Coaching and professional support is increasingly seen as a must-have for managers and emerging leaders.  While sometimes coaching might commence following a particularly stressful period, it is our view that all managers and leaders should have access to good quality support before problems arise.  Once the need for coaching has been recognised, common questions arise.  What happens in a coaching program?  Is it confidential?  Is it psychotherapy?  Is there a curriculum?  What will they get out of it?  Is it expensive?  How often do you meet?  Are you a psychologist?  What management experience do you have?  Why am I paying for this?  How will I know it is working?  Can you help us with other organisational issues?  Should I provide training before problems arise?  What if I pay for their development and they leave?

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We specialise in the health, wellbeing and performance of people at work.  With specialist exertise and fully accredited, we have the ability to deal with a wide range of health and wellbeing issues:

Wellbeing: A self-referral, GP letter or contact with your employer begins this process.   We will ensure that the referral is correct and that services are suitable for you.  

Self-management: This is the high performance domain and involves strengthening your ability to perform under pressure, manage stress and build strategies for dealing with conflict and building strategies for strained relationships.

Referrals from organisations

Aspire delivers effective individual and enterprise programs for organisations that are experiencing change or seek to invest in the performance of their people.  As organisational psychologists, we bring the best evidence-based assessment and coaching services to every engagement.  

We are experienced Organisational Psychologists with key strengths and passions including: application of organisational and systems thinking to business strategy; management of major talent mobility projects; and impactful relationship building with executives and leaders.

Psychology Board of Australia (PsyBA) Board-approved supervisor, Member of the APS (MAPS) and Fellow of the College of Organisational Psychologists (FCOP), Graduate of the Australian Institute of Company Directors  Course (GAICD).


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We use evidence-based coaching practices in a step-by-step method for assisting clients to achieve their professional goals via three distinct stages:

Stage 1: Establishing the current scenario

In our initial coaching conversation we work with the individual to understand their story and current situation. By getting our clients to tell their story, it helps them identify what the actual problem is and where they want to go.

During the initial stage we work with the client to identify blind spots and break through these. Blind spots will often prevent individuals from being able to identify their problem and can prevent them from seeing potential opportunities.

Before moving onto the next stage we look at how we can leverage and prioritise potential opportunities that will make a difference to that individual.

Stage 2: The preferred scenario

To develop the preferred scenario we start with asking our clients “what are the possibilities?” We then focus on developing an agreed list of realistic, challenging goals that are in line with the goals of the organisation. (for example “To increase my understanding of constructive leadership”, or “To gain greater awareness, self-confidence and resilience in my role as leader”). This helps them establish their ‘change agenda’.

At this stage of the process we work with individuals to find the incentives and real commitment that will help them persist in achieving their preferred scenario.

Stage 3: Action strategies

We then work with our clients to determine what are the possible actions and how will they obtain what they need or want. At this stage there are many possible ways of achieving their goals and often hasty and disorganised action is self-defeating. We work with our clients to select the best-fit strategies that will suit their talents, resources, style, temperament and timeframe. This then leads to the development of a roadmap (plan) to achieve their goals.

Our experienced coaches use this coaching model in a flexible way that encourages maximum engagement of the candidates, avoiding excessive control by the coach. Rather, the candidate is assisted to develop new capabilities and skills and to become more self-managing.

Download your Executive Coaching Outline Here