Organisational Psychology
Consulting & Advisory Services
As a Masters-qualified Organisational Psychologist with around 20 years of diverse experience, I offer consulting and advisory support for organisations and leaders who need expert guidance and a reliable, experienced hand.
Whether you’re a small, busy People & Culture team, an organisation experiencing rapid growth, or a senior leader needing specialist expertise, I can help you navigate change and implement practical, effective solutions. My support is tailored to your needs, with a range of flexible options available.
Ongoing Advisory & Strategic Partnership
Leaders and People & Culture teams often benefit from an external perspective - someone who can challenge thinking, offer fresh insights, and provide practical guidance on workplace dynamics, leadership, and culture. My advisory support is designed for organisations looking to strengthen people strategies, embed behavioural change, and create environments where teams can thrive.
Objective & Supportive ‘Sounding Board’
Having an experienced external advisor can help leaders refine strategies, navigate challenges, and make informed decisions.
I provide an objective perspective - testing ideas, identifying blind spots, and offering evidence-based guidance to help shape leadership and people practices with confidence.
Psychological Safety & Workplace Culture Advisory
A culture where people feel safe to speak up, take risks, and contribute openly is critical for high performance.
I advise organisations on how to embed psychological safety into leadership behaviours, communication, and ways of working, ensuring teams can collaborate, innovate, and perform at their best.
Organisational Psychology Expertise
Understanding behavioural change, workplace dynamics, and leadership development is key to creating a strong, engaged workforce.
I provide insights grounded in organisational psychology to help businesses build better teams, drive performance, and support leadership growth in ways that are both practical and sustainable.
Project Based Support
HR, People & Culture, and OD teams sometimes need specialised expertise to move key initiatives forward—whether due to limited capacity, competing priorities, or the need for an external perspective. I provide flexible, project-based consulting support, allowing organisations to outsource complex work with confidence it will be handled professionally and effectively. With adaptable roles and responsibilities, my approach is designed to complement your team’s strengths and deliver practical, impactful solutions.
Outsourcing Specific Work or Projects
This option is ideal for HR, People & Culture, or Organisational Development teams that are overstretched, small, or simply looking for specialised expertise in a particular area.
Whether you need extra capacity, deep knowledge in a specific field, or a fresh perspective, I provide flexible, reliable project support — enabling you to progress key initiatives while your team focuses on other priorities.
Roles and responsibilities are adaptable, designed to leverage both your team’s strengths and my expertise.
Talent Management Strategies
For many medium-sized businesses, rapid growth can create challenges for talent management, engagement, and leadership development. Without the right strategy, it’s difficult to scale effectively while maintaining culture, retaining key people, and developing future leaders.
I provide advisory support to help businesses shape their approach to talent management, exploring key considerations, best practices, and ways to embed talent strategies across the employee lifecycle. My focus is on taking a strategic yet practical approach, aligned with business goals and tailored to organisational needs.
Independent Research & Advisory
Making informed decisions about leadership development providers, psychometric tools, and learning strategies requires more than just vendor recommendations — it requires objective insights tailored to your organisation’s needs. I provide independent research and evaluation to help businesses explore solutions, assess suitability, and build internal capability without bias or external influence.
Exploring & Evaluating Providers
Finding the right programs or training providers can be overwhelming. I help organisations explore and assess market options, supporting them to identify solutions that best fit their needs.
Whether it’s leadership development programs, coaching providers, or upskilling initiatives, I provide an independent perspective to help you make informed, strategic decisions.
Curating & Developing Learning Resources
Having the right information at the right time is key to building internal capability. I help organisations curate and develop structured resource libraries to support talent, leadership, and professional development.
This might involve identifying robust and reliable content, building a ‘learning library’, structuring internal knowledge hubs, or finding ways to make learning content more accessible - all depending on your needs.
Assessment & Measurement Advisory
Choosing the right assessment and feedback tools can shape how you hire, develop, and engage employees.
I advise organisations on choosing the most relevant and reliable psychometric and behavioural assessments (e.g. 360-degree feedback tools), so these align with business needs and provide reliable, actionable insights.. If yo’re looking to evaluate existing tools or explore new options, I offer independent recommendations based on best practice.
