×Glenorchy City CouncilLeading Glenorchy
A Leadership Capability Program
A tailored program for your 12 Managers and Directors — practical, peer-driven, and built around what your team actually told us they need.
This proposal has been prepared for Glenorchy City Council's Managers and Directors, in response to the Training Needs Analysis conducted by Ira Joseph, Learning and Organisational Development Adviser.
It is designed to support the strategic priorities of CEO Emilio Reale and the Executive Leadership Team, with full ELT endorsement.
Date
February 2026
Cohort
12 Managers & Directors
Delivery
Face-to-face, scheduled around your team's priorities
Why this program, why now.
Three things in your context that shaped our thinking.
New CEO, Culture Mandate
Emilio Reale commenced as CEO on 1 July 2025, bringing a track record of rebuilding organisational culture. His stated priority is developing a dynamic, community-focused workforce.
"A new CEO with a clear people and culture focus."
Independent Identity
In January 2026, GCC unanimously rejected amalgamation with Hobart City Council. Glenorchy is asserting its independence — and investing in the leadership capability to back that decision.
"A council investing in its own capability."
Documented Strategic Priority
The February 2026 Council Meeting agenda explicitly lists "Manager and Director capability uplift" as a Learning & Development strategic priority for this quarter.
"Already on the agenda — we are responding to a documented priority."
"Your team told us what they need. This is what we heard."
Five Priority Areas for Growth
Your TNA surveyed all 12 Managers and Directors, including the CEO. The data shows a capable leadership team that has been honest about where they want to improve.
The primary opportunity for growth is in leading through change, followed by a cluster of capabilities around elevating team performance. All scores sit between 2.92 and 3.25 on a four-point scale. These are not gaps — they are areas where good leaders want to get sharper.
CAPABILITY SELF-RATINGS (1–4 SCALE)
Three sessions. Real challenges. Practical tools.
Not a training course. A structured space to think, challenge, and apply.
Your leaders already know how to lead. This program gives them a structured space to reflect on what is working, challenge each other honestly, and build practical capability in the areas they have identified. Every session is facilitated, peer-driven, and grounded in your real context.
HALF-DAY · 4 HRS
Leading with Self-Awareness & Navigating Change
TNA Priority: Leading Through Change (2.92)
The first session establishes the foundation: a shared language for leadership and psychological safety within the cohort. DISC Leadership Profiles provide the entry point — not as a personality test, but as a lens for understanding how each leader shows up under pressure and in change.
Includes
DISC Leadership Profiles with team and pair reports
Format
Peer-driven discussion, facilitated debrief, real scenarios
Outcome
Shared language, self-awareness, change leadership framework
HALF-DAY · 4 HRS
Elevating Performance & Navigating Difficult Conversations
TNA Priorities: Managing Performance (3.00) · Difficult Conversations (3.08)
The second session moves from self-awareness to the work. Using a peer advisory format, leaders present real performance challenges to the group, receive honest perspectives, and leave with a concrete approach they can apply immediately. No role-plays. No scripts. Real problems, real peers, real solutions.
Includes
Peer advisory rounds, SBI feedback framework
Format
Structured peer advisory, facilitated case discussions
Outcome
Confidence in performance conversations, peer accountability
HALF-DAY · 4 HRS
Building Engagement, Decision Making & Leading Forward
TNA Priorities: Team Engagement (3.25) · Decision Making (3.25)
The final session brings the program together. Leaders explore what drives discretionary effort in their teams, practise peer coaching as a leadership stance, and make collective commitments to the group. This session is designed to leave the cohort with a shared standard for leadership at GCC — and the accountability to hold it.
Includes
Engagement drivers, peer coaching practice, commitment protocol
Format
Facilitated peer coaching, group commitment, CEO close
Outcome
Collective leadership standard, coaching capability, accountability
Online resources to support the learning between sessions
The face-to-face sessions are where the real work happens. But between sessions, participants will have access to a curated set of online resources to reinforce key concepts, support application, and prepare for the next session.
