Executive Coaching
Leadership Coaching Services
Unlock your potential and achieve your goals
Leadership coaching unlocks human potential. It accelerates the achievement of personal and professional goals and improves leadership skills. It is a process of self-discovery, learning and growth.
A coach’s role is to challenge and support. They’re sources of knowledge, sounding boards, but most of all, facilitators who will help you generate new ways of being.
A coach supports leaders to make the behavioural shifts they need by raising their level of self-awareness and developing an understanding of their impact on others.
Let’s talk! Fill out the form below and one of our expert coaches will contact you to provide more information about our special coaching offer
Take advantage of our leadership coaching special offer. Book this coaching package before June 30 2025 to secure a 20% discount.
The leadership coaching package includes:
- Completion of a 360 assessment
- Detailed 1.5 hour debrief of the 360 assessment as input to a development plan
- 6 monthly coaching sessions of up to 1 hours each
- Up to 2 hours of additional support to be provided via phone calls / emails over the duration of the coaching assignment
- Provision of relevant supporting resources over the course of the assignment
You will work with one of our qualified and experienced coaches, based in Brisbane or Perth.
Ian Geddes is an excellent leadership coach. I learnt the technique of asking others non threatening questions as a powerful means to change behaviours. Ian also provided useful resources for studying between sessions to increase my knowledge. I would highly recommend Ian to anyone who wanted to develop their coaching and leadership skills
– Senior Leader. Perth Mint.
With Keogh’s coaching and ongoing support, I remain focused on the value of lifelong learning, feedback, self-reflection and surrounding myself with great people that will keep me balanced through many years and opportunities to come!
– Kristine Leo, Vice President, HSE International Operations. Woodside Energy.
Our Process
Find your strengths
As part of the discovery process, you will explore your strengths and goals and integrate these with business needs. Where relevant, we include your manager to confirm what successful executive coaching outcomes would look like for you and the organisation. This ensures a shared vision for success and enlists the support and involvement of your manager in your learning journey.
Feedback from psychometric assessments provides a foundation for development plans that reflect your strengths and keep your growth journey in mind.
Committing to your goals
Combining your needs with those of the business, relevant assessments, self-reflection and a manager’s input allows us to scope out your journey together. Using the Wisdom Wheel as a basis, you will develop compelling stretch goals supported by a bespoke and holistic development plan. Together, we work out how best to pursue your goals and how progress will be measured.
We'll celebrate with you
Regular coaching sessions are underpinned by a philosophy of building a leader’s capacity for self-learning and growth. We will encourage you, hold you accountable, celebrate your progress, reflect on your learnings, and, where necessary, modify your development plan. Input from key stakeholders like your manager and your team will be sought where agreed to know whether your efforts have the desired effect.
Speak directly with
Mel Russell-Lane
Senior Consultant
mel@keoghconsulting.com.au
Book a free 30 minute consultation
Leadership Effectiveness
The Life Styles Inventory™ (LSI) uses self-assessment and colleague feedback to identify individual thinking and behavioural styles. It helps leaders understand and change the way they think and behave and improve their performance. Completing and acting on LSI feedback can also help leaders cope with stress and change, enhance the quality of their interpersonal relationships, and solve problems more effectively.
Genos - Emotional Intelligence
Research suggests emotional intelligence underpins star performance, with some studies stating it counts for up to 58% of success. The Genos emotional intelligence assessments measures how often individuals display emotionally intelligent behaviour. Genos assessments are also available for recruitment purposes.
BarOn EQi
The Emotional Quotient Inventory (EQ-i 2.0®) is one of the first scientifically validated Emotional Intelligence instruments in the world. Based on more than 20 years of research, the EQ-i 2.0® examines an individual’s social and emotional strengths and weaknesses.
Centre for Creative Leadership Benchmarks® 360 Assessments Suite
CCL’s Benchmarks® assessment suite provides leaders with feedback on critical leadership skills. It’s supported by more than 50 years of research by top-level international executives and successful global managers.
TheWorksProfiler - Motivations and Preferences (MAP™)
The MAP identifies where an individual directs their energy along 28 work-related dimensions. It illuminates a person’s approach to self-discovery, interactions, adaptability and ways of working. It provides comprehensive insights into people’s behaviour and its impact in the workplace.
