Interventions to fast-track inclusivity

These practical programmes are targeted at the individuals and groups who have the power to make the greatest impact in building an inclusive workplace. 

Run over a period of months with hands-on assignments that bring input to life between sessions these practical, challenging and confidence-enhancing programmes are crafted to enable current and future leaders to bring the best of who they are to what they do.

Growing Greatness

Rather than targeting senior women, or those on the brink of moving into senior roles, Growing Greatness focuses instead on mid-career women. This is the point in women's careers when they are most at risk of downgrading their aspirations or leaving organisations because of what they perceive as a dearth of opportunity or a lack of growth. Growing Greatness helps participants see themselves as leaders, and enables them to cultivate clarity, grow in confidence and enhance their already proven capability.

Building Brilliance

If organisations are truly serious about inclusion, then everyone needs to feel they are valued and have something to contribute. Men too need an opportunity to revisit what they bring and what adjustments they need to make as current and future leaders to contribute and thrive in a workplace that is increasingly diverse. Building Boldness is a pioneering programme for mid-career men that runs in conjunction with the Growing Greatness Programme for mid-career women. It addresses the unspoken gap in current D & I initatives which leaves many men feeling unsure, left out or left behind.


This programme provides a rare opportunity to simultaneously develop the skills of senior leaders to support the development of the next generation of leaders, and next gerneartion leaders with the skills to take full advantage of this opportunity.

Way-Paving is unique in that it leverages the latest research on getting the most from your leadership development investment, ensuring culturally capable leaders and fast-tracking diverse next generation leaders to address the number one concern of organisational leaders today: ensuring a robust and reliable pipeline of diverse, future-ready leaders.

In doing so it addresses the major barriers to senior leader participation as mentors and sponsors of next generation leaders including women and those from non-traditional backgrounds.



These programmes are designed to work in with your organisations diversity and inclusion strategy, talent programmes and career development intitatives.

    Growing Greatness

  • Participant Outcomes:
  • Strategies, tools and confidence to address the unique challenges women face
  • Increased motivation to step up, greater clarity on career direction and a supporting development plan
  • Organisational Outcomes:
  • A more robust leadership pipeline of women ready to step into more senior roles or lead organisation-wide intiatives
  • Become an employer of choice for high potential mid-career women

    Building Brilliance:

  • Participant Outcomes:
  • Clarity on men's place in an increasingly diverse workforce and insights into the leadership behaviours that help and hinder the creation of a truly inlcusive workplace
  • Strategies, tools and confidence to influence career and leadership outcomes
  • Organisational Outcomes:
  • Strengthened understanding and relationships between men and women at mid-career and a network across the gender divide to ensure all those with talent feel valued and able to succeed
  • Become an employer of choice for high potential men and women by being seen as an organisation to work for by the increasing group of Millenials and Gen Z who value inclusion


  • Participant Outcomes:
  • Senior Leaders: Enhance their organisational standing as stewards of future leadership talent and their cultural intelligence by gaining new insights into the particular contributions, challenges and leadership styles of those different from themselves
  • Next generation leaders: accelerte career progression and enable access to the opportunities and networks needed to make this happen
  • Organisational Outcomes:
  • Increae visability and pipeline of diverse leadership talent
  • Plug the gap in leadership development returns by ensuring senior leaders are engaged and skilled at enhancing the engagement and career advancement of next generation leaders
Simon Power  GM Consumer Banking & Wealth Westpac

Simon Power
GM Consumer Banking & Wealth

“Quite simply Anne gets senior teams.”

From the first meeting, I knew Anne was the one to work with us. With a newly formed team and working in a fast paced and changing environment, we needed to quickly come together and understand what would be required of us to see it through.

Anne’s process gave us the platform to see ourselves and each other in a different light, and have the crucial conversations needed to set ourselves on a course to succeed. Her perceptive and nuanced facilitation enabled her to rapidly connect with a diverse range of personalities, and her gentle coaching enabled me to show up in the most helpful ways for others.

She confidently steered us, in between bursts of hilarity, to ensure we completed the work needed, even when our exuberance took over. Quite simply Anne gets senior teams. As a facilitator she is wise, direct, and practical. I’d highly recommend Anne to any senior leader needing to get their team in shape to lead significant change.

Keith Mason  Operations Manager Asia-Pacific, Taura Natural Ingredients

Keith Mason
Operations Manager Asia-Pacific,
Taura Natural Ingredients

“Anne is my go-to trusted advisor.”

I have been privileged to work with Anne in both my previous and current roles – in fact I brought Anne with me! 

In my previous role as Operations Manager with responsibly for a site of 600 for within a global, multi-site organisation, we were challenged with low engagement. This impacted not only morale and performance, but the quality of decision-making. Anne’s non-threatening, open and honest style allowed her to flush out the deep causes affecting engagement, rather than the superficial window dressing reasons so often given. Something had to change – starting with me.

Anne provided support at multiple levels including as a mentor to both me and my senior team to help us regain our “mojo”. One year on and the engagement survey results showed significant upwards movement, and engagement was no longer just a metric. Moreover, we received organisation-wide recognition for our efforts, winning the hotly contested internal “Best Site Cup” recognising the safety, sustainability, productivity and cost performance improvement achieved on the back of increased engagement. Without Anne’s insight and ability to connect our teams and leaders these successes would have been unthinkable.

When I started at Taura, Anne was one of the first people I called. She has facilitated a series of workshops tailored to enable our senior team to grasp the scale of the transformation we need to lead and change their focus and behaviours to make it happen. Twelve months on and the “silo” behaviours that defined the Leadership Team have changed; “we’ve got this” is the collaborative behaviour driving the new way of working.  We have clarity with our strategy and our values have been brought to life through recognition of simple behaviours.  Our business is experiencing double figure growth and our leaders are more equipped to sustain this into the future.

Anne is my go-to trusted advisor. She is quick to grasp situations, consistently aligns her expertise to the outcome we are after, navigates the conversation through challenging issues and is deeply discreet.  She is respected, admired and trusted by the teams she works with and those of us who call on her services.