Reboot Mindset Training

23/03/2026

What a magnificent part of the world. I used to live in the Pilbara so it has been a blast heading back.

I’ve spent the last couple of days in Tom Price helping the uber-progressive Shire of Ashburton work out what their people need, and what kind of professional development will give them the greatest bang for their buck.

The Needs Analysis process I designed has identified some super powers, some skill gaps and some really top notch insight into what will help people feel better, work better and lead better.

Some of the PD I’ll be able to provide, some of it I’ll recommend others provide and I’ve made sure that I let them know how they can do a lot of it themselves.

If you’ve ever looked at your team and thought we should probably do some PD… but had no idea where to start, then drop me a line.

I’ll find out for you.
www.RebootYourWorkplace.com.au

13/03/2026

The reason workplace conversations become difficult, is because we simply don't know how to say what we want to say in a way that'll make the other person open and receptive, instead of closed and reactive.

If we're worried about upsetting someone, we'll get sucked into an overthinking spiral, start rehearsing (a miiiiilllllllllion scenarios) and probably end up either softening the message or not having it at all.

Likewise, when we're a direct, dot point loving person, who's not a card carrying member of the "I Can Read A Room Club" our directness may get misinterpreted as blunt, dismissive or critical.

BUT, if you had a cheat code, that let you know how to say exactly what you want to say, in exactly the right way, to anyone, all that angst and confusion would head to the Maldives, because it's no longer needed.

Well, you DO have a cheat code, and you can give it to your staff in just 90 minutes. Have a watch or a listen to my video, if you'd like to know more.

But, then again, imagine how boring the workplace would be if no one was clashing.

Drop me a line if you're up for some boring.

Leanne@RebootMindsetTraining.com.au

11/03/2026

When we are an individual-focused leader, we end up taking on the responsibility of other people's emotions, workloads and poor performance. We get up in our heads trying to find the right words, and end up looking deficient when we can't. We struggle to make decisions in case other people are affected and when it comes to those difficult conversations we generally either don't have them, or we soften them just so we don't upset anyone.

As a result, this need to not rock the boat is the one thing that will ensure the boat actually sinks, along with your team.

Leaders need to know how to step in early, handle conflict without taking sides, and how to have the conversations that actually improve your people (and by default, their performance).

If you'd like to know how to go from enabling people to empowering them to manage their own emotions, accountability and performance, that's exactly you'll learn in The Art of Confident Leadership, in Bunbury on April 8.

If leadership sometimes feels harder than it should, this training will help you understand why, and what to do about it, so you can stop avoiding and start showing up as a leader.

Save yourself or your leaders a place here:

https://rebootmindsettraining.com.au/events/

New revised format - less focus on theory, and more focus on exactly what to do (and say) when things get tricky in the workplace.

03/03/2026

Last week I got to spend the day delivering The Art of Confident Leadership training to a ripper group of leaders at Warrikal, an Australian engineering and maintenance services company that supports the mining and resources sector. They're a Perth-based company that manages major shutdowns, construction, and ongoing asset maintenance across complex, high-risk sites.

After the session I was rapt to receive this feedback from Tracy Brathaug, Warrikal's General Manager - Operational Services.
...........
“Hi Leanne, I wanted to personally reach out to thank you for the excellent leadership training session you delivered to some of Warrikal emerging leaders today. I am pleased to share that the feedback this time around has again been extremely positive building on the strong response from the first session. The participants specifically highlighted the relevance of the content, the practical tools provided, and your engaging delivery style. It is clear the sessions resonated strongly with the group. Thank you again for the great work and we look forward to collaborating again in the future.”...........

As basketball coach John Wooden said (he's the inspiration for Ted Lasso), “the most powerful leadership tool you have is your own personal example.”

I don't mind admitting that I'm super proud to have been invited, once again by Warrikal, to be a part of strengthening that culture, communication and capability example.

Drop me a line if you'd like to learn more about The Art of Confident Leadership training, and the tools it would provide to your leadership team.

www.RebootYourWorkplace.com.au

28/01/2026

Culture isn’t built by slapping a poster on the wall and hoping for the best. It’s built on how well we respond to pressure, to challenges and to each other.

