Welcomes you!
Empowering Early Education leaders and teams to cultivate the conditions that enable transformational, professional and relationally strong workplaces.
Through coaching, mentoring and workshops, you will develop relationally intelligent leadership and team practices, creating a sense of support, attunement and collective workplace cohesion.
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Learn with Purpose - learning begins with intention and openness
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Lead with Insight - transformation in practice comes through shifts in meaning-making rather than simply knowledge acquisition
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Thrive Together - experience the deepest form of transformational learning through engaging in relational workplace practices that empower systems and support collective flourishing.
Are your people your
super power?
Our Services
1
Psychosocial Hazard Prevention
My questions to you:
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How do you prevent psychosocial hazards in your workplace?
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What systems and practices do you have in place to support this prevention?
Contact me to work on this plan together.
2
Relational Team building
My questions to you:
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Do you have a safe and supported learning culture in your workplace?
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What do you have in place to ensure, your team is on the same page, working towards the same goals and still feel supported to professionally grow individually?
Contact me to build a workshop or session that will support you to transform your workplace culture.
3
Relational Leadership practices
My questions to you:
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Are you the leader you know you can be?
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Are you avoiding time and strategies to manage, support and grow your people, because you don't feel confident in doing this?
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Do you wonder why it all feels too difficult?
Contact me for one-to-one coaching and mentoring packages to support and grow your practices in leading people.
4
Individual navigation session
My questions to you:
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Do you know deeply there is more in you than what is showing up?
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Are you unsure of which path to navigate towards?
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The Roche Martin Emotional capability report is part of this session.
Contact me to engage in a one-to-one "lead-yourself and grow" navigation session.
5
Emotional Intelligence Development
We have two options using the RocheMartin Emotional Intelligent Assessment tools:
1. The Emotional Capital Report (ECR) for self-assessment
OR
2. The ECR 360 for self-assessment AND multi-rater assessment
Both provide a powerful, evidence-based assessment, measuring the emotional intelligence competencies that define effective, high-performing leadership and providing areas of focus for further development.
The experience of this process is highly valuable, providing opportunity for depth and insight and you may feel concerned, but I can clearly state, every participant has thoroughly enjoyed the process. It is all about you!
The Why
Learn Lead Thrive (LLT) is a life-wide Learning & Leadership Consultancy, founded on the belief that sustainable living requires work-life harmony.
Where personal and professional values align with job satisfaction and organisational success and these values are achieved through self-awareness and emotionally intelligent interactions.
LLT is committed to delivering emotionally aware services, that support adult learning, professional development and relationally aware leadership practices, grounded in psychosocial understanding, supporting the importance of high functioning teams led by insightful leaders, as a sustainable strategy in business success.
Learn Lead Thrive recognises that high-performing teams thrive through emotionally intelligent and adaptive leadership. LLT specialises in helping teams and leaders build dynamic workplace learning ecosystems, that prioritise curiosity, connection and culture - key drivers of long-term employee retention, sustainability and professional success.
Services available at Learn Lead Thrive consist of co-constructed coaching, mentoring and workshop information sharing. Delivery of sessions are multi-modal and can be in-person and online, tailored to your needs in supporting the growth of individuals and teams in your working environment.
Based on the Sunshine Coast in Queensland, Learn Lead Thrive Consultancy, services all of Queensland.
The people data
2.1%+
Increase in Child Care Service Employees per business in 2025 with a further .4% by 2030
2.5%-
ECEC -Quality of leadership and management - NCE&C Workforce strategy (FA3 - H2)
2023/24
from 5% to 8% Very poor rating +3%
from 32% to 30% Very good rating -2%
16%+
Early Childhood Workforce highest percentage age group - 20 to 24 years with the median age being 34years old. 91.1% are female
150%+
2023/24 - 23,500 educators engaged in $12.56 million in professional development subsidy, with 60,100 educators and $17.18 million in 2024/25
Leadership, coaching and mentoring is a "highly recommended training" focus
2.9%+
Increase in corporate wellness services in 2025 with a further increase of 1.5% by 2030
2.4%+
Employee Assistance Programs (EAP) implemented in organisations in 2025, with a further increase of 2.1% by 2030 towards reduction of employee absenteeism and focus on wellbeing
79.1%
Return to work rate for mental health injury as opposed to 91.6% for physical injury
Information sourced from:
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Ibis World
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Shaping Our Future (2022 - 2031) - Focus Area 3: Leadership and Capability (FA3 - H2)
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SafeWork Australia
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Department of Education - Newsroom Professional development opportunities
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Australian Early Development Census 2024 - Workforce Demographics
Information current as of October 2025
Client Examples
Example 1
Sigourney is the new director in an Early Childhood Long Day Care Service, her team have had no regular time to get to know Sigourney and are not feeling they can ask her questions. Sigourney is asking the team to do tasks differently to what they are used to.
When the team approach Sigourney, she appears rushed and stressed, politely replying she will get back to them however, never follows up.
Sigourney has accepted extra adult students into the centre, who are completing their Early Childhood qualifications. The team feel they are now under pressure to have an extra person they are required to supervise in the room, rather than an extra pair of hands to assist.
Sigourney is not regularly communicating with her team and the team feel she is unapproachable.
"Management engaged a psychosocial Hazard prevention webinar for all staff at the service including Sigourney. A follow up, on-the-floor 4-hour mentoring support session regarding communicating through-out the day (including guidance documents provided), supported the whole team to set some communication expectations and critical reflection towards maintaining open communication. The service is now meeting Quality Areas 4.2 , 7.1.3 & 7.2 - the Team is doing well. "
Connecting together through:
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Presentations & Workshops
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Leaders & Teams
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Individual & Group
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Coaching & Mentoring
Learn with Purpose | Lead with Insight | Thrive Together!
Example 2
Jen is the director of a Long Day Care Service and has received a number of complaints from employees directly, regarding the lead educator's manner and tactics when working or speaking with individuals or the team.
Jen has had a number of conversations about the educator's dismissive and sarcastic approach and although Jen has attempted to mentor the educator, this has been received with further animosity.
Jen requested the ECR 360 (Emotional Capital Report, team feedback) for herself, to provide Jen with an opportunity to ascertain her strengths and challenges in applying relational and emotionally intelligent practices to her interactions and leadership style. Jen discovered that although she thought she was very optimistic and had good empathy, her team and manager did not hold the same opinion (reported anonymously in the ECR360 Capital report).
"The ECR 360 report provides self-assessment and anonymous team feedback from multiple colleagues, regarding specific emotional intelligence capabilities for one designated person. Jen benefited from an ECR360 coaching session upon completing the questionnaire, identifying areas of emotional intelligence strengths and challenges. Through the coaching and mentoring session Jen was able to gain insight and establish a plan for further development, focusing on specific areas of need and devising specific strategies in managing the educator. This process developed Jen's abilities in having difficult conversations with her team in a way that was constructive, empathetic and empowering to the staff member and didn't leave Jen feeling incapable as a leader"