Shared direction and standards
People understand where the business is going, what matters most and what good work looks like in practice.
For business owners with teams
Build a business that performs well.
A team that works well together, takes ownership and delivers consistently. Customers who get what they were promised. A business that can grow sustainably and improve profitability, while still being a place people want to work.
Watch the video to see how the way your team works connects to the results your business gets, what to look at when things aren’t working as they should, and how we can work on making the changes you need.
What needs to be in place for the business you want to build?
You might be planning to take on more clients, grow your team or open another location. Or you might want the business you already have to work better.
Having good people and a clear idea of where you want to go doesn’t automatically mean everyone is working towards the same thing.
Your people need to understand what matters, what good work looks like and what they’re responsible for. They need the skills, systems and support to deliver it. And those expectations need to be followed through.
When those things work together, the business is in a stronger position to deliver consistently, grow sustainably and improve its results.
18+ yearsworking in HR and organisational change
2026 WinnerRising Star Coach of the Year
2026 FinalistInternational Coach of the Year
Start with what you want the business to achieve.
In a free 45-minute Business & Team Deep Dive, we’ll talk about what’s happening, what you’ve already tried and what you want to be different. Together, we’ll look at where the gap might be and a next step you can take to start closing it.
Book My Deep DiveIf I believe I can help, I’ll also talk you through how we could work together, what we’d focus on and the investment, so you can decide whether it’s the right next step for you.
Does this sound familiar?
The business is busy. But is it working as well as it could?
You have good people, but the same issues keep coming back. More reminders and conversations haven’t resolved them, and the improvements you wanted to make keep getting pushed aside.
- One leader expects one standard. Another accepts something different.
- Work gets handed over, but information is missing or something gets missed.
- Jobs come back for changes, taking time away from other work.
- The team is stretched and deadlines are getting harder to meet.
- You introduce a change, but a few weeks later people are doing it the old way.
- You want to grow, but you’re not sure the business could handle more work without more problems.
The cost of recurring problems
What is the current situation costing you?
More revenue doesn’t necessarily mean more profit.
If every extra job brings more rework, overtime and problems to sort out, you can be busier without being much better off.
What are you paying for work to be done again?
What is unreliable delivery doing to your customers?
What can’t the business take on because everyone is already stretched?
Waiting doesn’t stop the cost. If the problem keeps happening, you keep paying for it. And if you’re planning to take on more work, the same problem can become more expensive.
Why it keeps happening
Look at what’s creating the problem.
The missed deadline or repeated mistake is what you can see. Before deciding how to respond, we need to understand what’s making it hard for people to do the work well.
I look at the environment, the structure, how the work is put into practice, and the people. These areas affect each other. A process can be unclear, a person can need development, and a leader can be accepting a standard they say they don’t want.
How the work is organised
Responsibilities and decisions are clear. Systems, processes and resources help people deliver what’s expected.
Support and follow-through
People get the development and feedback they need. Leaders check progress, address issues and uphold the standards they’ve agreed.
People operate in the environment created by their leaders.
That includes the priorities you set, the behaviour you accept, how work is organised and the support people can access. We look at the whole situation before deciding what needs to change.
Critical Alignment Model, Remi Pearson and ICI.
What changes
What would it be worth to solve those problems?
What could that mean for your profitability, and for the time and energy you get back?
The answer will be different for every business. That’s why we start with what you want to achieve and what’s getting in the way, so we can work out whether the support and investment make sense for you.
- A team that works well together, takes ownership and delivers consistently.
- Customers getting what they were promised.
- Less time and money lost to avoidable rework.
- Capacity to grow without every new opportunity creating more work for you and your team.
- More time and energy to lead the business and enjoy your life outside it.
What changed for clients
Practical changes in real businesses and teams.
The examples below show work on business structure, leadership, standards and the way people work together.
Owner outcome · Childcare & education services
Clearer accountability and greater team ownership
Cath was dealing with repeated excuses, low accountability and conversations that could easily end in conflict. We worked on business structure, expectations and how issues were addressed.
She gave me practical strategies to approach these conversations with clarity and confidence, resulting in greater ownership from my team without fear of conflict.
What changed
- Business structure and roles strengthened ahead of sale
- Absence and sick leave reduced
- Greater ownership without avoiding necessary conversations
- Team engagement and performance improved
Cath S, Owner & Director
Childcare & Education Services, VIC
Program outcome · Six-week Curious Conversations program
More confident leaders, stronger performance and time back
Across six weeks, MPS leaders practised the Curious Conversations Framework, strengthened their one-to-one conversations and reviewed where standards and change expectations needed to be clearer.
Loving the Curious Conversations Program and the conversations and language we’re already beginning to have because of it. Thank you so much!
