Introduction

Growth doesn’t happen from a single workshop—and it shouldn’t come from a one-size-fits-all playbook. Real organisational development is built on conversations, capability, and consistency.

For Australian workplaces, the goal isn’t just to tick “leadership training” off the list. It’s to build internal capability that can flex with change, scale with growth, and lift the quality of decisions made every day. This guide walks through how to use coaching, training, and group development in ways that stick—and serve your broader strategy.

1. What Is Organisational Development?

Organisational development (OD) refers to intentional strategies to improve how a business functions—through its people. Coaching, training, mentoring, and structured workshops are common tools.

OD can focus on:

• Leadership alignment
• Communication and collaboration
• Decision-making and accountability
• Team effectiveness
• Change readiness

2. Why Coaching & Training Matter More Than Ever

In fast-moving environments, leadership can’t rely on past experience alone. Businesses need:

• Leaders who can guide, not just manage
• Teams that know how to resolve friction
• Systems that support growth without burnout

Done well, coaching and group development:

• Improve performance and retention
• Strengthen culture and clarity
• Prepare people for what’s next

3. Core Formats: Individual, Team, and Leader Programs

• Executive Coaching: 1:1 or small group, focused on personal leadership
• Manager Development: Building confidence, communication, and decision-making
• Team Workshops: Alignment, values, feedback, or working styles
• Emerging Leader Labs: Cross-functional programs to build internal pipelines

These can be standalone or blended into longer development journeys.

4. Building the Right Development Strategy

1. Start with a scan: Culture, feedback, or performance reviews can guide focus
2. Define outcomes: What shifts should people see, feel, and do?
3. Map the levels: Who needs what—now and next?
4. Choose delivery modes: Online, in-person, group or 1:1
5. Plan for momentum: Single workshops fade—build in follow-up or coaching

5. Internal Capability vs. External Support

Many businesses start with external experts, then build internal capability over time. A-HA often partners with:

• HR and L&D teams to co-design programs
• Leaders to shape language and models that fit the business
• Participants directly through coaching or workshop facilitation

The best outcomes happen when learning doesn’t feel imported—but integrated.

6. Best Practices for Lasting Behaviour Change

• Make it safe: Trust is the foundation for honest growth
• Make it real: Use your business context—not generic content
• Space it out: Learning needs room to settle and apply
• Measure the shift: Track change in language, confidence, and feedback
• Keep leaders visible: Growth is cultural, not just personal

7. Case Studies from Australian Businesses

Case 1: Emerging Leader Labs in a Utilities Provider
A-HA co-designed and ran a 12-month program across multiple sites to build confidence, communication, and peer networks—leading to increased internal promotions and retention.

Case 2: Resetting Management Capability in a NFP
After a restructure, we delivered group coaching and tailored manager workshops that rebuilt trust, reduced turnover, and improved team health scores.

8. Conclusion

Coaching and workshops aren’t a checkbox—they’re a culture builder. When used with purpose, they help people step up, speak up, and align their growth with the organisation’s.

When people grow, everything grows with them.

9. Additional Resources

• AHRI: Learning and Development Resources
• Institute of Executive Coaching & Leadership (IECL): Coaching Resources
• Harvard Business Review: Leadership Development