+61 9555 7955Working with you to understand your desired leadership capability
At times you know you need to develop your leaders but can’t quite articulate the specific capability uplift or are nervous about ensuring a return on your investment.
Our consulting services range from capability mapping and measurement to role clarity and operationalising the strategic plan. We work with you to confirm the required areas of uplift and design a bespoke intervention for your leadership team.
If you would like to have a robust process for understanding your current leadership capability, we can help.
Example Services
Your ultimate goal could be any manner of things such as ensuring a psychologically safe workplace through to improved organisation performance. We work with you to diagnose the gap between where you are and where you want to be.
We work with you to develop a Framework that aligns your organisation strategy, operational goals, leadership expectations, and behaviours with the demonstration of your organisation’s values.
How we do it
- Conversation to understand key strategic goals, general ideas on depth and complexity of framework that is desired.
- Review organisation documentation – strategic plans, operational plans, values statements, performance metrics.
- Focus groups with leadership team to discuss views on required leadership capabilities and “how we do leadership around here” to understand contextual nuances.
- Draft key capabilities at a high level – gain approval.
- Further build capability framework based on feedback – gain approval and finalise.
Mapping the subscales of the EQ-i 2.0 Emotional Intelligence assessment against your Capability Framework provides a method for measuring performance. It enables us to identify any gaps in capability and design programs to bridge those gaps.
- Identify the behaviours in the capability framework that are a demonstration of emotionally intelligent behaviours.
- Identify the EQ-i 2.0 subscales which, if high, would support the demonstration of those behaviours.
- Identify the EQ-i 2.0 subscale combinations that could undermine or derail the demonstration of those behaviours.
- Provide behavioural descriptors associated with the subscale combinations.
- Use this mapping to assess effective demonstration of capabilities based on leaders’ EQ-i 2.0 results.
To fully test the mapping, we appreciate having the ability to evaluate the EQ profiles of high performers as well as those who might not yet be where you need them to be. This helps to provide rigour to the mapping process for your specific context. We understand this might not always be possible and work with you on the best approach.
NNC have mapped the EQ-i 2.0 against a number of Capability Frameworks such as the APS ILS, NSW PSC Capability Framework, NSW LGA Capability Framework and QLD PSC Capability Framework, as well as specific organisation frameworks.
Why it is so important and plays into the other components of our leadership consulting services.
We are regularly hearing how overwhelmed leaders are at present and they spend much of their time putting out fires or undertaking work that should be done by their team. To help them move out of overwhelm, it is important for them to have clarity on what is most important so they can make appropriate decisions about what comes first.
Ensuring there is clarity about their roles and ‘how’ they are expected to deliver (not just the ‘what’) enables us to work with you on a learning intervention that is geared to your environment.
Our role clarity approach identifies the top five accountabilities of your leaders, the behaviour you would see them demonstrating if they were doing them well, the skills and capabilities that underpin those behaviours and, finally, the metrics to help you evaluate competency and delivery.
Understanding your organisation’s culture—knowing which behaviours are rewarded, tolerated, or discouraged—can be complex. Yet, a strong culture is essential for fostering a high-performing, resilient, and psychologically safe environment. Culture goes beyond policies; it’s the unspoken norms that shape everyday interactions, decision-making, and team dynamics. Leaders who actively shape culture build the foundation for lasting success, innovation, and employee well-being.
Our expertise lies in diagnosing your current culture, defining your desired culture, and creating a roadmap to get you there. We start by using advanced tools to analyse employee sentiment, behaviour patterns, and core drivers, capturing the subtle dynamics of your workplace. By combining data with the lived experiences of your people, we identify behaviours that align with your goals and uncover those that may be holding your culture back.
With this insight, we work closely with you to define your ideal culture, articulating the values and behaviours needed to support your business objectives. We then provide a customised, actionable roadmap to bridge the gap between your current and desired states, ensuring every step forward is meaningful and aligned with your strategic vision.
Our approach to designing leadership programs, begins with a needs assessment, involving stakeholder interviews, surveys, and focus groups, to align program outcomes with the organisation’s goals and culture. This process uncovers core competencies and leadership gaps, establishing a foundation for a program that authentically reflects the organisation’s values, creating a basis for meaningful and lasting change.
The program framework combines experiential learning, practical application, and self-reflection, centred around key competencies such as emotional intelligence, resilience, and decision-making. Psychometric tools like EQ-i 2.0 provide leaders with valuable insights into their strengths and development areas, fostering a foundation of self-awareness essential for effective leadership. Practical case studies and scenario-based activities allow leaders to apply these insights to real-world challenges, reinforcing skills in a relevant, engaging way.
To support long-term development, we incorporate continuous learning elements like follow-up coaching, peer feedback sessions, and eLearning modules. These features ensure program concepts are reinforced over time, allowing leaders to embed new skills into their daily work. Through regular evaluation using feedback loops and performance indicators, we can measure the program's impact and adjust as needed. This structured yet adaptable approach empowers leaders and contributes to a culture of continuous growth across the organisation.
An Executive Coach can help you uncover what thoughts and beliefs you have that are holding you back from doing what you truly desire. You know you need to step it up or get some assistance with a particular situation that you are finding difficult to navigate, and having someone by your side with expertise can be invaluable.
