Custom leadership programs for medium and large Australian businesses, built around your business and measured going in and coming out.
Businesses we have worked with
Almost nobody in a technical business was hired to lead. They were hired because they were good at the work, then promoted for being good at the work. The job changes on the day of the promotion, and most businesses have no way to prepare someone for that.
A good operator is asked to lead with no model to work from beyond how they were managed themselves. Some work it out. Many are left to guess.
Leadership varies between sites, crews and regions, so how well a job runs depends on who is running it. There is often a gap between how a business describes good leadership and what happens in the field.
A generic course, a workbook, a reasonable day out, and very little change in the work afterwards. The material was written for somebody else's business and never made the trip back to site.
The cost of inconsistent leadership stacks up quietly. Rework goes up, programs become a distant memory, and talented people fall back into old habits.
Off-the-shelf training teaches a model and leaves the translation to the leader. They go back to a live job holding theory written for a different business, and that gap between the room and the work is why it fades.
We work the other way around. Before we write anything, we measure the leadership capability that already exists.
An incoming diagnostic measures the leadership capability you already have, so the material aims at real gaps rather than assumed ones.
The course is written around your business. Values, vocabulary, roles and processes go into the material, and the tools are chosen against measured capability.
In person, online, or hybrid, on your site or at an external facility. Delivery bends around your operation to keep the disruption small.
An outgoing diagnostic repeats the same questions against the baseline. You get the full data back, and the tools stay with your team.
Most training fades because it was never designed to survive the end of the sessions. This is built the other way around. Every example, exercise and case study comes from your business, so nothing needs translating on the way back to the job and the tools get used the same week they are taught.
Your leaders help shape the framework as it is built, which is why they carry it afterwards and defend it to their own teams. If the program only works while we are in the room, it has failed.
Georgiou is a leading Australian civil and building construction company of around 1000 people, delivering key infrastructure nationally. Rapid growth and a national footprint meant leadership practice had started to vary between projects and regions.
They engaged us in 2024. We co-designed the program with their Learning and Development and People and Capability teams and built it around their work. The brief went past teaching a model: their leaders were asked to define what it actually means to be a Georgiou leader, and to put that into practice on their own teams.
The result was iGnite, a six month pathway that prioritised practical work over heavy theory. Delivery ran in person, online and hybrid across the national business.
Unveil is now Georgiou's ongoing national provider for leadership programs.
“Mitch took the time to deeply understand our business, our people and our values. Our leaders weren't just participants, they were co-creators. We are incredibly proud of iGnite and the impact it is already having on our leaders.”
Off the back of the core leadership program, Georgiou's executive team asked for their own version. We built a custom delivery for the entire C-suite, shaped around the reality of a busy executive schedule rather than a standard cohort format.
This indicates how impactful the programs we run actually are: a national executive team does not clear its calendar for training that does not provide exceptional value.
We use our own custom diagnostics, built and tested in high pressure environments and supported by the Adapt Lumia platform and technology. Every leader answers the same questions before the program and again after it, so what lands on your desk at the end is the size of the shift against a real baseline rather than a feeling in the room.
Here is what that looked like across one national rollout. On each bar, the lime is the ground gained.
“As our supervisors don't have a clear pathway regarding career progression, this course provided key development information about themselves, and this will encourage further development and skillsets.”
“Initially uncertain about how the program would deliver meaningful insights, but it came together brilliantly, centering on company core values and how to apply them to our direct teams.”
“It was clear they had spent a lot of time putting everything together and wanted the program to succeed, which makes me feel strongly about giving it a red-hot crack.”
“Really tailored to our values and delivered well compared to other leadership programs that I have done.”
“I have thoroughly enjoyed the course and think mixing across the whole country is a major part of the success. Many things have been simple but a real lightbulb moment in how to organise and apply them.”
“The delivery approach was effective, particularly the cohort breakouts. I felt part of the Group, having similar day-to-day leadership challenges.”
“I really enjoyed connecting with people across the business. Mitch's knowledge and approach made the modules enjoyable and interactive, keeping us talking and thinking.”
“We tried onboarding someone before without the system and it fundamentally failed. This time, with the system Unveil built, we've actually made an improvement.”
The same process runs at both ends of the scale, and it runs at both ends of the org chart. In a small team a single resignation takes a meaningful share of the business out the door. In an executive team a single unresolved disagreement sets the direction for everyone below it.
