.
Sadhana Smiles | Executive Coach
Sadhana is an award-winning CEO, published author, Coach and influential voice across many industries. With over 14 years of leadership experience, she has driven transformative change through strategic business planning, innovative growth initiatives, and sustainable cultural shifts. Currently the CEO of Real Estate Industry Partners (REIP) and a director at Harcourts Move, Sadhana has an impressive track record of fostering operational excellence and driving profitability in organisations across Australia and internationally. She has first hand experience to draw on as she coaches executives to achieve transformational success.
Jack Crumlin | Executive Coach
Jack is an accomplished executive, advisor and non-executive director whose career spans more than four decades across Australia, the UK and global markets. Beginning his professional journey in Glasgow in 1982, he built strong foundations in assurance and corporate restructuring before progressing into senior commercial and people-focused leadership roles. Across this diverse journey, he has developed a unique blend of commercial acumen, people-centred leadership and lived executive experience that underpins his coaching today.
Jo Starke | Executive Coach
Jo Starke is a highly experienced coach, contributing as an associate to the Future Leadership Advisory practice. An ICF (International Coaching Federation) Accredited Coach and Senior Human Resources professional with over 16 years experience partnering with leaders within complex global organisations and those experiencing rapid growth in fast-moving industries. Jo thrives when working with others, building authentic and trusted relationships, and takes great satisfaction in bringing out the best in people.
Raj Khetarpal | Executive Coach
Raj Khetarpal is a leadership and career development coach with a background in Human Resource Management, Change and Transformation. He is an expert at rapidly analysing the situation and working with the individuals and teams to become comfortable with the proposed change and continuously improving.
Richard Jones | Executive Coach
Richard has over 30 years of global experience being a leader of multi-million-dollar businesses and working with leaders and organisations who have significant people and P&L responsibility. Richard draws on his solution orientated thinking. His focus on accountability helps to create optimum high performance. He assists existing high performers to continue to grow and create high performing teams and organisations. His expertise to understand the individual and then unlock their potential through increased self awareness, is a cornerstone to his coaching.
Sarah Kruger | Executive Coach
Sarah is an accomplished executive and board advisor with more than 30 years’ experience across consulting, people and culture, and organisational leadership. With a foundation in finance, she integrates commercial insight with deep expertise in human capital to lead transformation, strengthen governance, and advance leadership capability across diverse sectors. As Chief Human Resources Officer for Accenture Australia and New Zealand, Sarah was a member of the Executive Team, overseeing more than 7,500 employees during a period of significant growth and change. Her experience extends across financial services, government, agriculture, technology, and sport.
Dawn O’Neil AM GAICD | Executive Coach
Dawn O’Neil AM is a leading Associate contributor at Future Leadership with deep experience in mental health and wellbeing. She was the CEO of Lifeline Australia, one of Australia’s largest charities, and CEO of Beyond Blue. She has over 20 years’ leadership, policy and Board experience at all different levels. Since 2011 Dawn has worked as a consultant in collaborative leadership, in the broader health space and is actively involved in the development and service reform for mental wellbeing.
Fiona Hall | Executive Coach
Fiona is an Executive and Leadership Coach with a strong background in human resources, organisational design, change management and executive recruitment. She brings extensive experience supporting career and leadership transitions across public and corporate sectors, including education, manufacturing, energy, health and not‑for‑profit organisations.
June Parker | Executive Coach
June is a highly experienced Executive and Leadership Coach, people strategist and facilitator with over 20 years’ experience working with leaders, leadership teams, CEOs and executives across private, public and not‑for‑profit sectors. She brings strong commercial and strategic acumen, developed through senior leadership roles and running her own business, and is adept at applying evidence‑based leadership methodologies to drive meaningful individual and organisational impact.
Natalie Anker-Cohen | Executive Coach
Natalie has specialised skills in corporate consultancy including career transition, leadership coaching, psychometric assessment and mental health and wellbeing in the workplace. Since joining Chandler Macleod as a Senior Consultant in 2015, she has delivered coaching programs to individuals at various levels in their career and across a variety of industries including Professional Services, Construction, Manufacturing, Financial Services, Information Technology, and Government. Through facilitation and coaching, Natalie support leaders, executives, and high potential individuals as part of targeted interventions such as leadership development programs, often utilising psychometric assessment results to enhance self-awareness and drive behavioural change.
