The Morris Group Leadership Program is grounded in the understanding that leadership capacity grows both through horizontal development (acquiring skills) and vertical development (how we perform them).

This program isn’t a quick fix — like any development journey, the value you gain will reflect the effort you invest. It’s designed to help you identify your growth areas and create a meaningful plan to address them. As with any change, consistent practice is key. Over time, new behaviours will integrate and become part of how you lead.

PROGRAM OBJECTIVES

  1. Enable leaders to identify their strengths and development areas, building self-awareness and agency to initiate their own learning.

  2. Contribute to a developmental culture where leaders recognise they don’t need to be the best at everything and can openly ask for support.

  3. Support the development of leadership capabilities such as:

    • Giving and receiving constructive feedback

    • Navigating conflict and tensions

    • Fostering collaboration and shared ownership

PROGRAM STRUTURE

Part 1 - Self & System Review

To help you generate self-awareness and guide the focus of the coaching; a self-review questionnaire will be provider to assist you explore areas of growth and opportunities for development. It will also start the process of identifying personal goals or intentions, for what you want to get out of the coaching process. The questions will also include reflection questions on how you see Morris Group and working within it.

The self review is estimated to take between 45mins - 1 hour.

Part 2 - Developmental Coaching

Each leader will have three 50 minute developmental coaching sessions with Hayley, approximately one per month.

The coaching approach will draw on adult development theory and support vertical development — helping leaders examine not just their challenges, but how to they relate to them. This includes:

  • Exploring mindsets, assumptions and identity-level patterns

  • Working with tension, discomfort, and dilemmas as gateways to growth

  • Exploring beliefs and supporting perspective widening and shifts

All sessions will be confidential unless specific business outcomes require further action.

Part 3 - Peer Learning Groups

To support applied reflection and shared learning, employees will be placed into small learning groups of three to four.

  • These groups will meet monthly for approximately 90 minutes to share current leadership challenges, feedback reflections, and experiments in progress.

  • The sessions will allow peer inquiry and feedback into dilemmas or challenges being experienced at individual and business levels and how the leader is managing this both personally and professionally.

  • The sessions are not for presentations but provide a space for openness and honesty in a supportive environment.

  • Initial facilitation by Hayley will support the group and learn a peer coaching process, following this the groups will self-organise.