Leadership & Culture

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    The ethos of an organisation holds immense sway. It shapes the way in which a company operates, either propelling it toward success or holding it back. This can impact business performance, team dynamics, customer relations, and the ability to foster innovation and collaboration within the workplace. Culture is not dictated by a single individual; rather, it is a collective responsibility shared among all team members. We collaborate with key organisational stakeholder to envision a future state, identify the necessary goals to achieve it, and collectively design a plan to embed the desired culture. Our aim is to align the culture with the strategic objectives to drive progress and success.

    Discovering

    We undertake a leadership impact analysis of the key stakeholders engaged to co-create the balanced scorecard.

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    Striving

    We work with you to identify the necessary goals to the vision.

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    Envisioning

    We work together with key stake to imagine the ideal future state.

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    Designing

    We design together a plan to embed the desired culture.

    Our Approach

    Tailored: Crafted with precision, our balanced scorecard approach is tailored to fit the unique needs of each organisation.

    Reflection: Our reflective processes allow us to continuously assess and adjust our methods to ensure maximum effectiveness and a ROI you as a client has made.

    Complexity: We will adeptly navigate through the layers of complexity that often arise during consulting with key stakeholder, helping clients explore underlying patterns and behaviours.

    Systems Perspective: By adopting a systems view, clients are encouraged to see the bigger picture and consider the impact their leadership has on the system.

    Solutions Focused: A solutions-focused mindset drives us to cultivate clients’ ability to generate and implement strategies that lead to impactful results.

    How we work
    with you

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    1. Define strategic objectives

    We identify the key goals and objectives that your organisation wants to achieve that are aligned with the organisation's mission and vision.

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    2. Determine KPIs

    We define the specific KPIs that will be used to measure progress towards each objective and aligned with the organization's overall strategy.

    3. Set targets for each KPI

    Establish realistic targets for each KPI that will help you gauge whether your organisation is on track to achieve its strategic objectives.

    4. Develop initiatives

    Identify the specific actions and initiatives that need to be implemented to reach the targets set for each KPI aligned with your organisation's strategic objectives and designed to drive performance improvements.

    5. Implementation

    Once we have defined your strategic objectives, KPIs, targets, and initiatives, it is time to implement the balanced scorecard system within your organization.

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    6. Monitor and review performance

    We will work together with you to regularly monitor and review the performance of your organisation against the targets set for each KPI.

    7. Communicate results and act

    Share the results of your balanced scorecard with key stakeholders within your organisation and use the information to drive decision-making and action.

    01 How can our approach help with Strategic Planning?

    When your organisation is developing its strategic plan, a balanced scorecard can help align goals and objectives with KPI’s to ensure that your organisation is on track to achieve its long-term vision.

    02 How can our approach help with Performance Management?

    You can use our approach to developing a balanced scorecard to monitor and measure the performance of various departments, teams, or individuals within your organisation. It can help identify areas of improvement and ensure that resources are allocated effectively to achieve desired outcomes.

    03 How can our approach help with Change Management?

    During times of organisational change, such as mergers, acquisitions, or restructuring, which is commonplace presently our approach to developing a balanced scorecard can help track progress and ensure that your organisation is adapting to the changes in a strategic and efficient manner.

    04 How can our approach help with Continuous Improvement?

    Our approach to developing a balanced scorecard can also be used to drive continuous improvement by setting targets, tracking progress, and identifying opportunities for innovation and growth within an organisation.

    “At the conclusion of the coaching program I felt prepared to perform an executive level role in the organisation as a result of the insights I had gained through the coaching process and a shift in mindset which had increased my confidence levels and leadership skills.”

    Director, Legal at NSW Department of Customer Service Hamina Cameron

    “Working with Tim has been a critical part of my success in my role. Tim's supportive style enables you to listen and challenge yourself to truly reflect on whether you need to approach things differently or evolve the way you currently do. I cannot understate how valuable I have found this in achieving the rapid results and success I have in my role.”

    CEO - Edelman. Now Executive Director of Spurcoe and Chair Next25 Steven Spurr

    "Tim encourages self-realization through providing frameworks of understanding, proved a basis for self-solving complex, personal motivational issues. To have this resolution, now provides clarity, alleviates unnecessary anxiety, and consequently aids my ability to make critical representations with a greater degree of confidence."

    CEO - Global Resource Advisory Board Craig Peters

    "Tim challenged me to realise my potential as a more courageous and authentic leader. He regularly shone a light on my underlying thinking pattern that drove my behaviour and gave me access to new possibilities. The most important thing I learnt was to truly understand your core values, holding true to those values led to high fulfillment and I am now a more purposeful and decisive leader."

    CFO at Crestone Jonathan Monaghan

    "Tim’s coaching really helped me address the challenges of being a partner in a law firm. His strategies for building a team have empowered me with the skills to be a more authentic leader. Tim was committed to my success throughout my coaching experience and really gave me a framework to better understand others and to tailor my own expectations and reactions."

    Lawyer & Partner - Clyde and Co Avryl Lattin

    "Tim proved that he was a good listener, a sounding board for ideas, an explainer of concepts, and he asked me insightful questions. In discussing problems, he was able to help me understand the broader issues and gave me the words to verbalise what was really happening. This was very helpful in improving my comprehension of managerial themes and relationships."

    Head of Marketing – UTS Business School Professor David Waller

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