Creating strong Engagement through enhancedLeadership and Transformation of Teams
Leadership Development
Coaching for Leaders to Chart a Course for Success
Coaching for Leaders
Even the most successful leaders can improve their leadership impact and influence.
Are you ready to unleash your leadership potential?
How Successful Leaders Get Better
Over time, even the most accomplished leaders can develop blind spots—ineffective but correctable habits that hinder their performance. These habits often go unnoticed by the leaders themselves but can have a profound impact on their teams and organisations.
Do you know what’s holding you back?
A fresh set of eyes and ears can open up golden opportunities for growth and transformation.
Schedule a free consultation and discover what’s possible.
How Successful Leaders Get Better
Over time, even the most accomplished leaders can develop blind spots—ineffective but correctable habits that hinder their performance. These habits often go unnoticed by the leaders themselves but can have a profound impact on their teams and organisations.
Do you know what's holding you back?
A fresh set of eyes and ears can open up golden opportunities for growth and transformation.
Schedule a free consultation and discover what’s possible.
The Helm of Leadership:
A Structured Approach
Over time, even the most accomplished leaders can develop blind spots—ineffective but correctable habits that hinder their performance. These habits often go unnoticed by the leaders themselves but can have a profound impact on their teams and organisations.
Common leadership challenges we help leaders overcome:
Listening and being fully present for their team
Managing conflict constructively
Generating influence
Driving change
Delegating effectively
Finding time to deal with performance issues
Want to navigate these challenges with confidence? Let’s chart your leadership course.
Feedback is Vital
A leader can only be truly self-aware when they understand the full impact of their behaviour on others. You probably have an idea of how you show up, but it is time to fully validate your own awareness. Seeking and (graciously) receiving feedback is vitel for leadership growth.
What would your team say about your leadership?
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Greater self-awareness
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Increased accountability
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A more motivated and engaged team
Are you ready to create real impact?
Find out how some ‘useful’ feedback can transform your leadership.
Strengths-Based Leadership Development
Our approach helps leaders maximise their team's potential by developing skills in:
Developing people
Communicating clearly
Leading change
Creating accountability
Inspiring others
Building partnerships
Thinking critically
Want to lead with greater impact? Let’s build a tailored leadership development plan for you.
Our Proven Process for Leadership Growth
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Assess the leader's coachability.
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Gather behavioural insights via a 360° diagnostic and stakeholder interviews.
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Identify 1-2 key leadership in growth areas that matter most.
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Engage stakeholders in providing ongoing feedback and input.
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Measure leadership growth quarterly.
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Review progress and ensure sustainable.
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Real-time positive change.
How will you measure your leadership growth?
We guarantee real, measurable change in leadership effectiveness.
Strengths-Based Leadership Development
Our approach helps leaders maximise their team's potential by developing skills in:
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Developing people
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Communicating clearly
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Leading change
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Creating accountability
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Inspiring others
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Building strong partnerships
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Thinking critically
Want to lead with greater impact? Let’s build a tailored leadership development plan for you.
Our Guarantee
Through our structured coaching process, we guarantee measurable positive change in leadership behaviour over a 12-month period. As leaders work on targeted behaviours, they naturally develop strengths in other areas, leading to enhanced leadership performance.
What impact could you make with stronger leadership?
What if you had expert guidance to accelerate your growth?
Let's talk about your leadership potential.
Our Guarantee
Through our structured coaching process, we guarantee measurable positive change in leadership behaviour over a 12-month period. As leaders work on targeted behaviours, they naturally develop strengths in other areas, leading to enhanced leadership performance.
What impact could you make with stronger leadership? What if you had expert guidance to accelerate your growth?
Case Study:
Leadership Transformation through Strengths-Based, Multi-Level Leadership Development Programs
Waterline Leadership Response: A Multi-Layered, Strengths-Based Leadership Development Program
Through the delivery of some or all of:
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Strategically created multi-layered programs that allowed for thorough well-paced learning and embedded leadership behaviour change.
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We started at the top with the ELT, enabling cultural change to be role-modelled from the outset.
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Used Gallup CliftonStrengths® and 360 tools for personalised development and measurable outcomes.
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Ensured every workshop and engagement built psychological safety through open dialogue and shared learning.
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Adapted the program across leadership levels, supporting diverse development needs
Why It Worked
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Strategically created multi-layered programs that allowed for thorough well-paced learning and embedded leadership behaviour change.
