2025 Leadership Series: Introducing the Framework for Upcoming Coaching Programmes

Have you ever delegated a task only to see it carried out with minimal enthusiasm or conviction? Completed without due consideration or genuine thought — a task done "for the sake of it," detached from any sense of ownership or purpose.

I believe this sheds some light on a person’s internal workings — how they identify, their mindset, and their sense of purpose. These foundational aspects inevitably shape how they approach both work and life.

The question that comes to mind is whether the responsibility for that lies solely with the individual. To a large extent it does, as one needs to self-manage and take the initiative to pursue personal and professional growth. I also feel that, as businesses and responsible leaders, we play a vital role in creating the conditions within our organisations to enable our people to thrive. There’s a responsibility — perhaps even an obligation — to provide opportunities for our people to grow in ways that extend beyond the skills needed to perform their duties.

The challenge for many is that the fast pace and high demands of today’s workforce often leave little room for reflection on what we’re doing, how we’re doing it, and most importantly, why we’re doing it. When energy is stretched, even the most dedicated professionals can find themselves operating in survival mode.

This is where executive coaching can play a pivotal role for organisations, supporting their people to create space for themselves by making time for necessary reflection, learning, and growth.

The same is true for leadership—only with higher stakes. Leadership is a responsibility that impacts not just ourselves but also our teams, organisations, and communities. Whether you’re an entrepreneur, a small- or medium-business owner, a team leader, or a senior leader in a large corporate, the ripple effects of your decisions and actions are significant and lasting.

Similarly, the challenge for most leaders is that leadership is something we develop on the job. Few are lucky enough to receive formal training or guidance before stepping into these roles. Instead, we often learn from our managers or mentors and by observing senior leaders around us. Some provide excellent role models, while others, not so much.

It’s when we’re under pressure that the habits we’ve picked up — whether consciously or unconsciously, and whether good or bad — tend to surface. Without intentional development or a framework to guide us, we may unknowingly adopt behaviours that hinder rather than help our teams.

My Own Journey

Throughout my career, I’ve had the good fortune to experience both ends of the spectrum.

Early in my career, I was fortunate to have a manager who exemplified outstanding leadership. He never criticised or judged when things didn’t go as expected; instead, he asked thoughtful questions that helped me reflect, uncover blind spots, and find better solutions.

I subsequently worked with a handful of leaders who had responsibility but lacked the capability. Their approach caused stress and disengagement — a reminder of the toll poor leadership can take and the responsibility we all have to learn and uphold good practices. The caveat here is that we must be interested in positively impacting people’s lives through our work.

These experiences — both good and unpleasant — shaped my leadership style and my belief that leadership is about far more than just decision-making and action. It’s also about who we are at our core and how we show up every day, aligned with the impact we're working towards making.

They have also informed my thinking around leadership development and hence the 1:1 coaching programmes I will be launching in the coming month to support leaders in develop with intention, and authenticity, empowering them to maximise their impact.

A Framework for Leadership Development

At Aspire Coaching NZ, I’ve developed the Conscious Leadership Development Framework, a holistic approach to leadership growth. This framework is built on four foundational pillars:

• Pillar 1: Identity (Leadership Being) - Who are you as a leader? How does your leadership style reflect your core values and beliefs?
  
  

• Pillar 2: Growth Mindset (Leadership Being) - How do you approach challenges? A growth mindset transforms setbacks into opportunities for learning and growth.
  
  

• Pillar 3: Resilience (Leadership Being) - How do you recover from adversity? Resilience enables leaders to navigate challenges with clarity and confidence.
  
  

• Pillar 4: Competency (Leadership Doing) - What specific skills and capabilities do you need to lead effectively? This pillar focuses on the actions and behaviours that drive results.
  
  

Each pillar plays a vital role in helping leaders thrive while empowering their teams to reach their full potential.

Exploring the Pillars of the Conscious Leadership Framework

Over the coming weeks, I will be sharing deeper insights into each pillar and exploring how they can transform your leadership journey.

These posts will also mark the launch of my 6-week coaching programmes, purposefully designed to empower growth in each of the four pillars.

We’ll review your leadership journey and explore how the upcoming programmes can empower you to lead with greater impact."

Book your free 30-minute call today!