Corporate Program Overview

Stimulate your organisational culture with targeted training processes to fast-track growth in vital areas of your team, utilising your key business drivers and senior leader engagement.

Organisational training is implemented to improve business effectiveness; to align strategy, people and business processes, to improve collaboration, communication and productivity.  To work well, it must address both the “hard” issues: strategy, policies, structures and systems; and the “soft” issues, those that develop appropriate skills, behaviours, attitudes and a style of leadership that will enable the organisation to deliver optimum performance.

The traditional ‘command and control’ methodology is still very prevalent in corporate business, despite a growing demand for a more collaborative approach where leaders, managers and their teams have the empowerment to decide and execute their decisions.  The expanding digital impact and new business practices designed to encourage collaboration and to harness the intelligence and the commitment of everyone, have struggled, and recent studies suggest most organisations revert back to their old ways quite quickly.

‘A high-impact, company-wide development process that is as meaningful to each individual as it is to the whole culture, brings longevity and is sustainable, because people take the learning home with them and use it everywhere in their lives.  It is an integrated process, permeating all levels of the business, the work teams and family teams of your people.  This is what builds great culture.’

Transformation of a business culture is not something you can put on ‘the list’ and get done quickly; the change you want has to be well targeted and work towards something that is an authentic reflection of your company’s ‘best self’, not an idea constructed in a boardroom to be handed down to your people.

Making changes to an organisation doesn’t work as well as making change within the people who are that organisation.  Collaboration happens between people who have the capability and courage to step up and engage proactively with others; this happens when you give them the opportunity to grow as individuals; to actually make personal change toward their own empowerment; this is the key to cultural development.

‘Strategic planning is critical to success but ultimately, you entrust your decisions and the implementation of them, to the people in your business; they are the ones who deliver.  Their innate capability to deliver effectively, will depend on their emotional maturity and intellectual fitness; their levels of individual sophistication.’

Susie Walker specialises in sustainable cultural development and people empowerment. She provides a suite of specific programs, tailored to your organisational needs, designed to bring genuine capability to your leaders, proactive teamwork and collaborative relationships to your workplace and a vibrant and transparent company culture into your business.

‘These programs are powerful, experiential and meaningful; they will strongly impact how your people work together in the future and produce a company culture that is sophisticated, innovative, aligned and cohesive, and a clear demonstration to other businesses of what is possible.’

Typically, following this type of cultural process, there are synergistic outcomes that include:

  • A workplace filled with individuals, competent in their interpersonal skills and passionate to support the development of those around them
  • Staff who maintain their own work/life balance and are happy to come to work because they feel valued and inspired
  • An empowered leadership mindset at every level of the organisation which enables responsibility and accountability at every level
  • A business that attracts and holds the best people in your industry
  • Observable pride and a proactive, professional attitude in employees who feel privileged to be part of the business

What People Say

‘I have known Susie Walker, since early 2000 and she has worked as an external training and development consultant for Mayne Pharma for almost 7 years, conducting a company-wide program series, combining a broad range of development processes.  These included skills for team development, communication and meeting skills, conflict resolution, presentation and leadership; in addition, the management group was involved in an ongoing leadership development program.  Our relationship since that time has grown from a variety of professional interactions, based on the breadth of her program and our training and management needs.  I value her opinions and advice in all areas of people management.  

On several occasions we have asked Susie to facilitate large inter-departmental sessions.  At the outset of the takeover of Faulding Pharmaceuticals by Mayne, she facilitated a session on change management and helped us discuss and workshop how we would drive the change process to support the business through the takeover.  Recently we asked her to facilitate a large meeting to foster communication and collaboration between the ANZ Team and HQ function of the business.  I have also used Susie as a resource when dealing with difficult performance management issues and have always been able to identify communication issues and then mediate an agreement on how to move forward and solve development issues.  

Susie is a vibrant and challenging trainer.  Her experience is extensive, based on a range of company types and styles, yet the training and principles work in each situation.   She has been able to successfully work with widely different groups at Mayne, from the post doctoral development chemists and regulatory staff to the factory floor.  Not only is she able to communicate effectively with all levels of the company – but she is able to teach and train at these different levels.  She is flexible, but with an honesty, transparency and integrity that you know proves her own training.’

Dr. Jennifer Svec. Director.
Regulatory & Medical Affiars.  
Mayne Pharma. Australia