Myers Briggs Type Indicator®
The Myers-Briggs Type Indicator® (MBTI®) instrument has helped millions of people gain awareness about themselves and how they interact with others. The MBTI® instrument gives people a powerful tool for improving how they communicate, learn and work.
Leadership Circle Profile™
This comprehensive 360° assists leaders in identifying how their mindset and behaviours impacts on those around them. It gives leaders insight into how they are perceived, what their strengths are and what is limiting their effectiveness.
Who we’ve worked with
Frequently asked questions
1. What is the difference between a coach and a mentor?
A coach guides the coachee to come up with their own solutions. Executive coaching involves partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential’ (International Coaching Federation definition). It supports our purpose of amplifying human potential to accelerate transformation. A good executive coach believes that the client has all the resources they need to maximise their potential. The role of the coach is to partner with the client and challenge and inspire them to come up with their own answers. They are NOT an oracle or a guru. They help you to become your own guide.
While a mentor has the knowledge and supports the mentee to become an expert in a particular area. e.g Business Acumen. More information can be found in our article: Do I need a Leadership Coach or Mentor?
2. What does a mentor do?
A mentor offers advice and counsel on areas where an individual needs to grow knowledge and connections. They may have a high level of technical experience in the person’s area of business or be particularly successful in a field of business management. For example, leadership, strategy, culture transformation, digital transformation, innovation. A mentor is usually someone who has walked in the shoes you aspire to walk in (metaphorically speaking). You’ll seek them out because of their particular experience in a field or area of expertise which resembles your own.
3. What does an executive coach do?
An executive coach allows a person to work through their own challenges or areas of need, They offer clarity and perspective, guiding the individual to finding their path to success. Executive coaching typically involves a focused and planned relationship in which the coach guides a person to achieve greater self-awareness through reflection (e.g. evaluating actions, decisions and questioning mental models). It’s a coach’s job to ask questions that will challenge your thinking, stretch and push you when needed, and continue to hold the mirror up. They will encourage you and hold you accountable.
For an introduction to executive coaching, see What is Executive Coaching?
4. What are the key aspects of personal development?
Our leadership coaching services encourage senior executives to look across all aspects of their personal and professional life, and focus on a few key areas that they want to improve. Using the Wisdom Wheel, individuals can ask themselves what they can focus in the areas of Emotional Intelligence (EQ), Spiritual Intelligence (SQ), Physical Intelligence (PQ) and Technical Intelligence (TQ). How healthy is the person’s relationship with themselves and others (EQ). Our wisdom wheel encourages you to look at all aspects so that you have a balanced perspective on growing your whole self.
5. How do you establish personal development goals?
There are a number of ways you can establish personal development goals. A good first place to start is to explore all areas of your life. What aspects of your life do you feel need more attention? Do you need to spend more time with your family, or could you do with improving your financial or physical health? Consider both your current unique circumstances and your future plans – what are the roadblocks in achieving these goals?
We use many models and approaches to help you develop inspiring goals you can work towards. The Wisdom Wheel is one such model, but we also use tried and tested models like GROW to help you articulate goals that are motivating for you in your personal and professional life. Once these goals are established, we then support you in developing strategies to achieve.
6. When should business leaders pursue personal development?
Keogh Personal Development Programs are designed to challenge, confound, captivate, inspire, excite, transform and propel individuals at any level. The opportunity to grow and develop your talents in all areas results in renewed energy and the capacity to achieve at a higher level than you previously could. Personal development support should be an ongoing pursuit, but it is highly recommended at transition points in your career. For example, if someone is transitioning from a technical role to a leadership role or when someone is moving from operational leadership to a strategic leadership role.
7. What's the difference between personal and professional development?
Professional development is about developing the skills relevant to the person’s role or future roles. It is often beneficial to both the recipient and the organisation they work for.
While personal development focuses more on growing inherent skills, behaviours and personality traits that transfer to improvement and satisfaction in all areas of that person’s life, be it at work, home, or socially.
Do you have rough diamonds in your team?
Let’s start a conversation.
Every person has a secret power, a ‘package of brilliance.’ We’re here to help people find out what theirs is and unwrap it to share with the world.
Speak directly with:
Mel Russell-Lane
Senior Consultant
mel@keoghconsulting.com.au
Book a free 30 minute consultation
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