Why work with me?
In working with me, you’ll draw on my expertise as an Organisational Psychologist, along with my depth of experience in capability frameworks, leadership development, employee engagement, career development, talent management, behavioural change, and more.
Alongside running my own business, I’ve worked as an Associate or sub-contractor for several national and global consulting firms, gaining broad industry experience.
For me, a key goal when working with clients is to balance rigorous, evidence-based approaches ('best practice') with practical, sustainable solutions that deliver long-term value ('best practical').
If this sounds like the right fit, let’s connect for a chat!
Areas of Specialisation and Expertise
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With certifications in Amy Edmondson’s Fearless Organisation Scan and ABL’s brain-based S.A.F.E.T.Y.™ model, I support leaders and organisations to evaluate, explore, and strengthen levels of perceived psychological safety. I also draw on my expertise as a registered, Masters-qualified Organisational Psychologist with extensive experience incorporating psychological safety concepts into client programs.
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We know from research that high performing teams tend to have a number of specific attributes in common. My experience includes helping teams to evaluate the presence and importance of these factors, taking action to address those which have the strongest potential to contribute to success in their unique context & environment.
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My experience includes the design and/or delivery of numerous capability and leadership development programs. I’ve supported capability development with employees and leaders at all levels, across a broad range of industries and within both public and private sector organisations. More recently my work has focused on exploring ways to create more flexible, 'on demand' opportunities for growth, learning, and development to align with new ways of working.
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My experience also includes helping organisations to identify and explore potential challenges relating to acquiring, building, and retaining talent. I've also supported clients in identifying critical roles and exploring potential approaches to succession planning or risk management.
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Across the years I've designed, supported, or worked with a broad range of competency frameworks, and can say with absolute certainty that there is no 'one size fits all' approach. One approach that has been quite successful for smaller or medium-sized organisations is to create a capability 'library' that can be used flexibly across the end-to-end life-cycle of people activities.
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Over the years I have designed, delivered, or supported numerous programs of work aimed at identifying, defining, refreshing, ‘testing’ or embedding well-defined, meaningful and engaging organisational values. This has included guidance on a range of different approaches & considerations given where each specific organisation is 'at' in relation to their values journey.
Examples of Previous Projects…
Developing a Bespoke Capability ‘Library’
This engagement involved designing a tailored leadership capability ‘library’ to support a range of people processes, including recruitment & selection, employee development, talent management, and workforce planning. A key goal? To create a robust framework that was also simple, flexible, and user-friendly.
Client & Context
A medium-sized health and food industry business looking to create a practical leadership capability library.
Key Activities included…
Conducting stakeholder consultations to understand capability needs across roles
Designing a structured, easy-to-use capability ‘library’ aligned with business priorities
Developing both physical & digital versions to ensure accessibility & usability
Creating supporting resources to help leaders apply the framework in real-world scenarios
Rolling out the library as part of a broader program to support leaders in effectively supporting talent management & navigating career & growth conversations.
Results & Impact
The engagement produced a robust, practical capability library that could be applied across different roles and functions to support recruitment, development, and talent decisions.
Developing a Talent Management Strategy & Framework
This engagement involved providing consulting & advisory support for a client seeking to develop a talent management strategy that incorporated ‘best-practice’ principles while also being pragmatic and actionable.
Client & Context
A client organisation looking to build a structured yet practical approach to talent management, ensuring alignment with their broader strategic and cultural goals.
Key Activities included…
Conducting stakeholder consultations & market/industry research to identify key trends & benchmarks
Analysing & evaluating existing processes / frameworks to identify gaps & establish key priorities
Developing an internal ‘playbook’ outlining key talent management principles & processes
Providing actionable recommendations, including clear ‘roadmaps’ to support strategic planning
Developing supporting tools & resources for leaders & People & Culture professionals.
Results & Impact
The project delivered a clear and practical strategy that balanced best-practice insights with the organisation’s unique needs, equipping leaders with effective tools to manage talent with confidence.
