Change Management

change-managementIf culture is "the way we do things around here", and that’s not working for you, and your business plan requires concerted effort in doing things very differently, then you are going to need greatChange Management strategies.

Today’s professional Change Management requires the execution of a project management plan by appropriately appointed team members who have the knowledge, skills resources and support in order to achieve the desired outcomes. Change Management also requires an equally strong Communications Strategy to bring everyone in your business into the loop and to keep them engaged, excited and focused on the delivery of the business plan.

If you are looking for assistance in getting this right, Red Tin Shed can help your team to understand and work toward:

  • Sustainable Change Management.
  • Change Management training/facilitation.
  • Organisational Change Management.
  • Leadership and Change Management.
  • Change Management strategies.
  • Change Management Plan and Methodology.
  • Change Tools, Templates and Techniques.
  • Change Manager Support and Coaching.

During a period of substantial growth, Geraldine led our management and team through an exciting period of organisational change. She is an extremely resourceful and effective leader.

David Bayes, Past CEO Bakers Delight.

Human Resources Business Consulting

Are you looking for support for your HR team? Ensure that the HR strategy delivers results which impact the organisation’s bottom line. Measure the value-add of great people management strategies and practice.

  • Organisation Design and Development
  • HR Leader Coaching.
  • People Management Strategy.
  • Human Resources Systems and Policy Development to support Strategy.
  • Leadership Development.
  • Talent Management.
  • Succession Planning.
  • Change Management.
  • Executive Coaching.
  • Career Management Strategy and Coaching.
  • Employer Branding.
  • Employee Engagement.
  • Health and Wellbeing and impacts on the bottom line.
  • Management of Absenteeism.

Geraldine brings a real breadth and depth of HR experience to her work. Her passion lies in the coaching and development of high potentials and senior managers as drivers of change. She has a willingness to appropriately challenge the status quo, and looks to drive organizational improvement by building strategic capability.

Jo Fisher - CE of Jo Fisher Executive Search.


Human Resource Management has grown in an organic, evolutionary way. Today management consultancy cannot be parted from strategic human resources practice. If you have an over engineered HR governance system which drives your management teams crazy, or you are starting out in an unencumbered "greenfields" space, there are simple, practical solutions which are efficient and effective, enabling people to make the difference you are looking for.

Geraldine brings passion, energy and commitment to her work. I have seen her work closely with senior executives to drive effective leadership and culture change across both private and public sector organizations

Tanya Deery, Head of HR, Corporate Centre: ANZ Banking Group

Opportunities for Coaching in your Business

If people are your most important asset, and you recognize that your business success is dependent upon not only the calibre of your people, but on their ability to maximise potential opportunities, there can be no better investment than a tailored, personal approach to development, than coaching. 

  • A need for tailored work with individuals to achieve goals?
  • A need to grow confidence in managing difficult conversations?
  • Getting ready for big changes and wanting your team to prepare for leadership?
  • Stepping into a new challenge and wanting to maximize potential?
  • Preparing for a transition either personally or with your team?
  • Do you have a siloed team?
  • Are you leveraging innovation and creative thinking within an interdependent, high performing team?
  • Are your people excited, energised and engaged in your business?
  • Is your leadership able to work with flexibility? And are they adaptive?

Team Coaching

There are reasons why some teams work well and some don’t. In fact, there are several reasons, mostly to do with the people around the table, and the complexities of their inter-relationships and intra-relationships. For example, many teams will say that their members operate efficiently in silos, rather than interdependently. This often means a lot of duplication, rework and unnecessary competition. Imagine if they were operating efficiently in concert with one another?

I bring a process of achievement to the table with a toolbox of analytical frameworks which assist the team to understand these complexities, to work with them and optimize their positive benefits for the team.

Together we would reflect on conscious and unconscious preferences, and what it feels like when the team is under pressure. What happens to individual behaviours, and how does this impact the team and the broader organization?

Some questions which the organization may be asking ….

