SMG is Australia’s premier leadership development advisor. Since 1998, we’ve partnered with exceptional talent to elevate leadership skills and unlock organisational potential.
Speak with someone at SMG
Unlocking executive excellence
0 %
OUR APPROACH
SMG provides comprehensive training in coaching methodologies drawn from a range of approaches including positive psychology, adult learning theory, psychodynamic and solutions-focused coaching and cognitive behavioural change.
SMG coaching methodologies are firmly grounded in the context of business imperatives whilst integrating relevant principles from psychology, neuroscience, adult education and wellbeing.
INDIVIDUALS AND TEAMS
Through a robust understanding of our clients’ challenges and goals, we tailor our programs to support individuals, teams and organisations. Our programs cover multiple organisational needs, often commencing with executive team effectiveness programs, followed by broader blended learning solutions across the whole organisation.
COMMERCIAL ACUMEN
BEHAVIOURAL CHANGE
SCALABLE LEADERSHIP PROGRAMS
At SMG we think about learning holistically. This is why we developed the SMG Leadership Institute, a blended learning solution for leadership development.
Every organisation is different, as are the needs of their teams. We support organisations with blended learning solutions, that can be customised to suit organisations of all sizes.
How we develop these leaders :
How we develop these leaders :
How we develop these leaders :
We provide learning that is relevant, appropriate, highly engaging and in line with their level of leadership. By taking into account how different levels of leadership interact within the context of the whole organisation we help ensure leadership development has lasting impact.
01
By taking into account how different levels of leadership interact within the context of the whole organisation we help ensure leadership development has lasting impact.
02
By taking into account how different levels of leadership interact within the context of the whole organisation we help ensure leadership development has lasting impact.
03
By taking into account how different levels of leadership interact within the context of the whole organisation we help ensure leadership development has lasting impact.
04
By taking into account how different levels of leadership interact within the context of the whole organisation we help ensure leadership development has lasting impact.
Helping leaders recognise strengths and areas for growth, fostering personal accountability and stronger team dynamics. This not only boosts leader performance but also creates a culture of continuous learning and engagement, encouraging long-term business success.
Globally, the most successful executive teams are the ones that operate cohesively and at speed. Our bespoke approach involves a series of structured workshops as the foundation for the program, addressing critical issues uncovered in the organisation’s needs analysis.
Communicating with presence and impact is a must have skill for leaders who want to engage, inspire and connect meaningfully. Our Executive Presence and Impact Program is a dynamic catalyst for leaders to build confidence, credibility and connection.
Everyone deserves to be at their best. Whether your goal is to achieve more in your current role or to change your career, a focus on your wellness is the starting point for change. SMG has over 10 years of experience in facilitating wellness outcomes using validated frameworks and methodologies.
Achieving sustainable culture change, requires a vision and commitment from the Board, CEO and executive team. The team at SMG understand the neurological factors that influence change readiness, adaptability and resilience.
Accelerating women into leadership isn’t just good for diversity; it’s essential for dynamic, resilient organisations. We run parallel programs for female talent and senior mentors/sponsors, similar in structure and designed to create alignment and momentum.
Is the organisational context being taken into account?
In leadership development, one size doesn’t fit all. One of the first questions to ask when designing a leadership development initiative is, “How, precisely, will this leadership program enable your organisational strategy?” and “What are the 3 or 4 behaviours or competencies that will make the biggest difference?” These are crucial questions because we’ve seen that leaders – especially when under pressure – tend not to engage with capability development unless they understand its relevance to the business results they need to deliver.
Are underlying beliefs, values and judgments being addressed?
Mahatma Gandhi once famously said, “Be the change you want to see in this world.” When senior leaders believe this idea applies to their teams, but not to them, there’s a risk the entire leadership development initiative won’t gain traction. Successful top teams know that the culture of the business is shaped by them and they are responsible for the organisation’s activity and capability with and through their teams.
Are internal systems working for and not against the initiative?
