Welcomes you!
Empowering Early Childhood leaders, teams and other sectors to cultivate psychologically safe and relationally strong workplaces.​
Through coaching, mentoring, workshops and collaborative practices, you will develop emotionally intelligent leadership, creating a sense of support, attunement, and continuous learning.
As we work together your teams and leaders will connect more deeply with themselves, with each other and with the families and children you nurture.
When leaders and teams feel safe and connected, creativity, trust and growth follow............ and your learning ecosystem thrives.
Are your people your
super power?
Our Services
1
Psychosocial Hazards
This engaging 1-hour presentation equips teams and leaders with information identifying and understanding psychosocial hazards and how to prevent them occurring in the workplace. This session fosters a shared responsibility for creating psychologically safe, respectful, and productive work environments.
2
Conscious Team building
Thriving Together: Foundations of Effective Team Dynamics and Communication -
In this interactive 1-hour presentation participants will explore the essential elements of effective team dynamics, trust-building, and communication that underpin high-performing and psychologically safe teams.
- A further in-person workshop would be a recommended follow up to this presentation
3
Conscious Leadership practices
Conscious Leadership Practices: Relational Leadership Through the Lens of Attachment Theory -
This thought-provoking 1.5 hour session offered one-on-one or in group settings—supports leaders to deepen self-awareness and lead more effectively through the development of conscious, relational leadership practices resulting in emotional intelligence.
- Individual Coaching/Mentoring would be recommended as a follow-up to this presentation
4
Individual Coaching/Mentoring for impact
What is your Blueprint: For leaders and individuals seeking to deepen their self-awareness, strengthen their relational capability and lead with greater clarity and confidence, these 90-minute coaching or mentoring sessions offer tailored, one-on-one support.
- Ideal for leaders navigating complexity, growth or change or those wishing to step into a leadership position.
5
Emotional Intelligence Development
We have two options using the RocheMartin Emotional Intelligent Assessment tools:
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1. The Emotional Capital Report (ECR) for self-assessment
OR
2. The ECR 360 for self-assessment AND multi-rater assessment
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Both provide a powerful, evidence-based assessment, measuring the emotional intelligence competencies that define effective, high-performing leadership and providing areas of focus for further development.
The Why
Learn Lead Thrive (LLT) is a life-wide Learning & Leadership Consultancy, founded on the belief that sustainable living requires work-life harmony.
Where personal and professional values align with job satisfaction and organisational success and these values are achieved through self-awareness and emotionally intelligent interactions.
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LLT is committed to delivering emotionally aware services, that support adult learning, professional development and relationally aware leadership practices, grounded in psychosocial understanding, supporting the importance of high functioning teams led by insightful leaders, as a sustainable strategy in business success.
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Learn Lead Thrive recognises that high-performing teams thrive through emotionally intelligent and adaptive leadership. LLT specialises in helping teams and leaders build dynamic workplace learning ecosystems, that prioritise curiosity, connection and culture - key drivers of long-term employee retention, sustainability and professional success.
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Services available at Learn Lead Thrive consist of co-constructed coaching, mentoring and workshop information sharing. Delivery of sessions are multi-modal and can be in-person and online, tailored to your needs in supporting the growth of individuals and teams in your working environment.
Based on the Sunshine Coast in Queensland, Learn Lead Thrive Consultancy, services all of Queensland.
The people data
2.1%+
Increase in Child Care Service Employees per business in 2025 with a further .4% by 2030
2.5%-
ECEC -Quality of leadership and management - NCE&C Workforce strategy (FA3 - H2)
2023/24
from 5% to 8% Very poor rating +3%
from 32% to 30% Very good rating -2%
16%+
Early Childhood Workforce highest percentage age group - 20 to 24 years with the median age being 34years old. 91.1% are female
150%+
2023/24 - 23,500 educators engaged in $12.56 million in professional development subsidy, with 60,100 educators and $17.18 million in 2024/25
Leadership, coaching and mentoring is a "highly recommended training" focus
2.9%+
Increase in corporate wellness services in 2025 with a further increase of 1.5% by 2030
2.4%+
Employee Assistance Programs (EAP) implemented in organisations in 2025, with a further increase of 2.1% by 2030 towards reduction of employee absenteeism and focus on wellbeing
79.1%
Return to work rate for mental health injury as opposed to 91.6% for physical injury
Information sourced from:
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Ibis World
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Shaping Our Future (2022 - 2031) - Focus Area 3: Leadership and Capability (FA3 - H2)
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SafeWork Australia
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Department of Education - Newsroom Professional development opportunities
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Australian Early Development Census 2024 - Workforce Demographics
Information current as of October 2025
Client Examples
Example 1
Sigourney is the new director in an Early Childhood Long Day Care Service, her team have had no regular time to get to know Sigourney and are not feeling they can ask her questions. Sigourney is asking the team to do tasks differently to what they are used to.
When the team approach Sigourney, she appears rushed and stressed, politely replying she will get back to them however, never follows up.
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Sigourney has accepted extra adult students into the centre, who are completing their Early Childhood qualifications. The team feel they are now under pressure to have an extra person they are required to supervise in the room, rather than an extra pair of hands to assist.
​Sigourney is not regularly communicating with her team and the team feel she is unapproachable.
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"Management engaged a psychosocial Hazard prevention webinar for all staff at the service including Sigourney. A follow up, on-the-floor 4-hour mentoring support session regarding communicating through out the day, including guidance documents provided, supported the whole team to set some communication expectations and critical reflection towards maintaining open communication. The service is now meeting Quality Areas 4.2 , 7.1.3 & 7.2 - the Team is doing well. "
Example 2
Jen is the director of a Long Day Care Service and has received a number of complaints from employees directly, regarding the lead educator's manner and tactics when working or speaking with individuals or the team.
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Jen has had a number of conversations about the educator's dismissive and sarcastic approach and although Jen has attempted to mentor the educator, this has been received with further animosity.
Jen requested the ECR 360 (Emotional Capital Report, team feedback) for herself, to provide Jen with an opportunity to ascertain her strengths and challenges in applying relational and emotionally intelligent practices to her interactions and leadership style. Jen discovered that although she thought she was very optimistic and had good empathy, her team and manager did not hold the same option (reported anonymously in the ECR360 Capital report).
"The ECR 360 report provides self-assessment and anonymous team feedback from colleagues, regarding specific emotional intelligence capabilities for one designated person. Jen benefited from an ECR360 coaching session upon completing the questionnaire, identifying areas of emotional intelligence strengths and challenges. Through the coaching and mentoring session Jen was able to gain insight and establish a plan for further development, focusing on specific areas of need and devising specific strategies in managing the educator."
Example 3
Sue and Patel work in a team together in roles that require extensive communication for each to complete their tasks.
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Patel completes tasks without communication and does not answer Sue's messages on 'teams' although it shows the messages have been read.
When Sue raises this with their manager Jacki; Jacki tells Sue not to worry she will sort it. This has occurred for 6 months and nothing is changing.
Some of the tasks Sue and Patel are required to complete together, are being done by Patel alone and Sue discovers this once she attempts a further message with Patel or Jacki resulting in Sue wasting time on tasks that are completed.
"This situation benefited from a 'Conscious Team practices session including exploring communication etiquette in team situations, with team goals constructed together which the team shared at the next whole team meeting, as an agenda item to be actioned .​
Jacki also received an ECR Session, identifying areas of Emotional Intelligence strength and challenges for Jacki, providing a clear path of development for Jacki and her direct manager."