Creating a high performing Senior Leadership Team

Situation & Challenges 

A high-performing WA company has experienced significant growth and success in recent years. However, with expansion came new challenges—particularly around leadership cohesion, role clarity, and the required development and engagement of its workforce. The Senior Leadership Team (SLT) was grappling with inconsistent communication, reactive management, unclear expectations, and a lack of structured development pathways. 

The SLT recognised the need to evolve from a day-to-day operational mindset to a proactive, strategic leadership culture. They sought to embed the organisational values into everyday leadership behaviours, while also improving team dynamics and elevating the SLT. 

Our Solution 

Led by People Solutions, a comprehensive leadership development program was designed and implemented. The approach included: 

• Discovery Phase: Psychometric assessments and emotional intelligence profiling for SLT members, combined with a safety culture survey and performance review process which was occurring simultaneously, separate to People Solutions involvement. 

One-on-one and team session with a focus on the following: 

• Strategic Planning Workshops: Facilitated sessions focused on defining the SLT’s purpose, strategic goals of the organisation, reviewing the current and future state and key objectives and aligning leadership behaviours to organisational values. 

• Leadership and Team Coaching: A structured coaching program to shift SLT members from managing to leading—emphasising empowerment, collaboration, and adaptive leadership and utilising the diagnostic assessment to provide insights and understanding.  

• SLT Charter: Development of and commitment to an SLT Charter which outlines the SLT purpose, key responsibilities, non-negotatiables and standards to hold each other too.  

Result 

The initiative led to several tangible and cultural shifts within the SLT and broader organisation: 

• Clarity and Alignment: The SLT Charter was finalised and signed by all leaders, providing a shared understanding of purpose, expectations, and non-negotiable standards. 

• Improved Teamwork: The SLT come together more often to collaborate, discuss issues, and make decisions for the business, and do so in a constructive and respectful way. They also understand each others strengths and know who to leverage these.  

• Improved Communication: meeting templates and communication standards were introduced, ensuring consistent messaging across teams. Further, utilisation of systems has improved, helping with transparency of information, and more factual data driven conversations rather than emotive.  

• Leadership Growth: SLT members began practicing coaching conversations, mapping team dynamics, and identifying development needs—fostering a culture of accountability and support. Further, their confidence has grown as a member of the SLT and what is required of this now and into the future.  

• Strategic Focus: The SLT shifted its mindset from operational firefighting to strategic leadership, with clearer goals and a roadmap for sustainable growth 

After 12 months, People Solutions facilitates quarterly or six monthly team coaching sessions on the above themes, as well as working with the next level of management to build their skills and capabilities for the future growth of the organisation.