Marion Stanway | Executive Coach
Marion is a highly respected leadership coach and organisational development consultant with over 30 years of experience across both the public and private sectors. Her career spans senior leadership roles, top-tier consulting with Ernst & Young, and the establishment of her own practice, Triple Connect, in 2002. Marion has deep expertise in cultural transformation, leadership development, and emotional intelligence, and is known for her calm presence, insight, and ability to support people through complexity and change.
Erika Tinaja | Business Services, Advisory
Erika supports our Advisory Coaching & Transition practice with outstanding administration support and customer care. She is responsible for overseeing the effective planning and execution of client projects. Erika brings over seven years of experience in corporate administrative roles. She was previously working at a leading Japanese biotechnology firm as an Executive Assistant supporting the Chairman.
Our Executive Coaching Team
Future Leadership brings together a high-calibre team, passionate about creating a world of difference. Meet some of our core team members and executive coaches, backed by diverse expertise from across our Future Leadership businesses.
Aly O'Shannessy
Executive Coach & Coaching Practice Lead
Aly is a senior executive coach and leadership consultant with over 25 years of global experience driving measurable outcomes in leadership, performance, and organisational effectiveness. At Future Leadership, she leads the coaching practice. Her consulting career spans ASX-listed companies, multinationals, government, education, and not-for-profit sectors, where she has worked with CEOs, CHROs and senior leadership teams to navigate changing priorities and lead complex transformations in culture, capability, and organisational performance.
Dr Marianne Broadbent
Executive Coach & Managing Partner, Advisory
Dr. Marianne Broadbent works with top level companies and government organisations every day on their leadership, people, talent and capability challenges. She enables global, ASX-listed, private and Government organisations, Boards, CEOs, C-level executives and senior leaders to shape and develop strategic executive and team capabilities. With experience in global firms around the world Marianne is dedicated to empowering and supporting senior leaders to be the best they can be.
Adam Kyriacou
Executive Coach and Managing Partner | Future Leadership
Adam is a Managing Partner at Future Leadership and heads Customer Experience incorporating Enterprise Sales, Client Solutions and Talent Experience. He specialises in delivering client and candidate-led people solutions across the private and public sectors.
He has held executive leadership roles and set up international operations in people solutions businesses across government, commercial and not-for-profit organisations in the UK and Australia and has worked with clients for over 20 years to help solve their toughest executive people challenges.
Michelle Loader
Executive Coach and Managing Director | Future Leadership
Michelle Loader is an experienced Owner, Director and CEO with an extensive history leading change in both large and small organisations. She has led service-based businesses across many sectors in Australia, New Zealand and Asia, and specialises in growth, transformation, and the enablement of purpose-led cultures.
Michelle leverages her broad Senior Executive and CEO experience alongside a deep knowledge of Executive leadership capability and talent to partner with leaders as an Executive Coach.
Dr Marcele de Sanctis
Executive Coach and Managing Partner | Future Leadership
Marcele co-founded the Centre For Leadership Advantage (CLA) in 2016. Under her leadership as CEO, CLA was awarded an exclusive position on the Financial Review in Australia’s 2020 Fast Starter’s rankings. In September 2021, Marcele led the acquisition of CLA by Future Leadership. She is now the Managing Partner of CLA, leading a team of organisational psychologists/scientist-practitioners, leadership specialists and thought-leaders who deliver leadership assessment, development, transition and wellbeing solutions throughout Australia for global, ASX-listed, large private and public sector clients. She currently sits on the National Education Advisory Committee for the AICD.
Naomi Fox
Executive Coach and Partner, Advisory | Future Leadership
Naomi Fox is a Partner in Future Leadership’s Advisory business, leading our Executive Insights practice. She is passionate about partnering with leaders using evidence-based insights to transform and future-proof organisations. Naomi has worked across sectors and industries in consulting roles and as a People & Culture Executive in large complex organisations. She knows that real-world change happens when you adopt human-centred, generative approaches that value stakeholder perspectives, and develop and grow leaders to enable them to build cultures that everyone wants to be a part of.
