Teams on Purpose

Name: Teams on Purpose
Address: Adelaide, Adelaide, SA, 5000, AU
Telephone: +61412458474

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Teams on Purpose

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Transforming the way we lead and work. Leaders people want to follow. Teams people want to be part of.

Leadership development / Team Development / Cultural Transformation / Change Management / Executive Coaching Teams on Purpose is a boutique consulting company based in Adelaide. We are driven by the belief that workplaces can provide opportunities for people to make a difference, connect with others and experience profound personal and professional growth. We help individuals, teams and organisations thrive, by supporting them to develop their capability for leadership, collaboration and innovation. We do this through team development, workshop facilitation and executive coaching. Our clients are medium to large organisations within South Australia and interstate, spanning local government, private businesses and not for profits. Anita is our head consultant and designs and delivers custom-made team and leadership programs for Teams on Purpose clients. She values clients’ input and collaborates to create team development and leadership opportunities which align with the organisations’ culture and needs.

13/10/2026

𝗔 𝘁𝗲𝗮𝗺 𝗳𝘂𝗹𝗹 𝗼𝗳 𝗰𝗮𝗽𝗮𝗯𝗹𝗲 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗰𝗮𝗻 𝘀𝘁𝗶𝗹𝗹 𝗯𝗲 𝗮 𝘃𝗲𝗿𝘆 𝗮𝘃𝗲𝗿𝗮𝗴𝗲 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘁𝗲𝗮𝗺.

I work with many teams where everyone is smart, committed and working hard......

Though they are still only concerned about their own patch!

Operations talks operations.
Finance talks finance.
People and Culture talks people.
Projects talks projects.

Everyone provides updates but they are not leading anything forward together.

A leadership team becomes a team when the conversation shifts from:

𝘞𝘩𝘢𝘵 𝘪𝘴 𝘩𝘢𝘱𝘱𝘦𝘯𝘪𝘯𝘨 𝘪𝘯 𝘮𝘺 𝘢𝘳𝘦𝘢?

to:

𝘞𝘩𝘢𝘵 𝘥𝘰𝘦𝘴 𝘵𝘩𝘦 𝘰𝘳𝘨𝘢𝘯𝘪𝘴𝘢𝘵𝘪𝘰𝘯 𝘯𝘦𝘦𝘥 𝘧𝘳𝘰𝘮 𝘶𝘴 𝘢𝘴 𝘢 𝘤𝘰𝘭𝘭𝘦𝘤𝘵𝘪𝘷𝘦 𝘵𝘦𝘢𝘮?

This means being willing to challenge across business units, share and distribute resourses together and take responsibility for outcomes that do not sit neatly inside one job description.

Capability does matter but collective responsibility for the organistions objectives is what turns a group of capable leaders into a leadership team.

Does your leadership team lead the whole organisation or just represent their own patch?

07/10/2026

When organisations begin focusing on how their people feel at work, the initial reaction is often discomfort.

It feels awkward.
It feels forced.
It doesn't feel authentic.

That's normal!

Anything new feels uncomfortable before it feels natural. The goal isn't to manufacture emotions or force vulnerability. The goal is to create an environment where honesty, appreciation, trust and constructive challenge can exist.

Many of the things leaders want more of, engagement, accountability, innovation, collaboration grow from those very conditions. Sometimes discomfort isn't a sign you're doing it wrong.

It's a sign you're working on something important!

06/10/2026

One of the most common leadership mistakes is also one of the most understandable.

We take someone who is brilliant at the work, reliable, technically strong and respected by their peers.

Then we promote them into leadership and somehow we expect them to know how to lead people 💁

But their role has changed completely.

Yesterday, success came from having the answer, getting the work done and being the person the team relied upon.

Today, success is creating clarity, leading through others, having the conversation, delegating, developing others and helping a team succeed without doing everything yourself.

That is a very different job!

Promoting good people and then leaving them to work leadership out on their own is not setting them up for success. Why do we keep doing this?

Who is helping your technically strong people learn what leadership asks of them?

02/09/2026

Culture transformation doesn't always start with a strategy.

It can start with a question:

👉 What do we need to feel to succeed here?

This question unlocks conversations about trust, safety, confidence, accountability, recognition and belonging.

Leaders spend a lot of time discussing processes and outcomes and not enough time discussing the emotional conditions required for those outcomes to occur.

