Organisational psychology at work
Hi! I’m an organisational psychologist working with leaders and organisations who want support that is psychologically sound and grounded in real-world experience.
Before training and qualifying in organisational psychology, I served as an Army officer in frontline leadership roles and later worked as a General Manager in civilian settings. Those experiences mean I’m familiar with environments where decisions carry real consequences, pressure is normal, and leadership is rarely theoretical.
My work today draws on both formal psychological training and lived leadership experience. Clients often value that I understand the practical constraints they operate within and that my approach is thoughtful, direct, and respectful of complexity.
I work across leadership coaching, transition support, and organisational consulting, with a focus on clarity, capability, and psychological integrity rather than slogans or quick fixes.
I’m particularly interested in work that sits at the intersection of leadership, wellbeing, and organisational responsibility.
My Approach
My approach is straightforward and to the point, shaped by a long and varied professional journey.
I came to organisational psychology while raising three children, serving in peacekeeping roles as an Army officer, retraining formally in psychology, and later managing a civilian business as a General Manager. Along the way, I was fortunate to work with people who gave me the opportunity to learn skills that don’t come from textbooks — including sales, adapting my leadership style, and understanding what it means to lead in environments where complexity and constant change challenges a one-size-fits-all approach.
Moving from military leadership into the civilian energy sector required a significant adjustment. I had to learn how to lead people who were capable, committed, and entirely justified in pushing back when something wasn’t working for them. That experience reshaped how I think about leadership, responsibility, and fairness at work.
I remember clearly the first time a staff member told me something was “unfair”. After a decade in an environment where fairness was rarely part of the conversation, I realised I didn’t yet have the language — or understanding — to respond well. What followed was a deliberate, multi-year effort to deepen my understanding of leadership, psychology, and what it genuinely takes to lead people who have real choice.
That learning continues to inform my work today as an organisational psychologist, particularly in how I approach leadership development, transition, and organisational change.
Bringing org psych to life
Gaining experience in leadership is one thing; being able to explain, test, and defend your approach with evidence is another.
Organisational psychology offers a substantial evidence base on topics such as organisational justice, effective teamwork, and leadership under pressure. The real value emerges when that evidence is combined with lived leadership experience — translating theory into approaches that actually work in complex organisations.
This integration of experience and evidence led to the development of the Aspire Four Domain (4D) Model of leadership, which provides a practical framework for understanding leadership behaviour, organisational context, and decision-making. Further detail on the 4D model is available on this website.
Starting a conversation
I hope this introduction gives you a sense of who I am and what Corporate Psychology Australia and Aspire stand for.
I enjoy working with executives, supporting large-scale organisational change, and contributing to outcomes that matter. My training as an organisational psychologist means I’m equipped to work with the personal and interpersonal dimensions of leadership, while my broader life and leadership experience allows for open, grounded conversations about real organisational challenges.
If you’d like to discuss your own leadership context — or the needs of people you are responsible for — I welcome the opportunity to have that conversation.