Dale Bracegirdle
Executive Coach and Senior Partner, Advisory | Future Leadership
Dale brings 11 years of experience as an executive coach and 25 years of corporate experience. Most recently he was the Business Director leading a transformation of the University of Sydney Health Executive Education unit. In 2019-2022 he worked as a senior human resources manager at NEOM in Saudi Arabia, leading the Talent, Learning and Organisational Development function. Prior to NEOM, Dale worked in Sydney at QBE, a multi-national insurance company with operations in 36 countries, as the Global Head of Professional & Management Development and Head of Digital Learning. Dale’s passion for leadership development has also seen him work at London Business School and Melbourne Business School, managing Fortune 500 clients delivering transformation solutions as a Program Director, facilitator, assessor and executive coach. He is also an accredited trainer with the Centre for Creative Leadership and an accredited coach with the International Coach Federation.
Amanda Bell
Senior Executive Coach and Advisor | Future Leadership
Amanda’s professional expertise in education and visual arts has developed from wide experience in teaching, management and leadership roles across Australia in both sectors. Her doctoral research reflected her deep commitment to profiling the achievements and contributions of women in the arts, education and philanthropy. In 2017, Amanda was awarded a Member in the Order of Australia (AM) for her significant service to education, particularly to young women as a leader and academic, and to the visual arts.
Jenny Ethell
Senior Executive Coach and Advisor | Future Leadership
Jenny Ethell is a highly accomplished educational leader having held senior executive roles for more than three decades across Australia. She is also a skilful non-executive director, consultant, strategic facilitator and mentor/coach.
Brian Gardner
Executive Coach | Future Leadership
Brian Gardner has extensive experience working as an Executive and Leadership Coach, Mentor and Facilitator. He is passionate about helping both individuals and organisations, operate in a more aligned, more sustainable, and therefore more effective manner, with a strong sense of movement in the ‘right’ direction.
David Bowering
Executive Coach
David understands the connection between strategy, leadership and internal culture. As a facilitator, coach and agent for change, he is warm, personable, and able to comprehend and apply an organisational context to a strategic intervention. David is trained and accredited in cultural competence with Aboriginal and Torres Strait Islander cultures and experienced in working with a diverse range of peoples in the community. David works with boards and ‘executive teams to design strategy, work through transformation and create future focused action plans. David is an experienced coach to experienced and senior leaders, and executives.
Geoffrey Still
Associate, Executive Coach | Future Leadership
Geoffrey is passionate about developing professionals and supporting them to achieve their professional and personal development goals. Through various coaching accreditations he has developed a highly supportive style which helps to build trust and openness in order for required work to occur at a deeper personal level. In addition, he designs leadership programs and team workshops through close client consultation, and his facilitation ability leads to meaningful experiences and transformational growth. Geoffrey’s coaching clients span a range of sectors including Legal, Professional Services, Social Justice, Consulting, State and Federal Government, Local Council, Hospital, Pharmaceutical, Insurance (Health & General), Aviation, Architecture, Mining, Construction FMCG, Retail, Banking & Finance and High Performance Sport.
Mithran Doraisamy
Associate, Executive Coach | Future Leadership
Mithran is a seasoned executive coach, transformation expert, and board advisor with a career spanning strategy, operational excellence, leadership development, and large-scale transformation programs. With a passion for driving high performance and sustainable change, Mithran partners with leaders to navigate complexity, enhance strategic decision-making, and develop the capabilities needed for long-term success.
His diverse background across corporate strategy, finance, digital transformation, and talent development allows him to offer a unique coaching perspective—bridging strategic vision with practical execution. Whether working with C-suite executives, emerging leaders, or high-potential teams, Mithran empowers individuals and organizations to unlock their full potential.
Evangeline Aston
Associate, Executive Coach | Future Leadership
Evangeline Aston is an experienced purpose-driven coach with a focus on helping people gain the clarity, confidence and capability to be at their best, in work and in life. Eva has spent over 20 years -as a consultant, leader and coach – helping people make successful change.
