Leadership development informed by the psychology of behaviour change for organisations that want to close the knowing-doing gap.

  • Do your leaders know what to do?

  • Do your leaders know how to do it?

  • Are your leaders enabled to do it?

Sound familiar?

You design and deliver a leadership development program, and your leaders leave the workshops inspired, equipped with new insights, and motivated to put them into practice.

But as the days and weeks go by, nothing changes. For the most part, your leaders still lead the way they always have, and the gap between knowledge and application widens.

This disconnect between leaders knowing what to do and doing it is commonly called the “knowing-doing gap.”

This gap is a significant challenge, as organisations globally spend billions on leadership development each year, often without getting a good return on investment because leaders soon revert to their old ways of doing things.

Justine La Roche

I can help you safeguard your leadership development investment by ensuring your leaders know what to do and are able and enabled to do it.

Leadership development solutions

I believe that the goal of leadership development is behaviour change and when leaders change it for the better, they can transform organisations by improving the employee experience, building high-performing teams, and shaping healthy cultures.

However, it’s not enough to view leadership development through an individual lens, as the context in which leaders work may make it difficult to put what they know into practice.

Instead, solutions that connect leaders’ development needs with organisational goals are necessary.

From my experience, these solutions involve three key steps: Define, Develop, and Do.

  • Do your leaders know what to do?

    If not, define the leadership mindsets, behaviours, and skills crucial to your organisation's success.

    You can then use your leadership framework to signal and reinforce required behaviour and inform important leadership decisions, including what to invest development in.

    Learn more here.

  • If your leaders know what to do, the next step is to ensure they know how to do it.

    I can support you in delivering a leadership development program specifically for your organisation and business context that deepens awareness of which leadership behaviours are crucial to success and how to demonstrate them.

    Learn more here.

Do

  • If your leaders know what to do and how to do it, implementing a follow up strategy to turn knowledge into action is the final step.

    The key enablers of this strategy are structure, support, and accountability.

    Learn more here.

Trusted by:

Endeavour Group

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ALH Hotels

•

BWS

•

Dan Murphy's

•

Country Road Group

•

TAC Transport Accident Commission

•

Yarra Valley Water

•

Swinburne University of Technology

•

The University of Newcastle

•

Medibank

•

Dentsu

•

KingSwim

•

Spiire

•

Endeavour Group • ALH Hotels • BWS • Dan Murphy's • Country Road Group • TAC Transport Accident Commission • Yarra Valley Water • Swinburne University of Technology • The University of Newcastle • Medibank • Dentsu • KingSwim • Spiire •

  • Thank you, Justine, for the incredible partnership over the past few years. I truly believe part of our success can be attributed to the important work you've done with the team. I'm excited about our continued collaboration and shared vision of developing strong, resilient, and caring leaders for the future!

    General Manager, RG Restaurants, KFC

  • "Thank you for designing and facilitating the session for our extended leadership team. What an amazing day. Smashed our goals!"

    Head of Marketing & Loyalty, Dan Murphy’s

  • "Many thanks Justine. You were so engaged and energetic throughout the leadership development program. The sessions were great to attend."

    Head of Risk, Medibank

  • "Thanks, Justine. We always appreciate the thinking, research, and leadership 'je ne sais quoi' you bring to our partnership."

    Capability & Experience Partner, Endeavour Group

  • Justine, thank you so much for joining us for our panel event. Wonderful insights and perspectives that you shared which were super inspirational and tangible!"

    Chief Executive Officer, Dentsu ANZ

  • Justine it was such a pleasure partnering with you to design the Inspiiring Leaders program. Our leaders thrived in the environment that was created and loved your facilitation along with the digestible content and practical approach.

    Organisational Development Manager, Spiire

Latest insights

Insights
Why it pays to swim with the current when developing leaders
Why it pays to swim with the current when developing leaders

When supporting leaders in changing their behaviour for the better, at first glance, ‘swimming with the current’ sounds counterintuitive, right? Here are four reasons why it’s not.

Read More →
Case study: RG Restaurants Above Store Leadership program
Case study: RG Restaurants Above Store Leadership program

Learn how RG Restaurants continue to invest in leadership development to support business growth and are generously sharing their secret sauce (scratch that – herbs and spices!) with others.

Read More →
Case study: Spiire’s Inspiiring Leaders program
Case study: Spiire’s Inspiiring Leaders program

Learn how I partnered with Spiire, a property and infrastructure consultancy, to co-design the Inspiiring Leaders program for talented, emerging leaders, with a focus on creating a learning experience that lasts.

Read More →
What drives the gap between leaders knowing what to do and doing it?
What drives the gap between leaders knowing what to do and doing it?

What creates or widens the gap between leaders knowing what to do and doing it? Well, it's complex. Find out why and what to do about it.

Read More →

Let’s make it happen

Contact me to explore how we can close the leadership knowing-doing gap in your organisation.