An Executive Coach steps into your world to understand the culture of your organisation, the stakeholders, their personalities and how best to influence them, providing you with personalised coaching for your context.
They also step into your personal ‘map’ of the world, uncovering your values, beliefs and aspirations in order to help you be the best version of yourself as needed in this moment.
Solutions Showcase
Solution 1 - Division within a State Government Department
The challenge
- Leaders diverted to operational activities rather than stepping into leadership and strategic capabilities.
- The Director was keen to understand and build the leadership capability of Managers.
- Lack of role clarity and clear expectations for Managers’ responsibilities.
- The PSC Capability Framework is central to role descriptions and must be included in any capability assessment.
- An emotional intelligence tool aligning to PSC Capability Framework was desired for assessing capabilities.
- Individual development plans with accountable actions were an important outcome for this engagement.
Our solution
- Conducted a Role Clarity exercise to confirm the top five priorities for Managers, the capabilities and skills that aligned with each priority, and appropriate KPIs.
- Supported Director in the implementation of Role Clarity conversations.
- Reviewed PSC Capability Framework priorities in position descriptions and aligned them to Role Clarity documentation.
- Undertook EQ360 assessments for Managers highlighting EI and Leadership strengths and weaknesses, followed by one on one debrief of results.
- Mapped EQ assessment results against PSC Capability Framework pinpointing specific development areas for each Manager.
- Provided the Director with summary of EQ mapping data for each Manager to confirm areas of development.
- Created a face-to-face workshop series focussed on key leadership development areas, based on EQ mapping data
- Delivered one on one coaching for Managers focusing on their individual development plans.
Solution 2 - Workplace Culture Program for State Government Agency
The challenge
- Engagement results were at lowest in several years.
- Long-tenured staff and established ways of working had become embedded.
- Perception that the agency lacked adaptability, with areas of mistrust, and general feeling staff concerns were unaddressed.
- Inconsistent approach to leadership and people management.
- Some pockets of poor performance not being addressed.
- Sought to create a culture that would prevent negative behaviours.
Our solution
- Held executive engagement session to discuss engagement results, the current culture, and program objectives.
- Established a “commitment frame” through small focus groups with wider leadership team exploring perspectives on the engagement results, culture, misaligned behaviours, and what would motivate leaders to support a cultural change program.
- Presented focus group findings to Executive and designed a cultural change program based on insights gathered.
- Leaders completed the EQ360 to highlight their strengths and weaknesses followed by one-on-one coaching sessions to build their EI in context.
- Conducted a workshop series on building leadership capability. Topics included leadership self-awareness, emotional intelligence, cognitive and emotional culture, commitment frames, collaboration and team cohesion, intrinsic drive and motivation, influence.
- Implemented the Emotional Culture Deck program for Leaders to undertake with their teams.
- Used Work Values Inventory (WVI) profiling to explore intrinsic motivation and encourage team alignment.
- Program progress meetings with key stakeholders to discuss progress and what support they may need to facilitate program embedding.
Solution 3 - Capability Framework Design for a member focussed Bank.
The challenge
- Needed a Capability Framework to define how the Bank’s approach to leadership.
- The framework had to be easily digestible, linked to organisation’s values and embody emotionally intelligent behaviours.
- Required a collaborative process to foster leadership unity and create a sense of responsibility.
- Leadership capability across the organisation was seen as variable with a large difference in experience.
- Framework needed to clearly define what it meant to be a Transformational and Inclusive Leader.
Our solution
- Employed the Emotional Culture Deck (ECD) to identify the desired workplace culture by defining what leaders wanted their teams to feel and not feel.
- Established specific behaviours to cultivate the identified culture, based on the emotions expressed through the ECD.
- Defined the capabilities necessary to underpin these behaviours.
- Engaged senior leaders in discussions to refine the Capability Framework.
- Aligned the behaviours with the EQ-i 2.0 emotional intelligence assessment, detailing which subscale combinations would support or undermine the demonstration of those behaviours.
- Measured current leadership capability using existing EQ profiles to assess alignment.
- Designed a leadership program for senior and developing leaders structured around the Capability Framework to foster a culture of transformation and inclusion.
Frequently Asked Questions About Our Leadership Consulting Services
Role clarity refers to employees having a clear understanding of their specific responsibilities, tasks, and expectations within their assigned roles.
This requires a strategic approach that aligns leadership capabilities with the organisation’s objectives, culture, and long-term vision.
A Capability Framework is a structured model that outlines the essential skills, behaviours, and attributes required for effective leadership within the organisation.
Accurate Role Perception reflects a team member’s perspective on responsibilities, activities and behaviours required.
Blog Posts About Our Leadership Consulting Services
A team with high psychological safety fosters an environment of trust, openness, and shared accountability, which research has shown to be key factors in unlocking both individual and organisational potential.
Read about how establishing true role clarity helps in holding people accountable but also aligns their behaviours with organisational priorities.
Read a case study of how an EQ-i 2.0 assessment of a candidate played out once they were hired.
Read about what employees want out of their workplace and how it differs from what leaders think they want.
Our guide for the top five critical EI competencies for successfully navigating change and uncertainty as a leader.