ECI Partners creates a safe space for learning, reflection, planning and development. We coach leaders to develop new skills, sustain high levels of performance, develop new perspectives, support remedial improvements, and more.

We recognise that executives are people too and that our professional and personal lives are completely integrated. ECI executive coaches bring evidence- based psychological approaches and real-world, lived-in experience to each coaching engagement. Our executive coaches build deeply trusted, confidential relationships and executives rely upon us for objectivity, insights and compassion as we work together on the things that are important.

No two executive coaching engagements are the same and as such, every engagement with ECI Partners is bespoke. We work with executives to establish coaching goals, measures and objectives, for each engagement. This provides a roadmap that we use to help guide the coaching journey to make sure we are focused on the right direction.

Pod leadership coaching, is a unique, proven way to help organisations create deeply personalized, yet scalable, development forums to fast-track capability and cultural development. Pioneered by ECI Partners, approximately 4-5 selected members of your organisation work intensively as a ‘performance Pod’. An executive coach leads the Pod meetings, and each meeting has a specific focus and learning goal. We work with you to develop the learning goals and consider how to best commingle participants.

Professional coaches introduce evidence-based approaches and use prompts such as pre-readings, case studies, videos, blogs, etc. to stimulate new ideas and learnings. Pods work collaboratively together to convert the theory into practical new ways of working and leading. In between Pod Coaching meetings, participants practice what they are learning, and the executive coach can provide further personal support.

Teams are highly complex systems operating in increasingly complex environments. This means they need to have clear goals, strategies, systems, measures, AND need strong ‘social capital’, high levels of trust, effective feedback loops, genuine engagement and effective ways to resolve conflict.

Our team leadership workshops help by focusing highly interdependent teams on the ‘Smart’ and ‘Healthy’ attributes of effective teams to strengthen collaboration, communication, decision-making and problem-solving skills. We enhance rapport and trust to improve the team’s, and organisations, performance.

During the delivery of this high-profile public infrastructure project, ALTRAC had multiple important stakeholders including the NSW Government, the City of Sydney, the local businesses and residents, the media, regulators, delivery partners and shareholders. It was a highly complex and technically demanding project where extensive, ongoing stakeholder management was vital to its success.

Equally vital to success was ensuring the discipline and focus of the CEO and their executive team did not falter over what was effectively a marathon project.

ALTRAC’s executives had to work as a high-performing team throughout. They had to be sure their decisions were completely thought through, and that every emerging issue or challenge was treated in a highly strategic manner.

Failure was never an option for the consortium. Rather, optimising delivery, while managing multiple variations, became their driving objective.

We also regularly conduct stakeholder reviews to help provide current and accurate perceptions about an organisation’s effectiveness. With this, executives and teams are empowered to make decisions and take action. Organisational redesigns, capability audits, business planning, Board reviews, and other specialised engagements are ways ECI Partners seamlessly fuses business, with human dynamics, to help organisations and teams go to the next level.

Change management is more than just reacting to shifts in the marketplace – it’s about proactively steering the ship. Through strategic planning, clear objectives and meticulous execution, we ensure that your organisation experiences seamless transitions that align with long-term goals.

The process can begin with a comprehensive assessment of your current state, identifying gaps, inefficiencies, or areas where change is necessary. From there, we work with you to define a compelling vision for the future – one that not only supports your organisation’s overall strategy but also drives growth and innovation. Establishing clear, measurable objectives is crucial for keeping your team focused and motivated throughout the journey.

Communication plays a pivotal role in any change initiative. One of our core services is guiding organisations through effective communication strategies that keep all stakeholders informed, engaged, and aligned with the change goals. By creating regular feedback loops, we foster trust and collaboration, reduce resistance, and inspire active participation. These communication efforts reduce uncertainty and build confidence among employees, minimising burnout and ensuring that the transition is embraced at all levels.

Another critical aspect of change management is equipping your workforce with the necessary skills to adapt. We provide targeted training and support that empower your team to master new processes and systems, ensuring that productivity remains high and morale stays intact. Change doesn’t have to be disruptive when people feel prepared and supported.

Ultimately, our services focus on sustainable change. Transformation isn’t a one-time event – it’s a journey. We offer continuous support to ensure that the changes stick, driving long-term success and growth for your organisation. We work together to make your next big change a success, positioning your organisation for a future of resilience and innovation.

360 Feedback Reports are individually tailored to individuals or organisations, and are a comprehensive quantitative and qualitative performance appraisal method where employees receive confidential feedback from colleagues, team reports, superiors and external stakeholders. This multi-perspective approach provides a holistic view of an individual’s performance, highlighting strengths and areas for improvement. And provides a measurable baseline from where to commence leadership development and coaching.

Whether it’s at the board, organisation or individual level, ECI Partners adopts an evidence-based approach to engagements.  We conduct personal interviews and synthesise our findings to seek to understand the perceptions around key challenges now and into the future. The result is a comprehensive, confidential report of quantitative and qualitative feedback.

Developed by ECI Partners, this evidence-based model is a compilation of the best available frameworks and research from leading researchers, academics and authorities, providing leaders and their teams with a comprehensive roadmap for continual improvement – a model to work ‘on the team’ and ‘on the organisation’.

The process is a mixture of team discovery, alignment and decision-making that over time, strengthens the team and helps it become more effective. Leaders work collectively and individually to sharpen their personal and collective effectiveness. Frameworks, periodicals, books, videos and other collateral are introduced to support development.

TEEMS is an ongoing process that stimulates salient and highly contextual dialogue, learning, team alignment and enjoyment.