More than coaching, more than training.
We transform technical managers into inspirational, effective and high-performing leaders through our scalable and accessible leadership programs which combine technology and people, with training and coaching.
How it Works
- 12 month programs.
- Content mapped to your organisation’s strategic competencies.
- On-demand leadership and training content.
- 1:1 regular & confidential coaching.
- Group coaching to help you change at scale.
- Affordable & accessible - meet any budget!
Why We Are Making An Impact
- We bring practical and accessible content and real conversations with expert business coaches.
- On-demand training and coaching.
- Accessible anytime where, any device.
- Demonstrable ROI with our ROLD calculator.
- Our accessible pricing allows effective learning culture and change management at scale.
- Flexible - no min. cohort size. Start with one, or one thousand!
Our Programs
Our programs have been created to transform emerging, developing, frontline and women managers into inspiring, effective and high-performing leaders.
Peeplcoach programs are customisable to meet the needs of any industry, organisation or team and are structured, and measured to ensure long-term sustainable change.
Leadership
Development
Leadership Development programs for all team members at all levels. Whether managing self, a team or a business – inspiring leadership is essential to accelerate individual, team and business success.
Women Leaders
Our Women Leadership programs have been created to support female leaders to build their skills, confidence, leadership competency and careers in a practical, impactful, and sustainable way.
Sales Programs
Our Sales programs are suitable for customer service, account, business development, client service and relationship managers as well as sales leaders and have been developed to meet salespeople at their level of development and expertise.
AI in Business: A Double-Edged Sword?
Lately, AI has been buzzing in my mind – and I’m sure, in yours too! As someone steering the ship in business, I can’t help but ponder how AI is reshaping our world. So, I’ve been diving deep into both the amazing opportunities and the potential pitfalls it presents.
One of the things that keeps me up at night is the risk of AI perpetuating discrimination and stereotypes. It’s a big deal to us at Peeplcoach; we’re all about creating a better, more inclusive world. It’s something we actively work against every single day.
To put it plainly (and with a nod to my friend, ChatGPT): AI’s biases can sneak in through the data it learns from. This can lead to some serious problems, from unfair hiring practices to reinforcing harmful stereotypes. It’s not just theoretical; AI’s “hallucinations” (when it confidently spouts misinformation) are real, they erode trust and are the evidence we are using to make decisions – good and bad.
But, hey, it’s not all doom and gloom! AI also brings some incredible benefits. It boosts efficiency by automating those tedious tasks that eat up our time, frees us up to focus on the work that really matters, and can analyse mountains of data, providing insights we could never have seen otherwise. That said, let’s consider also the other side.
The Human Touch in Leadership & Coaching
This got me thinking about what we, as individuals, really seek in leaders and coaches. And this is not just my opinion but the opinion of the thousands of participants we coach. Qualities like integrity, empathy, and clear communication are essential. We need leaders who inspire, support, and show humility. It’s not enough to just be efficient; we need genuine human connection.
The big question: How much of this human element can AI truly replicate? Sure, AI can analyse data and give us reminders, but can it offer that genuine empathy, care and guidance that a human coach provides? I wonder about this.
An Experiment & a Reality Check
And I wanted to share something funny, yet telling, that happened. I asked ChatGPT to create an image of Gen Z Australians at work. Seemed innocent enough, right? Then, I prompted it to add some Indian and Chinese Australians to reflect the diversity we see in the workplace today. Well, it crashed. It couldn’t do it.
This experiment highlights the limitations of AI, especially when it comes to understanding and representing diversity. It’s a reminder that we can’t rely solely on AI to build a truly inclusive environment.
The Takeaway
AI is a powerful tool with the potential to do great things, but it’s not a magic bullet. We need to be mindful of its limitations, especially the risk of bias. Let’s focus on ensuring that AI enhances, rather than replaces, the human connection that’s so critical in leadership, coaching, and creating a better world for everyone.
We at Peeplcoach know that by utlising the benefits of AI whilst not denying the essential role of human leaders and human connection we will be here for years to come.
If you’d like to find out more about how Peeplcoach Programs can help you or your team, contact us here.
Invest Against the Trend: What Great Leaders Do Differently
In the words of Warren Buffett, Chair of Berkshire Hathaway and one of the most respected business leaders and investors, smart investors “buck the trend.”
In other words, when investment markets fluctuate, they buy shares when the market is low — when most investors are trying to minimise their losses — and sell when they are high, while the herd is still trying to see how much more they can gain.
What we’ve observed here at Peeplcoach is that strategic organisations, who understand the impact that engaged, productive, and innovative employees make to the bottom line, are also “bucking the trend.”
