Human Synergistics
Diamond Power Index
Progress
HDBI
Conflict Coaching
Trusted By
Human Synergistics
Diamond Power Index
Progress
HDBI
Conflict Coaching
“You deserve a straight answer on whether it’s fixable before you spend another dollar finding out.”
You know something is wrong.
Your team is underperforming, conflicts are quietly poisoning the culture, and your executive group aligns in a meeting but operates in silos the moment it ends.
You’ve probably tried the workshops, brought in consultants with frameworks, and sent your people to off-sites that felt good on the Friday and changed nothing by Wednesday.
What you got was a report and a set of recommendations. Months later, the same problem.
The issue isn’t your people. It’s that most providers only know how to manage leadership problems, not how to fix them.
Leadership is demanding. I work in complex leadership environments to help leaders and teams build the confidence, capabilty, and capacity they need to perform.
I developed SixHourFix because most leadership problems don’t need a programme. They need a precise diagnosis and a targeted intervention from someone who isn’t afraid to say what they see.
I’m not a coach who asks questions until you find the answer yourself. I’m the person you bring in when you already know something’s broken and you need it fixed.
"Brave. Funny. Irreverent. And almost never wrong about what’s broken."
20+ years of leadership advisory across government, corporate, and scaling businesses
20+ years of experience in leadership and management roles
Psychometric and sociometric specialist offering Human Synergistics, LSI & GSI, Culture Work, HBDI, Diamond Power Index, Progress
Tailored for senior exec teams CEO and executive team, performance, including managing board expectations
Melbourne-based. Operating nationally
Book the $1,500 Diagnostic
We sit down together and map the problem. We'll have a structured conversation about your team's dynamics, history, and levers for resolution. The $1,500 is credited against any engagement you proceed with.
Receive your Intervention Design
I’ll give you a specific, structured leadership intervention plan that’s 6 client-facing hours.
Fixed. Measurable. Done.
At the end of your engagement we review outcomes against the goals set in the diagnostic. I’ll tell you whether it worked, what to monitor, and whether any additional work is needed.
Every engagement is approximately 6 client-facing hours, structured around your situation.
Learn more about my interventions.
Team Interventions
Team Conflict Intervention
I identify what's triggering the conflict, unpack the impact with the team, and establish mutual goals and a team charter. Effective when everyone is acting in good faith. When they're not, I'll tell you and recommend the right next step.
Executive Leadership
Team Performance
I apply a sociometric or psychometric assessment, work the data, and design a targeted intervention. We address capability gaps, power dynamics, and decision-making clarity.
New Team
Establishment
Set the strategic direction for your new team, agree ways of working, establish reporting and collaboration frameworks for new teams. Grounded in proven models.
Team Performance Reset
I run a Group Styles Inventory or HBDI team report, unpack the data, and identify the key levers for change. 80% fully resolved. If culture is the real issue, I’ll tell you honestly at the diagnostic and recommend a different engagement.
Change, Restructure & Team Adjournment
Current workplaces are full of challenge and change is now the norm. My role is to enable people to adjust quickly, embrace change, make decisions without all the answers, and bring their people with them on the journey. Suitable for organisations navigating MOG changes, project close-outs, or constant restructuring.
Personal Fix
Performance Calibration
For a team member who is underperforming. I identify gaps in role requirements, set specific goals, coach the improvement, and agree success measures with their manager. 100% success rate.
Leadership Readiness
For leaders stepping into more challenging roles such as internal promotion, board appointments, or a new organisation. I test interview technique, tailor communication style, pressure-test assumptions, and make sure you are ready for the next challenge.
Career Transition Sprint
For the leader who has outgrown the role or the organisation. I review your skills, identify transferable capability, map the network required, and assist you to target the right organisations. 80% of clients find their next role within 6 months.
See my real outcomes from real engagements
Underperformance resolved from individual performance coaching
New team establishment (where the applied work is completed)
Senior leader capability development, paired with action learning
Team performance interventions fully resolved
Career transition clients find their next role within 6 months
Leadership services testimonials
Team conflict doesn’t stay contained. Underperformance spreads. Executive teams fracture and make poor decisions. And the people doing the right thing, the ones you truly can't afford to lose, quietly start looking elsewhere.
Most leaders know something’s wrong long before they act on it. The diagnostic exists to compress that gap.
Organisational culture
Real culture change takes a minimum of six months. I do that work too, but it’s a sustained engagement instead of an intervention. If the diagnostic reveals a culture problem, I’ll tell you and design the right approach.
Large-scale capability programs
Bespoke design for large cohorts and multi-module L&D programs are outside the SixHourFix model. Tell me your organisational challenges, and I will design and deliver a customised program for your people.
People who don’t want to change
An intervention works when everyone in the room is acting in good faith. When they’re not, I’ll identify that at the diagnostic and give you honest advice about what it means for the team.
In approximately 6 client-facing hours:
The conflict named, understood, and resolved — with a charter in place to guide future behaviour
The underperformer on a clear performance path, or correctly and respectfully exited
The new team aligned on direction, priorities, and ways of working from day one
The executive group operating with clarity on power, roles, and deliverables
The transitioning leader stepping into their new role with capability and composure, not anxiety
You back to running the business, not managing the problem