Small rooms, senior people, short windows. These builds are designed around the reality of an executive schedule.
Off the success of the national leadership program, a custom delivery was built for the entire C-suite, shaped around a busy executive team rather than a standard cohort format.
Result: the executive team came through the same framework as their leaders, so the language runs top to bottom.
Unveil led a leadership and strategic development day for the national leaders of an Australia-wide insurance alliance. Nine executive leaders went through a six hour session on vision, future strategy, and the agreed behaviours of an Oracle leader.
Result: a single agreed direction and a shared standard of leadership behaviour across the national group.
Where a single departure takes real capability out the door, and where the leadership layer is being built for the first time.
Engaged for directorship and leadership training through a growth phase: strategic training for emerging leaders, ongoing mentoring and coaching, and behavioural analysis to improve team effectiveness.
Result: a new leadership team trained and supported, succession pathways built, key person risk and turnover both significantly reduced.
For site leaders outside the iGnite cohort, inconsistent leadership behaviours were hurting productivity on high-risk projects. A custom one-day program was built for blue collar site supervisors, using behavioural tools that allowed deeper connection.
Result: productivity improved, a unified language took hold, and attrition across teams stabilised. The tools are still in use today.
Specialist engineering across oil and gas, mining, defence and marine. A mix of personalities and styles in the leadership team had led to conflict and lost effectiveness. Behavioural and psychometric analysis gave an objective read.
Result: development pathways built from real data, with tools to track leadership progression over time.
A team of nine, where emerging leaders were being asked to run teams without ever having been shown how. Unveil built the people and cultural architecture the team needed to grow, delivering training and the practical tools those leaders needed.
Result: attrition reduced, with leadership tools still in day to day use.
Before anyone talks about a program, here is what one costs you in people, money and time.
Larger and multi-year rollouts are scoped separately. The program itself is yours to keep and run.
Unveil was founded in 2017 by Ben Charlton. Between them, the partners have built and run 22 businesses and spent two decades designing and delivering leadership material.
20+ years as a formal educator, ten of those designing and delivering senior leadership material, plus a doctorate and more than a decade inside high performing institutes in Australia and internationally. His roots are in blue collar trades and construction as a previous business owner, so he knows what a room of supervisors will and will not sit through, and he works just as well with executive and board level leaders.
A practical and people-focused operator who has built and scaled across 18 ventures in Australia, New Zealand and the Americas, with a background in oil and gas, mining, energy and electrical. Ben sits behind the method, so the commercial pressure the material is built to handle comes from businesses that have actually been run.
Behind the two partners sits a team of highly specialised on-demand facilitators around the country. That is how a national rollout runs to schedule without the material drifting between states, and it is why a program in Perth and a program in Sydney come out the same.
We use our own custom diagnostics, built and tested in high pressure environments and supported by the Adapt Lumia platform and technology. Every participant answers the same questions before the program and again after it, so movement is measured against a real baseline. You get the full data back at the end, including the areas that did not move.
Most run over six months. Shorter one-day builds work for a single layer of leaders or an executive team, and longer pathways make sense for a national rollout. The length follows the gap the diagnostic finds, not a fixed template.
No. We rebuild the content every time. Established leadership tools and frameworks get used where they earn their place, but they are selected against your measured capability and rewritten with your examples, roles and language.
In person, online, or a hybrid of both, run on your site or at an external facility depending on what suits the team and the work. Most national clients use a blend, because it keeps people together without pulling everyone off the job at the same time.
Sessions cap at 40 people, and delivery blends in person, online and hybrid work so you are never pulling a whole layer out at once. We plan the schedule around your operation rather than ours.
Leadership programs are priced per participant and scoped to the business, because a ten-person executive team and a 500-person rollout are different pieces of work. You get an indicative range in the first conversation, before anyone writes a proposal.
Yes. The material is built around your business and handed over. It is designed to keep running once we have gone, held in your leaders rather than in a facilitator.
Construction, engineering, industrial services, insurance, legal and professional services are where we have the most proof. The method reads the leadership around the technical craft, so the industry does not change how it works.
We always take the time to get to know the current status of your business and its leadership development capabilities. We run a complimentary review to make sure there is a proper fit between us, which you can book below.
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