Leading Self Leading Teams Program Perth
Developing leaders who build strong teams and businesses that thrive.
Leading Self Leading Teams (LSLT) Program
The Leading Self Leading Teams (LSLT) program helps leadership teams develop the skills, clarity and systems required to lead confidently and build teams that perform consistently. As businesses grow, leaders often become the bottleneck. Communication gets harder, decisions slow down and teams become dependent rather than capable. LSLT addresses this by developing leaders across three levels: leading self, leading others and leading teams.
The goal is simple: leaders who build capable teams, strong cultures and businesses that can thrive without constant reliance on a few individuals.
17% increase in EBITDA in 12 months
22% increase in work capacity, no extra staff
32% improvement in team wellbeing
“The coaching has been one of the most powerful tools in the transfer of learning
into practice. Without it, we would not have achieved the results we have.”
— Paul Cousin, Principal at Bethel Christian School
This is what changes when your leaders can actually lead
- Stronger leadership capability that is consistent across the organisation
- Clearer communication across teams, with less confusion and fewer breakdowns
- Leaders who coach and develop people rather than constantly directing them
- Healthier, more engaged teams with stronger accountability
- Improved decision making and collaboration at every level
- Greater freedom for owners and senior leaders as the business becomes less dependent on them
So how do you get there? Develop leadership capability across three levels: leading self, leading others and leading teams. Build the skills, systems and shared language that allow your people to operate with clarity, ownership and confidence. That is exactly what this program does.
Is this the right program for your business?
Many organisations engage with this program when they notice challenges like:
- Leaders carrying too much responsibility and becoming the bottleneck
- Communication breakdowns across teams
- Inconsistent leadership practices across the business
- Teams waiting for direction rather than taking ownership
- Decisions becoming slow or unclear
- Leaders wanting more time to focus on strategy instead of solving day-to-day issues
- A desire to build a business that can grow without depending on one or two people
If any of these sound familiar, leadership development that focuses on both people and organisational design can make a significant difference.
Leadership capability across three interconnected levels
Leading Self
Leaders develop clarity about their purpose, mindset and behaviours so they can regulate themselves and lead with consistency and intent. They learn how their mindset, communication and behaviour influence the engagement, confidence and performance of those around them. A key focus is developing leaders who communicate clearly, listen deeply and create conversations that build trust and understanding.
Leading Others
Leaders strengthen their High Influence Leader Skills (HILS), including effective communication, active listening, feedback that builds capability, collaborative decision making, purposeful conversations and coaching conversations that develop people rather than simply directing them. These skills allow leaders to move from being the person who solves every problem to becoming the person who develops the thinking and capability of their team.
Leading Teams
Leaders learn how to design and lead teams that operate with clarity, accountability and engagement. They develop practical approaches to ensure teams understand what they are responsible for, how their work connects with others, how decisions are made and what success looks like. The result is leadership teams who understand not only what leaders need to do, but how leadership behaviours shape culture, engagement and performance across the business.
Six phases that build on each other
The program typically runs across six leadership workshops, supported by LDLC coaching sessions in between. Each workshop builds leadership capability while helping the leadership team analyse and strengthen how their teams and organisation operate. While the program follows a clear developmental structure, it is not delivered as a rigid course. Every engagement is refined to align with the operational demands of the business, leadership priorities, workload cycles and organisational context. No two programs are identical.
Phase 1: Leading Self
Leaders develop clarity about their purpose, beliefs and behaviours while strengthening the High Influence Leader Skills required to positively influence others. A key focus is developing leaders who communicate clearly, listen deeply and create conversations that build trust and understanding.
Phase 2: Leading Teams
Leaders learn how effective teams operate and how to design teams that function with clarity and positive interdependence. This includes developing clarity around team purpose and success criteria, role clarity, sequence of work, resource sharing, and communication and decision-making practices.
Phase 3: Team and Organisational Analysis
Leadership teams analyse their existing teams to identify strengths and opportunities to improve clarity, communication and accountability.
Phase 4: Decision Making and Difficult Conversations
Leaders develop the capability to address complex issues and lead conversations many leaders naturally avoid but must handle well. Strong emphasis is placed on effective communication and collaborative sense making.
Phase 5: Leadership Systems and Coaching
Leaders strengthen the leadership systems that support effective teams, including meeting rhythms, communication practices and coaching approaches. As leaders learn to coach rather than constantly direct, teams grow in confidence and capability.
Phase 6: Leadership Integration and the Leader Playbook
The leadership team develops a Leader Playbook that captures the leadership behaviours, team practices and organisational principles that will guide how the business operates moving forward. The Playbook defines the purpose of leadership within the business, the behaviours expected of leaders, the High Influence Leader Skills leaders commit to applying, communication and coaching practices, team design principles such as goal, role and sequence clarity, decision-making practices and meeting rhythms, and the behaviours that strengthen culture and belonging. It becomes a practical guide that aligns leaders and teams around how leadership is expected to operate in the business.
Workshops build the skills. Coaching makes them stick.
A defining feature of the program is that development happens collectively and individually at the same time. Leadership teams participate in workshop-based sessions together, where leaders develop shared understanding, language and approaches to leadership, communication and team design.
Between workshops, participants are supported through Learning Driven Leadership Coaching (LDLC) sessions. These coaching sessions allow leaders to reflect on their leadership practice, apply the concepts in real situations, work through complex leadership challenges and refine their skills in their own context.
This combination of collective learning and individual coaching bridges the common gap between knowing what to do and consistently doing it. Leaders do not simply learn new ideas. They apply them, reflect on the results and continue developing their leadership capability in real time.
This is how the gap between knowing and doing is closed.
17% increase in EBITDA, 22% more capacity, zero staff lost
A professional services firm engaged in the program because the partners felt they were carrying too much responsibility and their teams relied heavily on them for decisions.
Through the program, the leadership team strengthened their communication practices, clarified team roles and decision-making responsibility, and developed a shared leadership approach captured in their Leader Playbook.
As leadership behaviours became more consistent and teams developed greater clarity and capability, the organisation began to operate with less reliance on the partners for day-to-day decision making.
Over a 12-month period, this resulted in:
- A 17% increase in EBITDA
- A 22% increase in work capacity
- Achieved without adding additional staff
- No loss of staff during this period
- A 32% increase in reported sense of wellbeing at work across the team
These outcomes were not driven by working harder or adding resources. They were achieved by improving leadership capability, strengthening communication and intentionally designing how teams operate within the business.
“Working with Cognito means having someone in your corner who’s genuinely committed to your success”
Ready to strengthen leadership capability across your organisation?
If you are looking to develop your leadership team, build stronger teams and create a business that can grow without depending on a few key people, the first step is a conversation. Together we explore your business context, leadership challenges and whether the Leading Self Leading Teams program is the right fit for your organisation.