Executive Coaching
Executive Coaching
Unlock your potential. Achieve your goals.
Leadership coaching unlocks human potential. It’s a catalyst for change, growth and impact. Through tailored coaching conversations, leaders accelerate their personal and professional development, deepen self-awareness, and achieve meaningful goals.
At Keogh Consulting, we believe every leader has the capacity to grow. Our coaching process is one of discovery, learning and transformation, helping leaders step confidently into their full potential.
Coaching helps leaders to:
Recognise their strengths and blind spots
Understand their impact on others
Navigate complexity with confidence
Lead with authenticity and purpose
The measurable value of executive coaching
Executive coaching services aren’t just about personal growth. Coaching delivers measurable outcomes for both leaders and organisations. Research by the International Coach Federation (ICF) shows that coaching can deliver an ROI of $4–$8 for every dollar invested.
Leaders who engage in coaching experience increased confidence, wellbeing, and influence, creating ripple effects across teams and culture.
Organisations also report:
Improved employee engagement and retention
Stronger leadership pipeline
Enhanced decision-making and communication
Greater organisational agility and performance
Let’s Talk! We’re ready to help you unlock your potential.
We subscribe to the NeuroLeadership Institute’s Principles of Coaching:
- Self-directed learning. Our role is to provide a good coaching process, and ask you questions that may offer a fresh perspective or trigger new thinking. Ultimately, it is the coachee that is the driver’s seat.
- Solutions focus. Our approach focuses on solutions, rather than problems.
- Positive feedback. Ongoing positive reinforcement through the coaching process helps build new habits. We also help you build confidence through self acknowledgement.
- Stretch. Real growth can be achieved thorugh the achiement of realistic and challenging goals. Your coach will support you in reaching these goals and navigating any obstacles you encounter along the way.
- Structure. Our leadership coaching package generally includes :
- An initial expectations and outcomes discussion with the coachee and their leader, facilitated by the coach.
- Completion of a 180 or 360 assessment, followed by a debrief (Optional).
- Six monthly coaching sessions.
- A review discussion with the coachee and their leader, facilitated by the coach.
- Up to two hours of ad hoc additional support provided over the duration of the coaching assignment.
Not sure whether you need a Leadership Coach or a mentor? Read our comparison article to find out more about what’s right for you and how Keogh’s approach works.
Download our free Wisdom Wheel Plan template to start working on your holistic development plan.
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 Approach
Our approach is evidence-based, personalised and outcome-driven, so that coaching leads to sustainable change and lasting impact. We apply the Keogh Way, our 7-step approach to help leaders unlock their potential.
1. Discover
Where are you now?
We begin by understanding your leadership context. We explore your business, leadership and personal challenges, and the expectations of leaders in your organisation. We talk about your values, your strengths, how you like to learn and what you would like support with. Diagnostics such as 360 leadership assessment are often included, to help you gain deeper insights into your strengths and development opportunities.
2. Imagine
Where do you want to be?
Together we meet and confirm with your leader what success for the coaching assignment looks like from their perspective and how they might support you along the way. We’ll work together to discuss the leader you want to be and how you can integrate what your organisation expects with what is important to you.
3. Design
What does the change look like?
Once you have clarity on the leader you want to be, we use the insights gained so far, to set a few meaningful and compelling stretch goals for you to work towards, using the Wisdom Wheel as a guide. These goals need to be achievable and motivating.
4. Commit
Are you committed to the change?
Before the coaching sessions commence, we have an expectations discussion. We discuss our roles in the process, confirm the coaching cadence, talk about confidentiality and agree some of the ground rules, like showing up on time and what advance notice is required if you need to cancel. It’s important that you walk away with clarity on what is expected of you, what you should expect from your coach, and the effort that’s required to achieve your goals.
5. Plan
How do you plan on making the change happen?
With clear and compelling goals, and a commitment to do the work required to achieve these, together we build out a plan to action to achieve these goals. We’ll talk about who you will seek support and feedback from during the process, how progress will be measured, identify possible obstacles you might encounter and how you might overcome these.
6. Implement
How will you mobilise and deliver the change?
Through the coaching process, we encourage you, hold you accountable, celebrate your progress, reflect on your learnings, and, where necessary, modify your development plan.
7. Review
How do you measure and monitor progress?
Once the coaching is completed, we hold a final review discussion with you and your leader to determine whether the agreed outcomes have been met. We revisit your goals and your development plan and discuss your achievements, learnings, and next steps.
Importantly, we seek your feedback on the coaching experience, and how we can improve.
What makes us different?
Our coaching approach blends evidence-based methods, experience and deep human insight to help leaders navigate complexity, lead with authenticity, and inspire lasting change.
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
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 to navigate complex challenges. Executive coaching involves partnering with clients in a thought-provoking and creative process that inspires them to maximise 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 providing ongoing support to build your leadership capability.
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. An executive coaching program 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).
An experienced coach will ask questions to challenge your thinking, stretch and push you when needed, and continue to hold the mirror up. Regular coaching sessions will encourage you and hold you accountable.
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 – this can involve both personal and professional growth over your leadership journey.
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 leadership 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.