Building Reflective Leaders Through Connection, Courage, and Conversation at an AFL club
The Brief
An AFL club partnered with Future Leadership to deliver a tailored Coaching Circle program aimed at developing leadership capability among emerging leaders.
The initiative was designed to align with the club’s values and pillars, fostering a culture of continuous learning, peer connection, and practical leadership development. The program targeted participants across various roles, encouraging them to identify personal leadership goals and apply insights directly within their work environment
Improvement in Performance
Studies show that executives who receive coaching report a 70% improvement in work performance, according to the International Coaching Federation (ICF).
Increase in Employee Retention Rates
Companies that offer coaching and transition programs during restructuring or layoffs see a 60% increase in employee retention rates, as reported by the Human Capital Institute (HCI).
Faster Reemployment
Outplacement services and career transition coaching can reduce the time it takes for displaced employees to find new jobs by 50%, according to a study by RiseSmart.
Higher Return on Investment (ROI)
The ICF reports that companies receive an average return of A$11.85 for every dollar invested in executive coaching.
The Process
The Coaching Circle program was delivered over several months and included:
- Welcome Workshop: A virtual session introducing participants to the program and its objectives.
- Coaching Circles: Four face-to-face sessions, each focusing on a different leadership theme:
- Circle 1 – Know Yourself: Explored emotional intelligence, leadership style, and resilience.
- Circle 2 – Communicating and Providing Feedback: Focused on effective communication, giving and receiving feedback, and building relationships.
- Circle 3 – Navigating Difficult Conversations: Addressed strategies for handling challenging conversations and delegating effectively.
- Circle 4 – Showcase and Learning Review: A final session for participants to reflect on their journey and share key learnings.
- Peer Partner Meetings: Participants were paired to support each other’s development between sessions.
- Applied Learning: Each session included role plays, discussions, and workplace actions to embed learning.
- Program Evaluation: Surveys and FL indices were used to measure shifts in self-awareness, confidence, and motivation
Future Leadership's Average Participant Indices Across Coaching & Transition Clients
43% Increase in Self Awareness
Individuals’ awareness of motives, values, strengths and development needs
27% Increase in Motivation
Individuals’ motivation to apply learning, insight and further develop
29% Increase in Confidence
Individuals’ confidence in their abilities and impact as a leader
32% Increase in Role Clarity
Individuals’ clarity around success factors associated with their role
The Outcome
The Coaching Circle program delivered measurable and meaningful outcomes:
- Leadership Growth: Participants reported increased self-awareness, improved communication skills, and greater confidence in handling difficult conversations.
- Behavioural Shifts: FL indices showed significant improvements, such as a 66% increase in self-awareness and 64% in confidence.
- Peer Connection: The peer partner model fostered strong relationships and accountability, enhancing the learning experience.
- Organisational Impact: Feedback from participants and facilitators highlighted the program’s alignment with Club’s values and its contribution to a more resilient and reflective leadership culture
Thank you for a very engaging course. Loved getting to know others I work with on a deeper level.
