Every top performer in any endeavour wants to get better. And so do you.

The difficulty is, it’s very hard to do that on your own. The breakfast of champions, really is feedback. That’s why great sportspeople have coaches, great actors have directors and great orchestral musicians have their conductor.

But improving your leadership skills is only one side of the coin. You also have to improve your “leadership brand” in the eyes of your stakeholders.

That’s why we utilise the Stakeholder Centred Coaching Approach in our Transformational Leadership Coaching.  It’s an essential development experience for any leader who is intent on not only changing themself but also changing other’s perceptions of their leadership.


Our clients are already successful leaders.  And like you, they just want to get better.

It’s that attitude that made them great in the first place.

The problem is, like you, they are probably passionate, almost obsessive about results, and find themselves working harder and harder to achieve them, at great cost.

In no time at all their health begins to suffer, their relationships at home become strained, and they have less and less time to really focus on the big issues, about the next horizon.  It’s just one “mini-crisis” after another. Yet they are so immersed in the day-to-day that they rarely see this happening.

It can feel as if you’ve levelled out, that no matter what you do, your results seem to be pretty much the same.

Sure, they’re ok but the question is always in your mind, and the nagging thought you’re left with is: “How much better could they be?” or “How much better could I be?”.

Yet more alarming still is your reputation can begin to be questioned.  Yes, you’re a great performer, but have you got what it takes to get to the next level required of a Senior Executive?

It’s an old analogy, but a good one.  Remember those perennial fleas in a jar, with the lid on?  They keep jumping but after a while, after continually hitting the lid of the jar, they learn not to jump any higher.

Then when the lid is finally taken off, and they’re free to go to greater heights, they just keep jumping to the level they’ve been conditioned to achieve.

Something has to change.


Transformational Leadership Coaching with Paul Mitchell incorporates the trusted technology of Marshall Goldsmith with the unique combination of the human enterprise’s “inner” and “outer” game.

Marshall Goldsmith Stakeholder Centred Coaching approach has proven to enable successful people to lead more effectively through long-term change in leadership behaviour by using a methodology that is highly effective and time efficient.

The Stakeholder Centred Coaching process guarantees measurable leadership growth and behavioural change.

The efficacy of Marshall’s Stakeholder Centred Coaching approach has been clearly demonstrated. More than 100 great top executives, great leadership thought leaders and great HR development professionals have experienced the benefits of the Stakeholder Centred Coaching process firsthand for themselves and their organisations.

A comprehensive study among 11,000 business leaders in 8 multinational companies on 4 continents concluded that 95% of leaders who consistently applied the Stakeholder Centred Coaching process, measurably improved their leadership effectiveness.

Stakeholder Centred Coaching does not require any ‘extra valuable time’ from busy business executives, as the coaching and leadership change process is integrated into his/her leadership role on the job.

Stakeholder Centred Coaching Graph
Click the image for more information on this research.


Our Inner and Outer Game Approach
You’ll look at the integration of mindset and behavioural changes.
By focusing simultaneously on both games, you bring about lasting transformational change. Leaders not only focus on the skills and behaviours that make them better, but the underlying beliefs that may be sabotaging their success.
Incorporating a Stakeholder Centric Approach
You’ll make the key stakeholders the coaches, not just the coach.
Almost overnight relationships begin to alter, a true feeling of partnership and collaboration emerges leading to better engagement and commitment from bosses, peers and directs. This means stakeholders get better at giving feedback and become the ultimate judges of whether the leader has changed because it doesn’t matter how much the leader changes if in the eyes of others they haven’t changed. Then they haven’t changed.
Marshall Goldsmith Accredited
Paul is one of a handful of coaches in Australia that are accredited in M.G. Stakeholder Centric Coaching, who coaches executives internationally.
You are getting a consistent approach globally if engaging other M.G. coaches in different countries, and the backing of one of the world’s foremost thought leaders in Leadership Development.
Behavioural Based Results
Although, as mentioned, we focus on both the “INNER GAME” and the “OUTER GAME”, ultimately you will be judged and your performance enhanced by adding new skills and potentially letting go of those skills that no longer serve you.
We give you tools to accurately monitor the behavioural changes you are making on a daily basis. You’ll get into rituals and habits that ensure your success and lasting change.
Trusted Advisor to Senior Leaders
Paul, a registered Psychologist, has worked with some of the Asia Pacific’s most Senior Leaders, some responsible for up to $US10 billion of turnover. Many of whom have had Paul go on to coach their own team or referred him to Senior Colleagues.
You have the reassurance from other Senior Leaders (whose time is incredibly precious and are not going to waste it on poor coaching that doesn’t deliver a huge personal and professional R.O.I.) that the investment of time, energy and money will reap huge rewards.

*NB: All roles and organisations were accurate at the time the testimonials were provided


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