Case Studies from business just like yours

Real Leaders.
Real Change.
Real Results.

My work is where the abstract notion of leadership development is brought to life. Here at JwJ Consulting, I proudly track the transformation journeys leaders like you undertake.

Each story is a testament to the power of empathy, continual improvement, clear communication, and a tailored approach. They carry invaluable lessons about adapting to new roles, overcoming performance review challenges, and ultimately driving business success.

These are not just professional accomplishments. They are milestones in exceptional leadership journeys, fueled by personal growth, team development, and a shared commitment to excellence.

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Explore the tangible reuslts below!

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Case Studies

Leadership Unleashed


A group of professionals, lacking leadership training, found themselves struggling after being promoted to leadership roles in their respective practices.


We implemented a customized, interactive, 6-day leadership development program spread over 6 months, which encompassed self-awareness, emotional intelligence, communication, and much more.


Post-program, all attendees reported a boost in confidence, stating they felt better equipped to get the best from their teams and strengthen their performance.

I was approached to develop a leadership development program for a group of professionals who had been promoted to leaders of their individual practices. These were highly skilled people who had excelled in their chosen profession. They excelled so much they were promoted, out of their profession and into leadership. At the time of their promotion, they had not undergone any training for their new role and did not have qualifications relevant to their new role.

After some consultation, we settled on a 6-day, 3-part event spanning 6 months (2 consecutive days every 2 months). We covered a range of relevant topics including self-awareness (using a compilation of tools including personality profiling, understanding of influence of education and profession, ethnicity, family of origin, previous workplaces, age, gender and more). Understanding others (applying all we learnt in the self-awareness module to support better understanding of difference and diversity). Emotional Intelligence. Setting clear expectations, conflict management, performance support (for high achievers and those not meeting expectations), giving and receiving feedback, building successful team cultures, assertive communication, succession planning, recruitment and selection, wellbeing and creating safe psychosocial workplaces, future planning, and the world of work after COVID.

The program was highly interactive, and participants had plenty of opportunities to practice through small group learning, role plays (yes, when correctly constructed they work), case studies and discussion groups.

The time between modules provided opportunities for self-paced learning, research, and reflection.

The feedback was excellent with 100% of respondents saying they felt more confident that they had the skills to get the best from their teams and 100% stating that they felt better equipped to strengthen their teams.

In another example, I was approached again to assist professional people transition to leadership. On this occasion, because the group were highly remote, we conducted a series of 6 x 2-hour webinars over 6 months. While it is optimal to offer leadership training face-to-face, we were able to maximise the interactive opportunities and achieve excellent results in the virtual environment through some informed customisation of techniques and processes.

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Transformed Communication


High levels of conflict and miscommunication plagued a government department's client-facing staff who regularly interacted with an angry and disgruntled clientele.


By instituting a communication program that focused on emotional intelligence, assertive dialogue, mindfulness, and empathetic connection, the staff experienced a significant improvement in their interactions and overall work environment.


Post-program implementation, staff reported healthier team dynamics, improved client interactions, increased productivity, and a significant drop in workplace complaints, gossip, and tension, leading to heightened work satisfaction and healthier personal relationships.

I regularly present communication programs for government departments and private businesses.

One particular government department that I regularly present programs for has a client group who, through life circumstances, often present angry and aggrieved. This presents regular challenges for staff, especially forward-facing staff.

The program I developed incorporates a large element of Emotional Intelligence and unpacks the impact of emotions on our physiology, our psychology, and our emotional and physical health. It also incorporates proven strategies for managing our own emotions and techniques for maximising all interactions with clients (including assertive speaking and listening, mindfulness and presence and compassionately connecting with the other person).

The training has a wonderful spin off benefit – people are interacting with team members more productively, raising concerns with management more assertively (complaining, whinging and gossip have plummeted) and report that relationships outside work (with family and friends) have also improved.

Team cultures are healthier, people are happier coming to work and rather than feeling debilitated by challenging conversations they are motivated by the job satisfaction of knowing they are helping others.

Various iterations of this program have been offered across a range of Federal, State and Local Government entities and several private enterprise businesses – always with the same outcomes. People are happier, more productive, more energised, and more able to manage difficult situations and challenging interactions.

Some things to remember about conflict, disagreement and the power of effective communication:

Disagreement arises for all of us at some time or another (it’s normal). Poorly managed disagreement escalates into conflict (conflict, if allowed to escalate, is toxic).


Disagreement doesn’t damage relationships. In fact well managed disagreement builds relationships and promotes learning and understanding. It is poorly managed disagreement that escalates that damages relationships. Understanding better ways to detect discord, manage emotions and behaviours and honestly enter into negotiations helps us all to build trust and support compassionate honesty by courageously dealing with challenges and differences.

Understanding and Dealing with Difficult Behaviours

People aren’t difficult but their behaviours can and frequently are. Knowing how to ‘play the ball’ rather than the player enables us to raise concerns with respect and to create safe spaces for discussion and debate.

Developing high level assertive listening and speaking skills enables us to raise concerns and discuss differing opinions openly, honestly and compassionately. Conversations become constructive and beneficial and aggressive and passive aggressive behaviour (both incredibly damaging), disappear.

A critical skill for everybody is to develop the skills, confidence and ability to offer both constructive and affirming objective feedback (based on fact) and to invite and hear feedback through a lens of learning rather than the blinkers of defence.

360 Degree Influence

People so often have fantastic ideas but don’t escalate them because they are unsure of how to ensure they will be heard. Understanding (and demonstrating) the skills of assertive influence ensure we get those great ideas heard!

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