  • Do we have the right people on the team?
  • Do we need to extend or contract the team?
  • Should we even be a team?
  • Do we work at the right level for the seniority of this team?
  • Are there different functions which this team or others should be doing?
  • Do we appreciate and value the contribution of different team members?
  • Do we respect the team differences, and do we tolerate or embrace the challenges they present?
  • Can we/should we contract to work with each other in different ways in the future?
  • Do we have clarity of leadership in this team?
  • Does leadership change flexibly depending on the issue(s) being addressed?
  • Are there elephants in the room which remain unaddressed?

HR Business Coaching

You have the title, the status and the remuneration package. But are you really influencing your leadership team as a strategic business partner? Or do they dismiss the HR leader as a “people person” with not much in the way of business nous? At Red Tin Shed we will help you to explore your value to the business in the following areas:

  • What’s the role of the HR Business Leader?
  • How to increase personal confidence and authority?
  • Does the HR team have the right support and resources to perform with excellence?
  • How to partner with the business in development of strategy?
  • How to measure impacts of great HR practice in the business?
  • How to influence the Leadership Team?
  • Making the proper management of people a priority.
  • Bottom line, return on investment in people matters.
  • Has the HR team been set the right Key Performance Indicators?
  • Are the right HR systems in place to run a great organisation?

Personal Coaching

Are you ready to take the next step in your career or personal life? Are your goals and objectives clear to you and others who may be critical supports to you? Everyone has a broad range of areas where they can potentially invest development energy. It is, however, most effective to focus on a few development areas so that we can grow sustainably, positively and strongly.

Some development opportunities frequently identified are ;
  • Developing emotional awareness and then competencies.
  • Negotiation skills.
  • Conflict Management.
  • Business partner/consultancy.
  • Presentation and Presence.
  • Solving a particular issue at work.
  • Performance Management.
  • Executive Leadership.
  • Executive Performance.
  • Adaptive Leadership.
  • Change Management.
  • Organisational Development.
There’s a lot of information out there on the development of emotional intelligence. It’s true that to earn the role of leader today, demonstrated competencies in self awareness, social awareness and self management are critical. These fundamental strengths will enable the leader to develop and grow the Relationship Management skills to become truly inspirational.

Personal Coaching

The Thomas Kilmann Conflict Mode Instrument

This instrument integrates personality and conflict styles.  The model is useful in providing a tool for problem analysis and solutions based on sound change management principles.

Executive Coaching

To lead people is one of  the greatest privileges on earth. We owe it to them to do a great job, to demonstrate that their faith in us as leaders is well placed. Executive Coaching can support your leaders to;

  • Focus your leadership.
  • Grow and expand your leadership skills capability.
  • Re-engage with your team.
  • Re-engage with your organisational strategies.
  • Re-assess their future development.
  • Target your leadership development.
  • Build a dynamic, engaged, focused leadership team.
  • Manage a transition in career.
  • Work with flexibility/adaptability.
Executive Coaching

Emotional Intelligence Coaching Model

The coaching model we would work with includes reflection on Daniel Goleman's emotional intelligence research and principles. Insights drawn from this modelling surface development opportunities, and areas on which the coaching will strive to concentrate.


The Path to Leadership

executive-coachingCoaching is no ordinary development intervention. To become an effective and well rounded leader, we all need good, honest feedback.

Sometimes we need the tension and stretch of an objective coach whose observations are to the point, and who can facilitate the surfacing of practical solutions. This is how we learn, and the learning is fast, real and professional.

Why Executive Coaching

To lead people is one of the greatest privileges on earth. We owe it to them to do a great job, to demonstrate that their faith in us as leaders is well placed.

Executive Coaching and Leadership Development

Have you ever worked for a high performance team, felt the zing and energy in achieving extraordinary things, interdependently as a team and independently as an individual?

For personal and professional development, coaching is a valuable support to your career growth and provides stimulating extension for your leadership team. Doing things differently will change your life experiences.

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