Email: belinda@belindacoghlan.com.au | Phone: 0414 642 921
Perth-based Leader and Manager Coaching
Managers are running on empty. Gallup's 2026 State of the Global Workplace found manager engagement has collapsed from 31% to 22% in just three years — managers have lost the engagement advantage they used to hold over their own teams. In Australia and New Zealand, daily stress among managers is now running well above the global average. If your managers are struggling, they're not the exception. They're the trend.
WHAT
is Leader and Manager Coaching?
Leader and manager coaching is one-on-one work with the people leading teams day to day — supervisors, team leaders, middle managers — to build the self-awareness and practical capability that make good leadership possible under real pressure, not just in theory.
Done well, it doesn't just fix a single behaviour. It builds a manager's own capacity to reflect and adjust, so the change holds long after the coaching conversation ends.
As an ICF-trained coach with over 25 years of organisational development experience behind the work, I connect the coaching to the everyday realities of managing people — not generic leadership theory disconnected from the floor, the roster or the inbox.
WHO
needs leader and Manager Coaching?
Right now, managers are experiencing more daily stress and feeling less engaged. Many managers are promoted on technical skills, not people management skills. We can also reward toxic rockstars — who get results but whose harmful behaviours get ignored. This is where leader and manager coaching earns its place.
Why? Because the managers I work with are usually facing one or more of the same everyday pressures.
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Struggling to create psychologically safe spaces where people feel safe to speak up
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Falling into micro-management instead of trusting their team
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Managing underperformers without a clear, confident process
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Feeling unsupported by their own supervisor while still expected to lead their team
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Leading their own team through change without the skills to bring people with them
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Carrying work overload without the authority to say no
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Losing their own work-life balance trying to hold the team together
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Supporting a team member's mental health and wellbeing without formal training to do so
Whatever's brought you here, if you're carrying more than the role should reasonably ask of you, I'm here when you need me.
HOW
does Leader and Manager Coaching work?
Coaching is delivered from an International Coaching Federation (ICF) framework, built around a growth mindset — the same rigorous approach behind my Executive Coaching work, brought to the specific pressures of frontline and middle management.
Every conversation follows a deliberate arc, moving from where the manager is right now to a genuinely owned next step:
Where to apply leader and manager coaching?
Wherever a manager's own skills are the lever for a team's performance and wellbeing, that's where leader and manager coaching earns its place — a policy or process fix alone won't change how someone actually leads their team day to day.
Good coaching starts with the manager's own capacity, then builds outward: fewer unaddressed performance or conduct issues sitting quietly in a team; a manager equipped to support, not just supervise, their people's wellbeing; healthier workload boundaries modelled from the top of the team down; and change that's genuinely owned, so it outlasts the coaching engagement.
Coaching rarely works in isolation. It sits alongside Human Skills Training when a manager's team also needs the conversational skills to meet them halfway, alongside Organisational Development when the pressure a manager is under is actually a structural or workload issue, and alongside my Executive Coaching work as managers grow into more senior leadership roles.
WHY
choose me?
I'm International Coaching Federation (ICF) trained, with over 25 years of HR and organisational development experience behind the coaching — meaning the work connects a manager's day-to-day leadership challenges to the wider team and system they're operating inside.
What clients say
"As a consultant with Integral Global, Belinda was assessed in the top 10% of coaches for a large-scale coaching/adaptive leadership engagement with Deloitte."
Frequently Asked Questions
How is this different from Executive Coaching?
Executive Coaching focuses on senior leaders navigating strategic, organisation-wide change. Leader and Manager Coaching focuses on the practical, everyday capability of leading a team – managing underperformance, workload, wellbeing and psychological safety at the coalface. Many managers grow into Executive Coaching as their scope expands.
Is this the same as mentoring?
No. Mentoring passes on advice from experience. Coaching builds the manager's own capacity to reflect and decide - I ask, more than I tell.
How long does a coaching engagement run?
It varies by need from a short, focused engagement around a specific challenge, to an ongoing program over several months. For meaningful change, a minimum of 4–6 coaching sessions is recommended.
Is this for individuals or can teams be coached together?
Primarily individual managers, though it can be paired with team facilitation where a wider group needs to shift together.
Is everyone coachable?
Coaching is a transformative journey, but it requires openness, self-awareness, willingness and action. If someone isn't coachable today, it doesn't mean they never will be — the key is recognising readiness and meeting people where they are.
How do you deal with a manager who is a bully?
Coaching aims to set the manager up for success. I cover the perceptions of harmful behaviours, legal consequences and the impact they have on people. The manager sets improvement goals and accountability measures to ensure the change is embedded. If there's no change and the alleged bullying is substantiated, disciplinary action may be taken, up to and including termination.
How do we measure whether it's working?
Through agreed outcomes set at the start - we check in with stakeholders to gather feedback on perceptions of the behaviour change, wellbeing or team performance goal that prompted the coaching.