Whilst uncertain and complicated economic conditions require additional scrutiny, a one-size-fits-all approach to budget cutting can often lead to further decreases in performance and profit, instead of increases. You can rarely save your way to long-term sustainability and profit.
And during challenging times, when “wins” are harder to find, the additional support and celebrations from organisations and managers are essential to keep motivation and engagement up.
Examples:
Agricultural Organisation:
Paid their largest bonuses to the team during one of their worst financial years. The losses — which were weather and climate-driven, were totally out of the team’s control. The team worked tirelessly to minimise further losses, and instead of being punished for working harder, they were recognised for their input and dedication. The following two years saw significant lifts in performance because of the plans developed and implemented during the “worst year.” They also increased engagement and retention over the following years, adding further profit directly to the bottom line. Paying big bonuses during an economic downturn is definitely “bucking the trend.”
Consumer Goods Organisation:
Has implemented a “Senior Leaders’ Program.” This program has been specifically created to meet the needs of leaders who are recognised as direct successors to executive roles. Timelines for succession are unknown, with the current executives being fairly entrenched. Knowing that ambitious employees can also be impatient, this organisation has invested in developing this cohort individually, personally, and as the next team of leaders who might be running the organisation in years to come. This program not only focuses on building high-performing teams and organisations, but also on building individual resilience and skills to avoid burnout, build personal satisfaction in life and work, understand self better, and find work–life balance. The message this organisation is sending is: we care about you as a person, with a family, with interests, with personal and professional goals — and we support the WHOLE of you. Investing to ensure the personal success and fulfilment of employees is not only business success, but also another example of bucking the trend.
Global Technology Organisation:
The global economy is in flux with dynamic monetary policies and political agendas, but this US-based organisation has “doubled down” on investing in their middle leaders. We have worked with this organisation for over 4 years, and during this time they have retained 85% of participants, 70%+ have been promoted within 12 months of completing the Peeplcoach Program, and 90%+ are on a succession pathway. Doubling leadership development expenditure on middle managers during economic uncertainty is absolutely bucking the trend.
If you’d like to find out more about how Peeplcoach Programs can help you accessibly buck the trend in a scalable way, contact us here.
Interesting Reads for Business and Leadership
As the days grow colder and we bunker down for winter, it’s the perfect time to refresh your reading and podcast list.
As a leader — whether you’re just starting out or have been a CEO for decades — it’s important to continue learning and challenging your thinking. As we all know, things are changing fast, and doing the same thing we did last year or in your last role is probably not going to get you the outcomes you need in the future!!!
Here are some of my current favourites:
Books
Adam Grant – Give and Take
I love many of Adam’s books, but the most recent one I’ve read is Give and Take. It explores the principle of “giving” — working collaboratively to build a win–win — compared to “taking” and focusing only on what’s in it for me.
Imagine a world, organisation, or team where success is shared and built together, rather than individually claimed.
Who Not How – Dan Sullivan
This is a great read for anyone who struggles with delegating to their team.
The Infinite Game – Simon Sinek
In this book, leadership guru Simon Sinek discusses the importance of adopting a long-term mindset in business (and life!).
Dealing with Difficult People – Dr Rick Brinkman and Dr Rick Kirschner
A topic that comes up often in our coaching sessions: managing difficult people. This book outlines 10 “difficult” behaviour profiles with practical tips for navigating challenging situations and conversations.
Podcasts
Diary of a CEO – Steven Bartlett
Steven interviews CEOs and subject matter experts, exploring performance and success in a more holistic way. One of my favourite episodes features neuroscientist Dr Tara Swart, who talks about the power of manifestation.
How I Work – Dr Amantha Imber
Amantha, CEO of Inventium (and one of our partners here at Peeplcoach), shares practical tips and hacks for productivity and growth.
No Stupid Questions – Angela Duckworth & Mike Maughan
Hosted by psychologist Angela Duckworth (author of Grit) and executive Mike Maughan, this podcast explores curious, everyday questions — with the shared belief that there’s no such thing as a stupid one!
Let me know what you think — and please share your favourite reads or podcasts!
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Impact at a Glance
Capability Improvement
92%
Of participants reported a significant improvement in their leadership capabilities, feeling better equipped to be great leaders.
Happy C-Suite
2 out of 3
Over two-thirds of managers reported either a remarkable growth in leadership, or elevation of contributions to organisation success from participants.
Coach Impact
9.5/10
After every coaching session, our participants are asked to rate their coaching experience and we are very proud of this score!
Projected ROI
3,639%
The Projected ROI is based on assumptions, including average salary rates per program level and productivity levels.
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