Simone Parker

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Trusted People & Leadership Partner
Helping founders navigate growth, change & the messy reality of leading people ✨
ICF Trained Coach • PRINT® Practitioner • Creator of The Leadership Mandala

If I joined your leadership meetings, I probably wouldn’t say much the first time... It’s not because I wouldn’t notice ...
29/07/2026

If I joined your leadership meetings, I probably wouldn’t say much the first time... It’s not because I wouldn’t notice anything, but rather because I understand what’s needed to build trust before people are willing to hear your observations. If you’ve ever received feedback from someone who you feel doesn’t know you or your business, then you’ll know what I mean.

I was asked recently what it feels like to have a seat at the leadership table and it had me reflecting on the organisations (or even the teams within the organisations) where People Advisory has a genuine seat at the table, and those where it doesn’t.
The difference is significant in my experience. Whether it’s the quality of the conversations or the decisions that are made, the broader perspectives that are taken into account, or the issues that are addressed before they become bigger problems.
Whilst I understand the value, I also understand that when I walk into a leadership meeting for the first time, not everyone will necessarily want me there. After a career in HR, I’ve developed a pretty solid backbone and so I’m genuinely okay with that ;)
I know there will be leaders I connect with immediately and others that will need longer to experience the impact of the partnership, that’s just human nature.

The value I bring isn’t in having the loudest voice in the room or feeling the need to prove myself from the outset. It’s in knowing when to speak, what to ask and building enough trust that when I do offer an observation, people are ready to hear it.
It could be a simple question, i.e. “can we hear from X because I noticed they haven’t shared their thoughts yet?”, that leads to finding X has an incredible solution but didn’t feel comfortable sharing because it was different to what others were saying. That’s the power of having someone in the room who is paying attention to the dynamics beneath the conversation.
Keen to get more value from your leadership meetings see https://lnkd.in/gTuY_k75 (or the link in bio)

I’ve spoken with a number of employees lately who feel disconnected from their leaders.They’re not feeling valued becaus...
28/07/2026

I’ve spoken with a number of employees lately who feel disconnected from their leaders.
They’re not feeling valued because either their leaders aren’t available or they’re not visibly investing in the relationship.
Sure, they can see that it’s not intentional, and they can understand the deadlines, client pressures, competing priorities, etc. They can rationalise why their leader isn’t making time for them, but it doesn’t change how it feels.
For some, they’re losing motivation to put in their best effort and are emotionally disconnecting. For others they’re halfway out the door.

Now, it’s rare that a leader steps into a leadership role thinking, “I’m going to be a bad leader”. Just saying that out loud feels quite ridiculous, right? Yet most of us have experienced leadership that has left us feeling unseen and unsupported, whether it seems intentional or not.

From working alongside many leaders, I can see what’s happening from their end and that it’s often due to -
- Being pulled in multiple directions by clients, deadlines, or even pressures from above (if they’re not the founder)
- Not feeling equipped to have the conversation that needs to be had, so they just avoid it
- Assuming that because someone is performing well, they don’t need the regular check-ins
- Struggling to keep their head above water and so the relationships slip down the priority list

These things are easy to understand when we step back and look at the bigger picture, but when you’re caught up in the day-to-day reality of leading a business, it can be harder to see the impact.

This is the part of leadership I find so fascinating. The intersection between intention and impact. The different perspectives and realities that exist within the same team or organisation.

It’s one of the reasons I love supporting leaders through the messy, human side of leadership. Helping them navigate those difficult conversations and to understand the impact of their leadership style, so they can create those strong relationships.

Nobody sets out to be the leader their teams feels disconnected from, sometimes they just need some trusted support to bridge the gap.

One of my favourite parts of my work has always been sitting in leadership meetings because of what I notice and what it...
25/07/2026

One of my favourite parts of my work has always been sitting in leadership meetings because of what I notice and what it can reveal.

For example, I notice what’s being said. Certain words or phrases make my ears prick up because they often reveal more than people realise. The way an employee is spoken about, how feedback is framed, the language used when making decisions… Whilst the intentions are more often than not positive, the messaging can have a different impact on people.

I also notice how things are said. The emphasis on certain words, the shift in someone’s tone, who people direct their comments towards, the moments when one person starts speaking and everyone else quietly checks out… the telltale signs that some conversations need to go deeper than they are.

And I notice what’s not being said. What people perspectives are not being considered when they really need to be. Who’s unusually quiet, who’s visibly holding back, the body language that says, “I don’t agree,” while the words say something different. The tension in the room when everyone knows there’s a conversation that needs to happen, but nobody wants to be the first to have it.

Leadership meetings are a window into the health of a leadership team and can provide the biggest opportunities for growth.

If someone sat in observing your next leadership meeting, what do you think they’d notice?

Sometimes the most powerful thing you can do as a leader is to block out your calendar. To create space to be at your de...
16/07/2026

Sometimes the most powerful thing you can do as a leader is to block out your calendar. To create space to be at your desk for your team to connect with you, or for you to just breathe...

In the same way I jump for joy when a leader recognises that rest is productive, I jump for joy when they realise that constantly being busy and unavailable to their team is not creating their desired impact.

I’ve been part of many conversations with leaders who are struggling to connect with their teams, and team members who feel disconnected from their leaders. At the centre of both experiences is often a leader who has a jampacked calendar that leaves little room for presence or availability.

When I work with leaders, I always start with looking at how they spend their days. This simple activity often brings them the biggest insights into their relationships both with themselves and their teams.

So, how does your calendar reflect the kind of leader your team experiences?

Like many people finishing high school, I had no idea what I wanted to do. An early entry scholarship to study Law, plus...
08/07/2026

Like many people finishing high school, I had no idea what I wanted to do. An early entry scholarship to study Law, plus a slight obsession with Legally Blonde and the dream of wearing fancy outfits in an office, was enough to give me some direction.

