Leadership consulting FAQ

We work with organisations of all sizes — from fast-growing start-ups with their first leadership team to ASX-listed enterprises with complex multi-layered structures. Our sector experience spans mining and resources, financial services, healthcare, technology, education and state government. The common thread among our clients is a genuine commitment to developing their leaders, not just ticking a training box. If leadership quality matters to your strategy, we are likely a good fit.

Executive coaching is typically a one-on-one relationship focused on a specific leader's growth — building self-awareness, shifting behaviours and achieving personal goals. Leadership consulting is broader in scope. It addresses the systems, structures and cultures that either enable or hinder effective leadership across an entire organisation. At LeadVision Advisors, we often blend both: coaching individual executives while simultaneously working on the organisational conditions that surround them. This dual approach ensures personal development translates into lasting organisational impact.

Absolutely. While we are based in Western Australia, a significant portion of our work is delivered virtually. We use secure video platforms for coaching sessions, virtual whiteboards for strategy facilitation and collaborative digital tools for team diagnostics. Many clients choose a hybrid model — launching with an in-person workshop to build rapport, then transitioning to virtual sessions for ongoing coaching and check-ins. We have successfully delivered programmes for clients in Sydney, Melbourne, Singapore and London without any loss of quality or connection.

There is no single answer because every organisation's needs are different. A focused team alignment workshop might take two days. An executive coaching programme typically runs for six to twelve months to allow for meaningful behavioural change. Enterprise-wide leadership development initiatives often span twelve to eighteen months, including design, delivery and evaluation phases. During our discovery conversation, we will recommend a timeline that balances urgency with the depth of change you are seeking.

Our senior consultants hold advanced degrees in organisational psychology, business administration or related disciplines. Several are accredited coaches through the International Coaching Federation at the PCC or MCC level. Equally important, most have held executive or board-level positions in commercial organisations, so they understand the realities of leadership from the inside — not just from textbooks. We also invest in continuous professional development, attending global conferences and contributing to peer-reviewed research on leadership effectiveness.

We believe in accountability, so measurement is built into every engagement from day one. Depending on the programme, we use a combination of pre- and post-engagement 360-degree feedback, employee engagement surveys, leadership competency assessments and business performance metrics. For coaching clients, we track progress against individually defined goals using structured milestone reviews. We provide a comprehensive impact report at the conclusion of each engagement, and we are happy to present findings to your board or executive committee.

Confidentiality is foundational to our work. In coaching engagements, the content of sessions between a coach and coachee is strictly confidential — we do not share specifics with the sponsoring organisation unless the coachee explicitly consents. For team and organisational work, we establish clear confidentiality agreements at the outset so that participants feel safe to be candid. We follow the ethical guidelines of the International Coaching Federation and comply with Australian privacy legislation.

Yes, succession planning is one of the most impactful areas of our practice. We help boards and executive teams identify critical roles, assess internal talent against future requirements and create development pathways for high-potential leaders. Our approach goes beyond simply naming successors on a chart — we build the capabilities, experiences and exposure that prepare individuals to step up when the time comes. We also facilitate transition coaching for outgoing and incoming leaders to ensure continuity and minimise disruption.

That is perfectly fine — and more common than you might think. Many clients come to us with a sense that something is not working but without a clear diagnosis. Our discovery phase is specifically designed for this situation. We conduct confidential interviews, review existing data (engagement surveys, turnover rates, performance reviews) and observe leadership dynamics to identify the root causes of underperformance. From there, we present a clear set of recommendations with prioritised actions, so you can make an informed decision about where to invest.