When we understand what happens to us under pressure, we begin to accept (and even invite) feedback without getting defensive, we can get important tasks done (even the ones we don’t like doing), and we can significantly reduce the likelihood of burnout, conflict and performance issues.

The Bunbury Regional Art Gallery team is one that embraces the City of Bunbury values of community, openness and bravery, so it was great to spend the day with them yesterday and to learn more about the incredible work they’re doing with us and for us.

This training focused on two practical things that shape team dynamics every single day:

✅ Communication styles and how to work with people who think and work differently to us. Those who attended, learned how to put assumptions aside and choose understanding and accountability instead.

✅ What happens to good people when the pressure is on. Whether we respond to challenges by exerting dominance, tagging out or picking up the balls that others may be dropping. How to step away from enabling our own poor performance and addressing it instead.

The big takeaway is that even good people demonstrate unhelpful behaviour when they are uncomfortable, but when they understand how this unintentionally plays out, without slapping labels on themselves, they build awareness, and awareness creates change.

When teams understand their communication styles and pressure patterns, they stop making assumptions, they challenge their biases, they communicate better and everyone starts working better and working better with each other.



The trap we often fall into though, is expecting greater accountability without giving our people the tools to create it. Bit like a software program – we can get frustrated and resent it, or we can install an update to improve it.



Resent, or reboot.



If you’ve got a capable team, but things get tricky under pressure, this type of training will help you raise the bar, without creating conflict.

If you’d like to know if this would be a good PD for your team, feel free to drop me a message here and shoot me through your email. I promise you won’t be added to any mailing lists, or be subject to any sales pressure. It'll just allow us to have an email, phone or in-person convo, so you can decide where (or if) we go from there.

06/01/2026

Every January I have a ritual of cleaning out drawers, inboxes, and the filing cabinet but this year it has been full steam ahead from the start. That traditional “quiet period” hasn’t happened, and I’ve been madly blowing air into my floaties.

Have you noticed the same?

Remember those obligatory 4 week breaks over Christmas (showing my age now)? I’m definitely not complaining, I love that my business is expanding but by crikey, haven’t times changed?

In case you're curious, here’s a snapshot of my January:

🌊 Delivering a morale-boosting keynote to about 50 apprentices wanting to know how to handle challenging times better.

🌊 Clarifying the work I’m doing with a major shire council up north where it's 45 degrees in the shade (so their people and culture can stay cool under pressure.)

🌊Designing a full day of training for a local team who want to understand each other and communicate better (and become the badass team everyone else wants to defect to).

🌊Working with a new manager who is drowning in insecurity because she’s leading people much older than her and feels weird about delegating and taking charge. So together, we’re supercharging her confidence and communication so she can kick all that self-doubt and avoidance to the kerb.

🌊Putting the final touches on our three day next level, only-for-serious-leaders training that covers everything to do with managing bullying, psychosocial hazards and dealing with the tough stuff effectively. I'll be doing the mindset, EQ and communication side of this training alongside an absolute megastar in the HR space who'll be delivering all the gold in terms of compliance, legislation and making sure the workers comp claims go down, leadership skills go up and no one gets taken to court. This one is running in Perth (April) and Bunbury (March) - details here https://rebootmindsettraining.com.au/events/

And this is all in January. As Ted Bullpit would say - pickle my grandmother!!!

🥳 As if that's not enough, I'm also proudly waving around my DISC, EQ and 12 Driving Forces accreditation (woohoo go me!) and feeling totally gobsmacked by the way these profiling tools have evolved and expanded far beyond what they used to be. No longer putting people in boxes, but instead offering clarity on who’s who in your team, how to get them working at their best and how to motivate and manage anyone (including yourself).

I learned soooooo much about myself doing this six-month long training, stuff I had never even realised before. Drop me a line if you want to have a chat about how DISC has changed and what it’s now offering.

Think I need a Bex and a lie down.

How’s your start to the year been? Have you had a chance to give your inbox and filing cabinet some love?