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We started at the top with the ELT, enabling cultural change to be role-modelled from the outset.
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Used Gallup CliftonStrengths® and 360 tools for personalised development and measurable outcomes.
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Ensured every workshop and engagement built psychological safety through open dialogue and shared learning.
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Adapted the program across leadership levels, supporting diverse development needs
Service: Leadership Development
Client: Sydney-based Council (Name Withheld for Confidentiality)
Background
After 100 days into his tenure, the forward-thinking General Manager (GM) of a NSW Council, sought to shift leadership ability of his Leaders and Managers from ‘competent’ to ‘excellent’. The GM recognised that a shift in leadership expertise would require more than process tweaks and would need to be supported by the use of a sophisticated, impactful tool.
The Organisation
A Local Council in the Sydney region comprising 430+ employees, four Directors and 16 Senior Managers.
Phase 1:
Executive Leadership Team (ELT)
Participant Feedback:
“The workshops with Helen and Will guided us to build a strong leadership style that inspires collaboration and builds trust. I thought our focus on a collective Growth Area was terrific.”
— Director, Local Council
Service: Leadership Development
Client: Sydney-based Council (Name Withheld for Confidentiality)
Focus:
Model trust, vulnerability, and shared leadership behaviours
This phase served as the cultural anchor—ensuring the ELT was aligned, cohesive, and leading by example. As a group, they selected a Leadership Growth Area to which to focus for the duration of the program.
Each member gained significant self-awareness through the delivery of a CliftonStrengths assessment and debrief, followed by an Individual Multirater 360° Leadership Feedback Assessment and debrief.
Participants:
GM and 4 Directors
Duration:
8 months
Phase 2:
Managers, The Second Tier of Leadership
Service: Leadership Development
Client: Sydney-based Council (Name Withheld for Confidentiality)
Participant Feedback:
“The opportunity to do this work as a group and to have dedicated time and energy for personal and professional development was a real highlight for me”
— Program Participant Council Managers Leadership Development Program
Each member gained significant self-awareness through the delivery of a CliftonStrengths assessment and debrief, followed closely by an Individual Multirater 360° Leadership Feedback Assessment and debrief. This combination gave them a version of their own view of self combined with a view of self as seen by others.
Importantly, in this Program each group of Managers worked together as a team with their Director at monthly workshops. This resulted in significant individual growth as well as impactful team growth.
Participants:
16 Managers across the council, coached in groups each of which included the relevant Director.
Duration:
12 months
Focus:
Individual Growth and Team Growth.
Measurable Outcomes:
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100% agreed that they know more about their colleagues and what makes them tick,
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90% agreed that their team is clearer on its direction and priorities,
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70% agreed that their team is a better team.
Phase 3:
Strength-Based Self Awareness and Leadership Program
Service: Leadership Development
Client: Sydney-based Council (Name Withheld for Confidentiality)
Participant Feedback:
“I want to thank Helen and Will for their time and support during this short program. They came along just when we really needed their expertise as we are going through new staffing levels and honing our negotiating skills.”
— Council Outdoor Staff Team Leader
Participants:
25 Coordinators and Team Leaders (mostly outdoor staff
Duration:
12 months
Focus:
Extend the cultural Strengths-based shift organisation-wide and build sustainable leadership depth.
What We Delivered:
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Individual CliftonStrengths® assessments and debriefs
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Four half-day workshops with a focus on: Self-awareness, Leadership fundamentals, Challenging conversations, and Inspiring and motivating team members.
Service: Leadership Development
Client: Sydney-based Council (Name Withheld for Confidentiality)
Phase 4:
Emerging Leaders – Building Leadership Depth
What We Delivered:
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Individual CliftonStrengths® assessments and debriefs
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Individual Multirater 360° Leadership Feedback Assessment and Coaching debrief,
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Two-day introduction workshop focussed on leadership fundamentals the creation of an individual, values-based, Personal Leadership Statement.
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Ten monthly transformation workshops focused on;
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Effective communication,
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Challenging conversations,
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Leader as Coach,
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Leadership Influence,
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Effective Decision making, and
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Influential communications.
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Participant Feedback:
“This wouldn't have been possible without the program's transformative journey, Will & Helen's expert guidance, and Woollahra Leadership Team's support in investing in my future.”
