how we work


At Kru Consulting, we believe leadership is all about change. The most successful leaders learn from experience, and demonstrate willingness to not only ask for feedback, but to listen to and act upon it. We draw on a range of evidence-based methodologies to help leaders build the awareness and flexibility needed to engage in this kind of leadership.

We aim to align the personal, professional and strategic goals and values of individuals with organisational goals, to build a shared understanding of success. In this environment, when leaders support and model positive behaviours which promote performance and wellbeing, others in the organisation follow suit. To facilitate this, we work with organisations’ leadership teams to create a safe environment where workers can share thoughts, test ideas, and be both supported and challenged.

In striving towards this outcome we:

  • Help leaders 'become true to self’, cultivating a mindful, compassionate and authentic approach to leadership
  • Partner with organisations to build higher levels of motivation, commitment and accountability
  • Nurture a belief in the value of a coaching culture, the role of leaders as coaches, and peer-to-peer coaching
  • Build toolkits, develop skills sets, and challenge mindsets, to attract, develop and engage high performers
  • Support individuals’ career management through fostering self-reflection, coaching and support



While development programs can be beneficial for most professionals, many people choose to engage our services at a particular time, and for a specific reason. The program most suited to each client depends on what they hope to achieve, for whom, and in what context. Below are some examples of key needs that clients describe when they engage our services.


  • Looking to change or advance their career
  • Seeking to develop their leadership potential
  • Experiencing challenges or changes in their professional life or career
  • Seeking to refine or develop particular leadership or self-management skills
  • Experiencing a lack of guidance, direction or support in their work or career
  • Aiming to change individual mindsets or behaviour

Teams and organisations

  • Transitioning key leaders to new roles
  • Experiencing major industry change or disruption (e.g. disruptive technology, changed economic conditions or shifts in government policy)
  • Expanding the roles of individuals or the organisation (e.g. starting a new branch of a business)
  • Undertaking significant recruitment
  • Facing a lack of depth or diversity in the talent pool
  • Experiencing high or increasing staff turnover, or poor staff satisfaction and morale
  • Depending too heavily on short-term performance targets

If you are interested in maximising performance or fostering wellbeing - because you, your team or your organisation are facing a challenge or simply want to be and do better - please ask us how we can partner with you to make it happen.


If you are new to coaching, you may be wondering how coaching actually works in practice, and how the process plays out. There is no one single all-encompassing answer, as every coaching experience is different. However, the following outline is a guide to the major steps in a typical coaching experience with Kru Consulting. For simplicity, this outline assumes an individual coaching model. However, supervision and group coaching models follow a similar basic structure.

Making contact

You (or your employer) make contact with us via phone, email, Skype, or the contact form on this website. We have an initial discussion about your goals and needs to determine whether coaching is suitable for you. If it is, we use our judgement and experience, alongside yours, to determine what services will be most suitable for your situation.

Finding the right fit

We carefully match you with a coach (or supervisor) who fits with your goals, needs and style. You meet the coach we recommend, to check whether your interpersonal ‘chemistry’ is right for creating a trusting, safe and successful coaching relationship. You discuss possible coaching goals, and consider your suitability to work together.

Coming to an agreement

Through considered discussion, we agree on a tailored program that suits you. Together with you, we then sign a coaching contract. This includes practical details and logistics such as number of sessions, and outlines each person’s roles, responsibilities and expectations (e.g. regarding confidentiality). Depending on the situation, and only if you agree, this stage may also involve your manager or sponsor.

Participating in coaching sessions

You participate in the agreed number of coaching sessions by the chosen method (e.g. face-to-face, phone or Skype). Sessions are commonly conducted either fortnightly or monthly. Early on, our coaches draw on our extensive toolkit of diagnostic instruments, or existing data from individual profiling or employee survey results. This helps them gain insights into your needs and context. The coach may also take steps to grow support for your desired outcomes within the organisation. This helps to support you, and increases your chances of embedding sustainable change. This is only done with your prior agreement, and with very careful consideration of confidentiality.


Progress checking and review

After an agreed number of sessions, a review meeting is held to evaluate outcomes, make any necessary adjustments to the coaching approach or goals, and determine the next steps.




Whether you have specific goals in mind, or just want to find out how we can help you or your organisation, please contact us to find out more. All of our services are specifically chosen and designed to meet your needs. We welcome the opportunity to talk about your goals, and how we can help you achieve them.