Sadhana Smiles
Associate, Executive Coach | Future Leadership
Sadhana is an award-winning CEO, published author, Coach and influential voice across many industries. With over 14 years of leadership experience, she has driven transformative change through strategic business planning, innovative growth initiatives, and sustainable cultural shifts. Currently the CEO of Real Estate Industry Partners (REIP) and a director at Harcourts Move, Sadhana has an impressive track record of fostering operational excellence and driving profitability in organisations across Australia and internationally. She has first hand experience to draw on as she coaches executives to achieve transformational success.
Jack Crumlin
Associate, Coach | Future Leadership
Jack is an accomplished executive, advisor and non-executive director whose career spans more than four decades across Australia, the UK and global markets. Beginning his professional journey in Glasgow in 1982, he built strong foundations in assurance and corporate restructuring before progressing into senior commercial and people-focused leadership roles. Across this diverse journey, he has developed a unique blend of commercial acumen, people-centred leadership and lived executive experience that underpins his coaching today.
Jo Starke
Associate, Executive Coach | Future Leadership
Jo Starke is a highly experienced coach, contributing as an associate to the Future Leadership Advisory practice. An ICF (International Coaching Federation) Accredited Coach and Senior Human Resources professional with over 16 years experience partnering with leaders within complex global organisations and those experiencing rapid growth in fast-moving industries. Jo thrives when working with others, building authentic and trusted relationships, and takes great satisfaction in bringing out the best in people.
Raj Khetarpal
Associate, Executive Coach | Future Leadership
Raj Khetarpal is a leadership and career development coach with a background in Human Resource Management, Change and Transformation. He is an expert at rapidly analysing the situation and working with the individuals and teams to become comfortable with the proposed change and continuously improving.
Richard Jones
Associate, Coach | Future Leadership
Richard has over 30 years of global experience being a leader of multi-million-dollar businesses and working with leaders and organisations who have significant people and P&L responsibility. Richard draws on his solution orientated thinking. His focus on accountability helps to create optimum high performance. He assists existing high performers to continue to grow and create high performing teams and organisations. His expertise to understand the individual and then unlock their potential through increased self awareness, is a cornerstone to his coaching. Richard understands the importance of high-level interpersonal skills in inspiring teams of people to achieve exceptional performance. Richard draws on proven processes to take the individual on their journey to their and the businesses desired goals. Richard is passionate about helping individuals achieve a balance in their life, leading to fulfilment, happiness and satisfaction.
Sarah Kruger
Associate, Coach | Future Leadership
Sarah is an accomplished executive and board advisor with more than 30 years’ experience across consulting, people and culture, and organisational leadership. With a foundation in finance, she integrates commercial insight with deep expertise in human capital to lead transformation, strengthen governance, and advance leadership capability across diverse sectors. As Chief Human Resources Officer for Accenture Australia and New Zealand, Sarah was a member of the Executive Team, overseeing more than 7,500 employees during a period of significant growth and change. Her experience extends across financial services, government, agriculture, technology, and sport.
Dawn O’Neil AM GAICD
Associate, Executive Coach | Future Leadership
Dawn O’Neil AM is a leading Associate contributor at Future Leadership with deep experience in mental health and wellbeing. She was the CEO of Lifeline Australia, one of Australia’s largest charities, and CEO of Beyond Blue. She has over 20 years’ leadership, policy and Board experience at all different levels. Since 2011 Dawn has worked as a consultant in collaborative leadership, in the broader health space and is actively involved in the development and service reform for mental wellbeing.
Fiona Hall
Associate, Advisory | Future Leadership
Fiona is an Executive and Leadership Coach with a strong background in human resources, organisational design, change management and executive recruitment. She brings extensive experience supporting career and leadership transitions across public and corporate sectors, including education, manufacturing, energy, health and not‑for‑profit organisations.
June Parker
Associate, Advisory | Future Leadership
June is a highly experienced Executive and Leadership Coach, people strategist and facilitator with over 20 years’ experience working with leaders, leadership teams, CEOs and executives across private, public and not‑for‑profit sectors. She brings strong commercial and strategic acumen, developed through senior leadership roles and running her own business, and is adept at applying evidence‑based leadership methodologies to drive meaningful individual and organisational impact.