What changed
- Clearer, more consistent leadership language
- More meaningful one-to-one conversations and clearer expectations
- Leaders had more time back in their day
- Less time spent managing underperformance
- Culture and productivity improved across all participating teams
Company case study · Team of 30 to 40
A leadership system designed to support growth
Bec worked with four directors and the wider leadership group. The work combined communication and leadership workshops, a leadership and performance framework and training in the Curious Conversations Framework.
What changed
- Four directors and the leadership group upskilled
- Communication and engagement improved across the business
- Performance conversations started earlier
- Measurable improvement among underperforming staff
- Business structure redesigned to support growth
What we work on
Work on what the business needs next.
You don’t need to arrive with a perfectly diagnosed problem. Bring what you want the business to achieve and what’s making that difficult.
- Inconsistent standards or unreliable delivery.
- Roles, decisions or handovers that aren’t clear.
- Leaders working to different priorities.
- A team that needs more skills, support or capacity.
- A change that hasn’t become part of how people work.
- Growth plans that need stronger foundations to succeed.
Support built around what you need
Support to put the changes into practice.
Knowing something needs to change and making it happen can be two different things. The business gets busy, people push back and other priorities take over.
I help you work out where to start, challenge what you might be missing and talk through how to put the change into practice. We agree what you’re going to do, then come back to what happened. What worked? What got in the way? What needs to happen next?
You have support when it gets difficult, and someone holding you accountable to what you said you wanted. You also need to make time and follow through.
If we need a closer look across the business, that may mean starting with an audit. If the issue is clearer, we can focus on the practical work needed to address it.
Depending on what needs to change, the support I recommend may include:
One-to-one coaching
Work through your business and leadership decisions, challenge your thinking and put changes into practice. Review what happens and work out the next step.
Support between sessions
Where included, use shorter coaching sessions when something needs attention before your next scheduled call.
Leadership programs
Help the people leading your teams set clear standards, support performance, address issues and lead change.
Practical tools and resources
Use frameworks and resources to support the changes you need to make in your business.
The right support depends on what you want to achieve, what’s happening now and who needs to be involved. The Deep Dive helps us assess that together before you decide whether to work with me.
Book My Deep DiveYour Business & Team Deep Dive
Tell me where you want the business to go and what’s getting in the way.
The Business & Team Deep Dive is a free 45-minute conversation with me about your business and team.
We’ll talk about what you want the business to achieve, what’s happening now and what you’ve already tried. It might be inconsistent performance, how your leaders work together, a change you want to make or the way work is organised.
Together, we’ll look at where the gap might be and a next step you can take to start closing it.
If I believe I can help, I’ll also talk you through how we could work together, what we’d focus on and the investment, so you can decide whether it’s the right next step for you.
Book My Deep DiveQuestions before you book
What you might be wondering.
Who is this coaching for?
Business owners with teams who want the business to perform well, grow sustainably and be a place people want to work. You want more consistent delivery, better teamwork and stronger foundations for what comes next, and you’re willing to make time and follow through on changes.
Do I need to know exactly what the problem is?
No. Bring what you want the business to achieve, what’s happening now and what you’ve already tried. Together, we’ll look at where the gap might be and a next step you can take to start closing it.
Can you help with HR issues?
Yes. I bring more than 18 years of experience in HR and change, so I can advise you on performance, roles, structure, people processes and leading change. I combine that experience with an understanding of human behaviour and neuroscience, so we can look at the issue in context rather than treating it as a process to complete.
If the situation is complex, requires specialist or legal advice, or you need someone to do the operational work for you, I’ll be clear about that and recommend bringing in the right external support.
What if the problem is one particular employee?
We need to understand what’s happening before deciding how to respond. That includes the expected standard, what has been communicated, the person’s skills and behaviour, and the support and conditions around them. Sometimes the issue sits with the individual. Sometimes there’s work to do in how the business is set up or led. There may be more than one thing to address.
What happens if coaching looks like a fit?
I’ll talk you through how we could work together, what we’d focus on and the investment. You can ask questions and decide whether it’s the right next step for you.
What support is available between sessions?
That depends on the support we agree is right for you. Where between-session support is included, I’ll explain exactly how it works before you decide.
What will I leave the Business & Team Deep Dive with?
A clearer sense of where the gap might be and a next step you can take to start closing it. If I believe I can help, I’ll also explain how we could work together, what we’d focus on and the investment, so you can decide whether it’s the right next step for you.
Culture Wise Coaching
Meet Bec
I’m Bec Cosgrove, the founder of Culture Wise Coaching. I help business owners and leaders create the environment for their people and business to perform and thrive.
I bring more than 18 years of experience in HR, people leadership and organisational change. Throughout my HR career, I partnered with executive leaders, business owners and teams to improve organisational performance, employee engagement and retention, and overall profitability.
Now I bring that experience to my work with business owners and leaders. We look at where you want the business to go, what’s getting in the way and what needs to change across the environment, structure, how work is put into practice and the people.
Then we work on putting those changes into practice, so your team can deliver consistently and your business is in a stronger position to grow and improve its results.
Book My Deep Dive