I made it through my first semester, then during a Criminology lecture in the second semester, a voice that I had been pushing down became too loud. I remember sitting there with this horrible feeling in the pit of my stomach, as every part of me was saying, “this isn’t for you.”

So, I did something that felt enormous at the time and texted an SOS to my sister and got out of that lecture quick smart. Off we went for a little retail therapy while I figured out how I was going to tell my parents that I’d made the decision to leave Law.

Thankfully, alongside my Law scholarship, my dad had encouraged me to combine it with Commerce, so that became my new path, leading me into Professional Services and later the Resources sector.

Changing degrees wasn’t the important leadership decision I made that day, it was that I listened to myself.

Despite the expectations and not wanting to disappoint people (not to mention the sunk costs…), I trusted my inner voice.

Over the years, I’ve discovered many leaders who find themselves in this space. On the surface they’re successful and achieving goals, but underneath, there’s a feeling that something isn’t quite aligned. It takes courage to acknowledge this feeling, and even more courage to explore what might happen if it’s ignored.

Through my own experience, I’ve learnt that leadership starts with the relationship we have with ourselves, and how important it is to lead ourselves first.

When have you made a decision that didn’t make sense to everyone else, but felt undeniably right to you?

Perfectionism often gets blamed for things it doesn’t necessarily do.For years, I thought my attention to detail was som...
07/07/2026

Perfectionism often gets blamed for things it doesn’t necessarily do.

For years, I thought my attention to detail was something I needed to “fix”.
I was told it was perfectionism, but the more I work with other leaders (who can be great mirrors), the more I realise there are two very different things at play.
One is driven by fear, “I can’t put this out there until it’s perfect.”
The other is driven by care, “I want this to be clear, meaningful and create a great experience for the person on the receiving end.”
They might look the same from the outside, but they come from completely different places.

Personally, I’ve realised I’m not driven by making things flawless, I’m interested in them being impactful. Whether it’s a workshop, a coaching session, a website, an email or a conversation, I notice the little things that can impact someone’s experience. I’ve also realised that not everyone notices these things, and that this attention to detail isn’t automatically perfectionism.

Whether it’s discernment or care, what’s most important is what drives it. When it’s fuelled by fear, it can absolutely hold us back, but if it’s fuelled by a genuine desire to create a better experience for others, maybe it’s not something to overcome. Maybe it’s
one of our greatest strengths.

I’d love to know, have you ever mistaken one of your strengths for a weakness because of
the label someone else gave it?

Some of the most powerful moments my client’s have experienced is when they finally see
their strengths for what they are.

What does your evidence tell you? 🤎
03/07/2026

What does your evidence tell you? 🤎

If you’ve ever found yourself thinking, “I know something needs to shift, I just don’t know where to start”, I’ve create...
20/06/2026

If you’ve ever found yourself thinking, “I know something needs to shift, I just don’t know where to start”, I’ve created this guide for you.
See preview.mailerlite.io/forms/2292372/190594738370381529/share to download your copy 🤳

Through my work with executives and senior leaders, I’ve seen the real breakthroughs that come when we stop looking outward for the answers and start looking inward.
This is the foundation of the Leadership Mandala, the framework I use with every leader I work with. It has four concentric layers, and Layer 1 begins at the centre, The Self.
These five questions are your entry point into that first layer.
If you’ll let them, they will shift something in your leadership. They’ll also give you some insight into how I work.

The feedback I’ve received on these questions is 🔥
Experience them for yourself & grab a copy via preview.mailerlite.io/forms/2292372/190594738370381529/share

I have been creating mandalas for years.Long before I became a coach, it was a mandala painting workshop that cracked so...
12/06/2026

I have been creating mandalas for years.
Long before I became a coach, it was a mandala painting workshop that cracked something open and reconnected me with my purpose.
So it felt right that when I was exploring my personal brand story (with the talented Adele Hollywood | Brand Story + Messaging Guide ) and mapping out my approach and understanding of leadership, a mandala emerged ✨

The Leadership Mandala has four concentric layers. Each one builds on the one before it, with the work always starting at the centre — with you.

To learn more about how this framework can support your leadership development, see www.simoneparker.com.au/the-leadership-mandala or see the link in bio

A big thank you to Jill for her support with the design of this visual representation of the approach ✨🙌🏼

Last night, I was chatting with a friend who is celebrating two years in business.Not only has she made it to the two-ye...
05/06/2026

Last night, I was chatting with a friend who is celebrating two years in business.
Not only has she made it to the two-year mark, but her business is thriving!

She asked me about my goals, and I shared that one of mine is to reach that same milestone with rebuilding a thriving business in two years.

She smiled and said,
“I can refer you to the coach I’ve worked with over the years. I honestly don’t think I’d be where I am today without their support. They’ve helped me so much that I’ve signed up with them again as I looked at what got me to where I am and I wanted to have that same support.”

I thanked her for the recommendation and then we both burst out laughing.

The coach she was talking about was me.

And my friend is actually a long-term coaching client that I’ve had the absolute pleasure of partnering with for 40+ sessions.

In that moment last night, I felt incredibly grateful.
Not only because it’s so wonderful to have long-term clients who I can have a laugh mid-session with, but also because it was a lovely reminder of the impact I get to make in my client’s lives through supporting them to create thriving businesses.

Feedback is so important in leadership to understand the impact we’re making and whether we’re on the right track or need to pivot.
When we’re deep in the work and the business, moments like this are golden.

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Safety Bay, WA
6000

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Thursday 5pm - 8pm
Friday 9am - 2:30pm
Saturday 9am - 12pm

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