Identifying & Evaluating Critical Founder Attributes
This program of work involved providing consulting support to design and implement a structured approach to evaluating founder attributes, ensuring greater objectivity and reducing potential bias in investment decision-making.
Client & Context
A well-regarded venture capital firm looking to enhance its approach to assessing founder potential by introducing a more rigorous and evidence-based process, also strengthening the team’s skills in identifying potential talent.
Key Activities included…
Conducting research, analysis & stakeholder consultations to explore key attributes
Conducting a survey to identify key challenges & opportunities for process improvement
Designing a tailored ‘success profile’ to guide founder evaluations
Facilitating a half-day workshop to enhance team capability in using rigorous assessment techniques
Providing recommendations for integrating the framework into investment decision-making.
Results & Impact
A clear and structured approach to evaluating potential founders, enabling more consistent, data-driven investment decisions while minimising bias in the selection process.
Delivering a Feedback Skills Program
This engagement involved designing and delivering a Feedback Skills program to establish a strong feedback culture in a financial services division of a global organisation. The initiative supported the broader people strategy, enhancing employee experience, recognition, and growth.
Client & Context
A financial services division seeking to move beyond a ‘tick-the-box’ approach, equipping employees with practical skills to confidently navigate feedback conversations.
Key Activities included…
Designing a comprehensive program with multiple ‘touchpoints’, structured to progressively build confidence & capability in navigating feedback conversations
Facilitating 10 interactive participant workshops & various ‘launch’ & follow up activities covering 3 x key topics: Providing Recognition & Appreciation, Receiving Feedback Well, and Giving Constructive Feedback.
Developing participant workbooks, conversation guides, resources, etc. to support application & behavioural change
Collaborating with internal stakeholders to ensure continued reinforcement through internally delivered follow-up communications & resources.
Results & Impact
The program delivered a structured, practical approach with tools to support feedback at all levels. It was designed to lay the groundwork for sustained behaviour change, with ongoing reflective coaching sessions supporting leaders to embed feedback as an everyday activity.
Refining a Leadership Competency Framework
This project focused on refining and modernising an existing leadership competency framework to support the organisation's transition into a new stage of growth.
Client & Context
A global organisation seeking to update their leadership competencies to be more modern, measurable, and applicable across all senior leadership levels, as well as assistance creating visual artefacts.
Key Activities included…
Conducting rigorous review of existing competencies and behavioural indicators to eliminate overlap, ensure clarity for 360-degree feedback, and focus on observable, measurable behaviours
Updating descriptors to be action-oriented and impactful while maintaining broad applicability
Creating comprehensive, supporting visual artefacts and documentation to position framework within broader organisational and leadership context
Providing strategic advisory support on framework development, validation, socialisation, implementation, and evolution over time to support organisational growth.
Results & Impact
Delivered a refined, modern set of core leadership competencies with supporting visual tools that balanced simplicity with specificity. The framework incorporated key components to achieve the action-oriented approach requested and was designed to support the introduction of 360-degree reviews, as well as broader growth and leadership development objectives.
I work closely with clients to understand their vision and bring it to life, delivering solutions that are both impactful and practical. My approach combines professionalism, dedication, and a focus on creating value through results that align with each organisation’s goals.
Organisations I’ve worked with…
My Formal Qualifications & Training
Okay - here is some of the formal stuff about my qualifications & training! My qualifications include a Masters of Psychology (Organisational), Graduate Diploma in Science (Psychology), and Bachelor of Arts (Psychology). I’m an endorsed, registered Organisational Psychologist within Australia and hold professional memberships with the Australian Psychological Society and Australian Human Resource Institute.
I’m also accredited in a broad range of psychometric assessment tools including the Saville WAVE, OPQ, CAPP Strengths Profile, VIA Character Strengths assessment, the Myers Briggs Type Indicator, the Burke Learning Agility Inventory, and many more. With strengths in “Growth” and “Love of Learning”, I’ve also completed a number of courses in positive psychology, learning agility, well-being, and Acceptance & Commitment Therapy. Finally, I’m also accredited in Lego® Serious Play®.