— Emerging Program, Participant Feedback
Participant Feedback:
“If anything, this leadership program is reinforcing the person I am and giving me the confidence that soon I will be ready to be on a senior team, which has been my goal since 2020.”
— Emerging Program, Participant Feedback
Participant Feedback:
“I now embrace difficult leadership conversations as a necessary and important part of my role. Through empathy and effective communication, I’m equipped to make meaningful changes that benefit my team and the organisation.”
— Emerging Program, Participant Feedback
Participant Feedback:
“If anything, this leadership program is reinforcing the person I am and giving me the confidence that soon I will be ready to be on a senior team, which has been my goal since 2020.”
— Emerging Program, Participant Feedback
Participant Feedback:
“If anything, this leadership program is reinforcing the person I am and giving me the confidence that soon I will be ready to be on a senior team, which has been my goal since 2020.”
— Emerging Program, Participant Feedback
Participants:
50+ Coordinators and Team Leaders
Focus:
Extend the cultural Strengths-based shift organisation-wide and build sustainable leadership depth.
Measurable Outcomes:
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100% agreed that “between workshops I’ve been able to apply my learnings in a practical manner”,
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88% agreed that the program content was highly relevant for a participant at their level,
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100% agreed that Waterline put in place conditions that facilitate vulnerability and a healthy learning environment.
Service: Leadership Development
Client: Sydney-based Council (Name Withheld for Confidentiality)
Phase 5:
Aspiring Leaders – Influencing Leadership Culture
What We Delivered:
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Individual CliftonStrengths® assessments and debriefs
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Full-day introduction workshop focussed on leadership fundamentals and the creation of an individual, values-based Personal Leadership Statement.
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Five monthly transformation workshops focused on; Effective communication, Challenging conversations, Leader as Coach, Wellbeing, Engagement and Culture, and Leadership Influence.
Participant Feedback:
“I love how I have insights into myself, and have been provided with the reassurance that not all leadership styles are the same. I have the confidence to explore my own strengths.”
— Aspiring Program, Participant Feedback
Participant Feedback:
“The way this program gave us an opportunity for Group Work was excellent. I loved the Workbook and will keep referring to it. I also loved all the time Will and Helen gave us for personal reflection”
— Aspiring Program, Participant Feedback
Participant Feedback:
“I now understand my strengths and get how they are not static in various situations. I have self-awareness about how my Strengths influence the way I approach everything”
— Aspiring Program, Participant Feedback
Participants:
30+ Coordinators and Team Leaders
Focus:
Extend the cultural Strengths-based shift organisation-wide and build sustainable leadership depth.
Measurable Outcomes:
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96% agreed that as a result of this program, their confidence as a leader is growing,
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81% agreed that they built strong connections with others across the Council (reducing the impact of siloism) ,
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100% agreed that the Waterline Team created a safe environment that fostered strong vulnerability and trust (enhancing learning).
Service: Leadership Development
Client: Sydney-based Council (Name Withheld for Confidentiality)
Phase 6:
Strengths-Based Team Development
What We Delivered:
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Individual CliftonStrengths® assessments and debriefs for all individuals,
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Two half-day Strengths focussed workshops focussed on; Shared vulnerability facilitating personal statements expressing individual needs and contributions, Team Strength complementarities, and Team Strength gaps
Participant Feedback:
“Best leadership strength and coaching I have ever attended - highly recommend. Through Waterline’s work with us we learned how we can use our strength within the team, support each other’s backs. ”
— Team Member, Participant Feedback
Participants:
Two separate Teams with an average of 11 members coached in workshops.
Duration:
Two half-day workshops for each team.
Focus:
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Individual Strengths awareness and Team Growth.
Outcomes of the Multi-Year Engagement
Through Waterline’s multi-phased approach, the council achieved measurable and lasting leadership transformation:
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Improved cross-department collaboration and reduction of the impact of siloism
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Leaders more confident and self-aware, using a common strengths-based language
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Stronger alignment to core values and Council culture
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Development of high-potential leadership sustainability, supported by coaching and strengths diagnostics
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Elevated engagement, with team members reporting increased trust, purpose, and clarity in their roles.
Legacy
The council continues to embed this work through:
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Internal succession planning based on strengths
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Ongoing leadership capability building
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Use of CliftonStrengths in on-boarding, team alignment, and staff development
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Culture-first leadership at all levels—grounded in trust, openness, and accountability
SEO Keywords
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