Natalie Anker-Cohen
Associate, Coach | Future Leadership
Natalie has specialised skills in corporate consultancy including career transition, leadership coaching, psychometric assessment and mental health and wellbeing in the workplace. Since joining Chandler Macleod as a Senior Consultant in 2015, she has delivered coaching programs to individuals at various levels in their career and across a variety of industries including Professional Services, Construction, Manufacturing, Financial Services, Information Technology, and Government. Through facilitation and coaching, Natalie support leaders, executives, and high potential individuals as part of targeted interventions such as leadership development programs, often utilising psychometric assessment results to enhance self-awareness and drive behavioural change.
Marion Stanway
Associate, Coach | Future Leadership
Marion is a highly respected leadership coach and organisational development consultant with over 30 years of experience across both the public and private sectors. Her career spans senior leadership roles, top-tier consulting with Ernst & Young, and the establishment of her own practice, Triple Connect, in 2002. Marion has deep expertise in cultural transformation, leadership development, and emotional intelligence, and is known for her calm presence, insight, and ability to support people through complexity and change. She has worked with leading institutions including the University of Melbourne, Monash University, Epworth HealthCare, and the Workplace Injury Commission. A passionate advocate for sustainable leadership, Marion continues to contribute to the broader community through pro bono work with not-forprofits, including Homeward Bound and Kilfinan Australia.
Erika Tinaja
Business Services, Advisory | Future Leadership
Erika supports our CLA Coaching & Transition practice with outstanding administration support and customer care. She is responsible for overseeing the effective planning and execution of client projects. Erika brings over seven years of experience in corporate administrative roles. She was most recently working at a leading Japanese biotechnology firm as an Executive Assistant supporting the Chairman.
Project Management
The Future Leadership Way is a 5-step methodology designed to align with your unique needs, providing measurable impact and driving sustainable leadership outcomes.
Coaching Case Studies
The Brief
Estée Lauder, a global cosmetics organisation sought executive coaching to support a senior leader in the Asia-Pacific region.
The leader faced significant challenges in guiding a large team during the COVID-19 pandemic. The organisation aimed to enhance the leader’s self-awareness, foster insight, and develop actionable strategies to improve leadership impact and effectiveness. Future Leadership was engaged to design and deliver a tailored coaching program aligned with these goals.
The Brief
The or sought leadership development support following the appointment of a new CEO.
The leadership team needed to adapt to the CEO’s distinct style and vision, which differed significantly from their predecessor. Future Leadership was engaged to deliver a series of coaching circles and one-on-one coaching sessions. These initiatives aimed to foster collaboration, build leadership capabilities, and enable the team to embrace new ways of working in line with the CEO’s vision.
The Brief
Pitcher Partners, a well known chartered accounting firm had availed multiple executive coaching programs, especially for those in the partnership career track.
Future Leadership worked with many practice groups across the firm to:
- Foster insight and self-awareness through the use of multi-rater feedback coupled with previously completed Hogan tools
- Set clear development goals that are self-directed and will enhance leadership impact
- Grow skills related to these development goals and guiding their application within their role
The Brief
V/Line was going through transformative change and restructure. This change flowed to a restructure within the P&C team, where roles were changed, and responsibilities elevated.
This change necessitated a need to empower the People and Culture team with enhanced skills and capabilities. The opportunity was for the team to add more value whilst leading and operating more strategically.
Diagnostic Tools
Life LSI 1, LSI 2 distinguishes and measures 12 key thinking patterns, or styles, that are either effective or ineffective. It is a 360-degree feedback tool designed to complement the LSI 1 self-assessment. While LSI 1 focuses on how individuals perceive their own thinking and behaviour, LSI 2 gathers feedback from others (peers, direct reports, supervisors, etc.) to offer an external perspective on how these behaviours are perceived in the workplace or other environments. The feedback from LSI 2 shows whether others perceive these styles as stronger or weaker in the individual’s behaviour.