Reflection prompts & application tasks
Short, practical activities to apply what was covered in the session to real work
Reference materials & frameworks
Key models and tools from each session, available on demand for quick reference
Pre-session preparation
Brief preparation materials so each session starts with context and momentum
"Measurable and visible in day-to-day leadership behaviour — practical tools that Managers and Directors can apply."— Ira Joseph, GCC
Steve Wiggers
Managing Director
Steve is a leadership facilitator with deep expertise in behavioural profiling (DISC), adult learning, and applied psychology. He designs programs that prioritise behaviour change and practical application.
His facilitation style is direct, evidence-based, and respectful of the experience in the room. He works with senior leadership teams across local government, professional services, and industry.
15+
Years Facilitating
RTO
60101
DISC
Accredited
Trainer of the Year
2025 National Award
Training Company of the Year
Australian Training Awards — Bronze
"They've allowed us to bring in some of the elements that are Tassal into the programs. We are starting to see that improvement come through — it's interesting to see changes in perspective around leadership."
— Liz Luck, Senior Manager, Tassal
Spaced Strategically for Impact
Three sessions spaced 3–4 weeks apart, giving your team time to apply what they have learned before the next session. We work around your operational rhythm and priorities — not the other way around.
MONTH 1
Session 1
Self-Awareness
& Change
Online
resources
MONTH 2
Session 2
Performance
& Conversations
Online
resources
MONTH 3
Session 3
Engagement
& Leading Forward
Application
& embed
MONTH 4
Complete
Capability
embedded
Month 1
Session 1 — Self-Awareness & Change
Online resources & application
Month 2
Session 2 — Performance & Conversations
Online resources & application
Month 3
Session 3 — Engagement & Leading Forward
Month 4
Program complete — capability embedded
Pricing
Based on a cohort of 12 participants. All options include program materials, DISC profiles, online resources between sessions, and post-program support.
Option A — Three Half-Day Intensives
| COMPONENT | RATE | QTY | SUBTOTAL |
|---|---|---|---|
| Program Design & Customisation | $2,500 | 1 | $2,500 |
| DISC Leadership Profiles (incl. team & pair reports) | $140 | 12 | $1,680 |
| Half-Day Facilitated Sessions | $2,500 | 3 | $7,500 |
| Total Investment (ex. GST) | $11,680 | ||
| Per participant | $973 | ||
COMPONENT
Program Design & Customisation
COMPONENT
DISC Leadership Profiles (incl. team & pair reports)
COMPONENT
Half-Day Facilitated Sessions
Total (ex. GST)
$11,680
$973 per participant
Option B — Two Full-Day Workshops
| COMPONENT | RATE | QTY | SUBTOTAL |
|---|---|---|---|
| Program Design & Customisation | $2,500 | 1 | $2,500 |
| DISC Leadership Profiles (incl. team & pair reports) | $140 | 12 | $1,680 |
| Full-Day Facilitated Sessions | $4,400 | 2 | $8,800 |
| Total Investment (ex. GST) | $12,980 | ||
| Per participant | $1,082 | ||
COMPONENT
Program Design & Customisation
COMPONENT
DISC Leadership Profiles (incl. team & pair reports)
COMPONENT
Full-Day Facilitated Sessions
Total (ex. GST)
$12,980
$1,082 per participant
All prices are exclusive of GST. Invoicing can be arranged within the current financial year for delivery that may extend into the next, as discussed.
Travel within the greater Hobart area is included. Program materials, online resources between sessions, and action planning tools are provided for all participants.
Next Steps
We would like to spend 30 minutes with you to refine the program and make sure it fits your team and your priorities.
This is a conversation, not a pitch. We want to hear what matters most to your team so we can get the design right before we start.
Steve Wiggers—Managing Director, SCALA