Performance is often the result of how people feel about the work, the team and each other.

What conversations are you not having that could make the biggest difference?

25/08/2026

There are many risks facing organisations today, AI, competition or market conditions.

But effective leadership is one of the biggest.

Organisations rely on a small number of experienced leaders while at the same time trying to train and develop the next generation of emerging leaders. The challenge is developing them before you desperately need them, ensuring there is a clear succession plan.

We love working with organisations to build practical leadership capability that improves culture, performance and long-term organisational success.

Leadership development isn't a cost.

It's an investment in operational performance.

21/08/2026

Are you the bottleneck in your own team?

At first it starts off as you being helpful, your team comes to you because you're experienced, you know the business and you can solve problems. It feels good to be needed and useful.

Then you realise you're approving, deciding and carrying everything leading to slower decisions, frustrated teams and exhausted leaders.

The goal of leadership isn't to be needed for everything. It's to build a team that can succeed with you leading through others.

17/08/2026

𝗣𝗲𝗼𝗽𝗹𝗲 𝗱𝗼𝗻'𝘁 𝗹𝗲𝗮𝘃𝗲 𝗰𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀 𝗮𝘀 𝗼𝗳𝘁𝗲𝗻 𝗮𝘀 𝘁𝗵𝗲𝘆 𝗹𝗲𝗮𝘃𝗲 𝗽𝗼𝗼𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽.

While the numbers in this graphic may vary depending on the study, the message remains the same:

The quality of leadership has a direct impact on whether people stay, engage and perform.

Gallup's states that 42% of employee turnover is preventable, highlighting the significant influence managers have on the employee experience.

Yet many organisations continue to promote technically capable people into leadership roles without giving them the skills to lead others.

Leadership isn't simply about managing tasks.

It's about:
✔ Having meaningful conversations
✔ Providing clarity and direction
✔ Giving feedback and recognition
✔ Building trust
✔ Creating an environment where people can do their best work

When leaders develop these capabilities, teams are more engaged, performance improves and retention often follows.

The question isn't whether leadership development costs money.

The real question is:

𝗪𝗵𝗮𝘁'𝘀 𝘁𝗵𝗲 𝗰𝗼𝘀𝘁 𝗼𝗳 𝗻𝗼𝘁 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀?

13/08/2026

Does it feel like ground hog day? The same issue keeps resurfacing?

Is everyone assuming someone else owns it or do they even know it is their responsibility?

One of the hidden costs of unclear ownership is that problems hang around longer than they should. Delays, rework, escalations and frustration aren't usually caused by capability issues, they're caused by a lack of clarity.

A simple question can prevent a lot of wasted effort:

'Who owns this?'

If the answer isn't immediately clear, there's probably work to do.

Ownership thrives when expectations, decision rights and accountability are clearly defined.

What have you found helps create greater ownership in your team?

11/08/2026

Most people come to work with good intent. They don't intentionally think 'How am I going to avoid taking ownership on this today."

Yet lack of accountability is one of the biggest frustrations leaders talk about.

People rarely avoid accountability because they don't care. More often, they're unclear about what success looks like, what decisions they can make or they're worried about taking a risk and not getting it right.

It's hard to take ownership when you're uncertain.

Leaders - do not accept or foster a culture of blame. Instead, create a culture of clarity, trust and ownership.

🔹Make expectations clear.
🔹Give people the autonomy to make decisions.
🔹Create an environment where people can speak up, learn and adjust without fear.

Before trying to 'hold people to account', hold the mirror up on your own leadership and ask yourself whether you have provided enough clarity on the above.

When people know what's expected, feel trusted and understand why their work matters, accountability becomes much easier.

Where does your team need more clarity right now?

🔹We had a bit of fun with this picture, doesn't look natural at all 😅

05/08/2026

Do your people need to toughen up?

Some of the strongest teams in the world are built on trust, vulnerability and genuine connection.

Firefighters. Emergency services. Military units. Elite sporting teams.

They don't perform because people hide how they're feeling. They perform because trust allows people to speak up, support one another and make better decisions under pressure.

Perhaps it's time we stopped seeing emotional awareness as being soft.

And started seeing it as a performance capability.

This is an emotions wheel that we use with clients - here participants are standing on the part of the wheel that best reflects their current state.

Address

Adelaide
Adelaide, SA
5000

Telephone

+61412458474

Website

http://www.teamsonpurpose.com.au/

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