Purpose: Development
LSI 2 is primarily used for leadership and personal development. It provides a comparison between how individuals see themselves (through LSI 1) and how others perceive them (through LSI 2). This comparison can highlight blind spots, strengths, and areas for improvement.
Sample Report:
Hogan Personality Inventory, Development Survey, and Hogan Motives, Values, Preferences Inventory
Hogan examines personality from different angles, giving insight into individuals’ day-to-day approaches to leadership, relationships, adaptability and thinking style, as well as tendencies, behaviours and potential derailers that may emerge under stress or pressure. The Hogan suite of assessments provides valuable insight into how people work, how they lead, and how they perform on the job, and enables greater self-awareness of how others see and experience us.
Based on the five-factor model of personality, the Hogan Personality Inventory (HPI) captures key behavioural tendencies relevant to how people work, how they lead and how they will perform on the job. In addition, the Hogan Development Survey (HDS) provides the opportunity for self-insight and self-regulation into the strengths they may become overplay when they are under stress or pressure. The Hogan Motives, Values, Preferences Inventory (MVPI) identifies the core motives, values, interests and beliefs that determine what kind of work people find fulfilling, how they fit into an organisation, and what gets them out of bed and to the office each day.
The assessment we recommend is a five-factor behavioural tool called Facet5. This ‘Big 5’ model consistently emerges from psychological research as the irreducible standard needed to give a comprehensive description of personality and behaviour.
Facet5 has strong reliability and validity measures. This means it accurately measures what it says it does and these traits are likely to be enduring over time. The assessment can be sent via email to a participants. The results can then be discussed against their needs to support their leadership development and career progression.
Amongst other areas, the report will provide detailed information regarding:
- Personal strengths and areas of risk
- Decision-making preference
- Leadership style
- Communication style
- Sociability, motivators and demotivators
- Preference for information - detail or big picture
- How the person is likely to handle stress and anxiety
- Aspects of a role that motivates and those that lead to frustration
Teamscape Report
A Teamscape Report provides insights into how team members can collaborate more effectively by analyzing the dynamics of their working relationships. The report focuses on four key aspects within each relationship:
1.Strength (S): Strength of your relationship,
2.Risk (R): Risk you may face when working together,
3.Frustration (F): Frustration you may feel when working with this person,
4.Challenge (C): Challenge, how you can develop your relationship.
This structured framework helps team members better understand each other, address potential issues proactively, and build more effective and productive partnerships.
Grounded in 25 years of leadership research and practice, the Future Leadership Capability Framework (FLCF) is a core component of our executive coaching methodology. The framework provides leaders with a clear, evidence-based view of the capabilities that matter most when operating at senior and enterprise levels. In coaching, it offers a structured way to explore cognitive capability, personal attributes, emotional intelligence, and leadership mindsets that directly influence a leader’s ability to navigate complexity, make decisions at scale, and lead with confidence in high-stakes environments. By integrating FLCF insights into coaching conversations, leaders gain a practical understanding of the strengths they can leverage and the capability shifts that will unlock greater impact in their current and future roles.
In executive coaching, the FLCF becomes especially powerful. It helps leaders quickly identify where to focus their attention as they step into broader remit, strengthening strategic direction, shaping culture, influencing across systems, and modelling the behaviours that create clarity and alignment for others. The framework brings a cross-disciplinary lens to the coaching process, enabling leaders to see how their choices, habits, and leadership patterns drive organisational outcomes. This early insight accelerates the leader’s effectiveness in a new role, supports targeted behavioural uplift, and ensures the coaching is anchored in what delivers the greatest value to the business.
Future Leadership Client Community
We build and partner with a community of leaders who create positive impact locally and globally.
When believe partnership is leadership. We understand the value of strong communities and feel compelled and grateful to contribute proactively to the places where we live and work.
We are a solution provider with heart, and the long-term, trusted relationships that come with our position are the joy of our work.
Executive Exchange is our executive community committed to stimulating networking and ongoing learning through a series of events, podcasts and upskilling webinars. Designed to be a place of belonging for executives.
Join the Future Exchange Community here.
Get in Touch
Phone: 1300 347 437 | Email: advisory@futureleadership.com.au | Website: futureleadership.com.au
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