Often we’re asked to work with teams to help build collaboration across functional and organisational lines; to ‘de-silo the business’. And when we ask for example about the remuneration policy, we discover reward is focused on individual business units hitting their own targets. To achieve success there needs to be alignment between the objectives of the leadership development program and internal systems and the goals.
Are there mechanisms in place for sustained behavioural change?
A leadership development initiative that is an ‘event’ might provide an immediate boost in excitement and engagement—but it’s fleeting. The half-life of learnings from one-off development programs is about 3 months. And then if participants can recall one or two key ideas they are doing well. For a real return on investment there need to be conscious mechanisms in place that embeds and sustain learnings.
How to make it rain: Six leadership lessons from the professional services sector
8 October, 2024 13 min
Navigating executive leadership transitions
18 June, 2024 12 min
Embracing disruption: How top financial services executives lead in a changing landscape
6 August, 2024 12 min
The surprising reasons new CEOs fail—and what to do about it
2 September, 2024 17 min
What the best leaders do to minimise psychosocial risks in the workplace
30 April, 2024 14 min
What’s the difference between coaching and mentoring?
Executive coaching and mentoring differ primarily in their objectives. Executive Coaching is task-oriented, aiming to enhance defined skills, behaviours, and performance. Coaches provide structured feedback and hold executives accountable, helping them achieve measurable outcomes related to business objectives.
Mentoring is more relationship-focused and often involves long-term career and personal development. Mentors, in most cases are senior individuals with lived experienced in a similar industry or profession to that of their mentee, and provide guidance based on their own experiences.
What does SMG offer that’s different to other coaching and mentoring services?
Many coaching firms offer coaches with formal coaching qualifications. What sets SMG apart is the additional lived experience and commercial acumen of our Executive Coaches and Mentors. They have walked in the shoes of leaders, and bring with them decades of leadership experience. They understand the pressures faced at all levels of leadership.
How do I know if it is the right time for me to be coached?
There is no right or wrong time for executive coaching. We look at leadership on a continuum, constantly being refined based on new experiences, regardless of career stage. Our team can work with you to define your objectives, challenges or obstacles, and determine the most appropriate modality to address your needs.
How do you measure the impact of executive coaching?
Thorough impact assessments are a fundamental component of all SMG coaching, mentoring and leadership development programs. To provide depth of insight, we undertake 360 reviews, assess goal outcomes and interview 3rd parties. We assess impact on the individual, team and organisation.
How do I select a coach? How will I know if an executive coach is the right coach for me?
After establishing a comprehensive brief with one of the SMG team members to understand what you are hoping to achieve from your coaching or mentoring engagement, we provide you with Executive Coach/Mentor options based on our extensive network of experienced associates. We consider coach specialisations and how they best fit with your individual needs. Following this, a meeting with each coach helps you to determine which coach is the right fit for you.
If the coach isn’t familiar with my work and life, how can they help me?
All of SMG executive coaches are qualified across one or more of the following areas: executive coaching, organisational psychology and clinical psychology. This provides all SMG Associates with a range of foundations and frameworks in which to apply during your sessions. They do not need to know detailed information about your work and life circumstances to be able to support you. They are trained in asking the right questions to get to the core of the issues and strategies to overcome obstacles.
How many coaching sessions are usually needed, and how many months will I work with a coach?
Our coaching engagements vary based on the needs of the leader or organisation. Generally coaching engagements range from 6-12 months.
Does executive coaching involve a psychometric tool?
There are many diagnostic tools available in executive coaching. These are used to help both the leader and the coach to gain a better understanding of blind spots and areas of development. At SMG, we are agnostic in regard to which tools we use. If you are not comfortable with the use of psychometric testing, this can be discussed with your coach or mentor and an alternative solution identified.
Expert insights delivered
to your inbox
Subscribe to our newsletter for a regular dose of leadership best practices and inspiration.
Subscribe to our newsletter for a regular dose of leadership best practices and inspiration.