16/12/2025

Have you ever been asked to see something from someone else’s point of view, and struggled to? So, why are workplaces urging people to do just that?“

Therefore, I’m going to do some urging of my own – please STOP expecting people to think the way others think without giving them a translation tool that’ll help them.

Let me give you an example of how workplace culture takes a nosedive without needing to.

One person works really hard on a project and when they meet up with their boss for their performance appraisal, the conversation goes something like this:

BOSS: “You’ve worked really hard this year, great job. I’ve identified some areas you could focus on for the next 12 months, so I’ve put your name down for some training”.

EMPLOYEE: Shrinks back into their chair, feels completely dismissed and ends up close to tears.

The boss is confused, so writes the employee off as too sensitive.

The employee retreats to the loo, breathes deeply and tries to get back in control of their emotions. They head back to their desk, load up Seek and make a plan to update their CV.

You’re probably pretty sure how the rest of the story goes because we see it in workplaces everywhere, but what if what just happened was a simple language barrier and not one person trying to control, bully or micromanage another?

Here’s what really happened.

The boss is an Analyser – a ‘blue’ in the Click Colours Translation tool.
Analysers are direct, they speak in dot points, they are fluent in logic and facts, but don’t understand (or feel comfortable with) feelings. They are there to get a job done, set expectations and make decisions based on evidence, not empathy.

The employee is a Carer – a ‘red’ in the Click Colours. Carers are all about the people, they will do what feels right and they have a phobia of letting people down. They care about how you feel and they want you to feel good about them. If someone is upset or having a tough time, they’re like the rescue St Bernards who can sense someone trapped in an avalanche of overwhelm, personal issues or stress and they’ll make a beeline for them with a kind word and coffee just how they like it.

As for the other two, you'll probably see the Playmaker ‘yellows’ as pains in the butts who won’t stay on task and who seem far more interested in big ideas than in actually doing what needs doing. And the Safekeeper ‘greens’ as bossy, inflexible control freaks who are in love with their policy manual and to do list, and consider whether a career in the army might be more up their alley.

And it’s these misunderstandings that are the building blocks of silos.

It’s so easy to completely shift your workplace dynamics, just as these City of Bunbury Customer Service megastars did today.


Drop me a line for more info, if you'd like to get your people CLICKING instead of clashing

05/12/2025

If your head's all over the place and you're in need of a bit of a reboot, then now's your chance. As my corporate clients prepare for a well earned break, it means I now have some space in my calendar to help you get some space in your head.

A small Life Coaching window has opened, so grab yourself a spot if you'd like some help to:

👉See a situation differently
👉Reduce thought spiraling
👉Get clear on a decision
👉Challenge your self-talk
👉Word a tricky conversation
👉Strengthen personal boundaries
👉Stop taking things personally
👉Plan your next steps, or
👉Get tips to manage anxiety etc

Here's the link to snag one while you still can as a bunch already have been https://tinyurl.com/RebootLifeCoachingSession

Session fee is $125 and you can choose to work with me in-person, via Zoom or over the phone. Just choose your preferred option when you book.

Booking window closes January 30th.

03/12/2025

Bullying is one of the most emotionally loaded issues in a workplace and when you’re caught up in the management of them, clarity can disappear fast under the weight of confusion, apprehension and the intense need to either avoid the situation or just end it.

So here’s the message I want to convey to every senior leader and to every NFP board – when you put someone in charge, the ability to lead doesn’t miraculously happen. You need to be giving your leaders to tools to handle these situations so that they don’t default to their very human trait of making things personal.

Leaders who avoid, who disappear and delegate the issue, who pick a side or who just take the path of least resistance aren’t weak, they are simply lacking clarity and let’s face it – so is everyone on staff.

But, once you strip the emotion out of it, bullying becomes a much clearer, more straightforward process to handle.

The problem I'm seeing over and over again, is that leaders have simply not been taught how to handle this stuff in a clean, objective, step-by-step way. So, they wing it. They try to keep the loudest or most fragile person happy. They hope the situation will sort itself out.

And that’s when everything goes south and the person causing the drama somehow slips through untouched, the person who wasn’t part of the problem (but WAS an easy target) ends up distressed, or off on stress leave, the team is fractured, and the leader feels like they’ve failed or believes their staff have. Everyone ends up keep their Seek search open, and the organisation cops the bill, financially and culturally.

This needs to change, and education is the answer. Not just regurgitated theory, but practical, relatable, usable tools that people can actually use.

This education will result in less absenteeism, reduced workers comp claims, less conflict, good people staying instead of resigning, and leaders who no longer keep burning out because they’re trying to hold the place together with hope and duct tape.

Here at Reboot, we’ve decided to do something about this. Two of us have put our heads together to design and deliver this education for you.

Here's an overview of what we bring to the table:

✅I am a workplace culture consultant and soft skills trainer with more than 20 years of leadership and coaching experience. I specialise in communication, emotional intelligence, behavioural and motivation profiling, and conflict mitigation.

✅Shae Phillips is an organisational development strategist and human resource consultant specialising in governance, compliance, performance management, and continuous improvement.

✅✅We both have extensive experience working in the NFP, education, local government and private sectors.

You can read more about this training here

https://rebootmindsettraining.com.au/events/

It’s practical, it’s relevant, and it gives leaders the capability to handle behavioural issues without making it worse.

02/12/2025

Here’s a really helpful pep talk for all my entrepreneur friends who are feeling overwhelmed by self-doubt and fear about the future 🫶🏼

⏰ VIDEO CHAPTERS: 0:00 Emotional and Action Journeys in Business2:30 Vibrational Alignment vs Forcing Action5:00 Receiving Support and Cooperative Components...

27/11/2025

The need to be right, or to win as a leader, is like tossing a gr***de into your culture. Not because conflict is bad, but because the moment a leader shifts from seeking understanding to seeking victory, they’ve stepped out of their role and into personal bias.

Leaders who prioritise being right over being effective (often unintentionally), erode psychological safety and create a conveyor belt of inconsistent, subjective, and unfair outcomes. They stop doing what’s important, and default to doing what’s easiest (because let’s face it, we’re human).

If you’re a leader who is frustrated with declining accountability or productivity, or rising absenteeism, workers’ comp (or bullying) claims and recruitment costs, you need to realise that leadership effectiveness is not something you’re born with, it’s skill-based and something you can continue to learn and improve. Likewise, these skills are not ones your people will magically acquire once they’re promoted, they’re skills you need to ensure you’re giving your leaders access to, even the ones who've been in the role a long time.

Think of your workplace as a building, and your leaders as carpenters.

You can blame the quality of the wood, the weather, the plans or the tradies, and keep using ineffective tools to try and patch up the cracks as things keep falling apart. Or you can reach for a new tool belt, stock it with the right tools, spend three days learning how to use them and then go build a stronger culture, more effective communication and improved capability that is not only sustainable, but also a whole lot less work.

And here's how we're going to help you do it.

Registrations for Transformational Leadership in Action are now open for a small cohort of new or existing leaders.

Click the link below to read up on what’s included, to learn about the two credentialed facilitators, to select your location and then register while you still can.

https://rebootmindsettraining.com.au/events/


Contact me if you’d like to use the 10% multi-buy discount, or to learn more about having this run as a dedicated PD for your leadership team.

24/11/2025

One of the hardest parts of organising training is knowing what your people actually need, and what’s going to deliver the biggest impact.

Today I’m working with an NFP that wants to invest in their people but isn’t sure where to start. So instead of guessing, I’m talking to staff one-on-one and taking them through a specific set of questions that identify the skill gaps, uncover what’s jeopardising productivity, and the training, processes or support that would make the biggest, fastest positive impact.

If you’re keen to invest in professional development but feel overwhelmed by all the options (or are worried about choosing the wrong one), maybe this process would be a great place for you to start too.

We never recommend anything you don’t need, and there’s no pressure to book services afterwards. The insights we provide alone are often enough to help you start driving meaningful change.

If you want a clear picture of what’s really going on in your workplace, and what kind of professional development will give you the best bang for your buck, reach out and I’ll send the details.

www.RebootMindsetTraining.com.au