Illaroo · New South Wales
Cedar Base Leadership Consulting
We coach management teams that are expanding faster than their habits. Clearer priorities, steadier decisions, and a shared way of leading under growth pressure.
Flagship engagement
Management team coaching built for growth-stage pressure
When a company adds managers, hallway decisions stop working. Our flagship engagement helps the full management circle set priorities together, write practical working agreements, and practise the conversations that usually get postponed.
Cycles typically run twelve to sixteen weeks, with fortnightly facilitated sessions and light one-to-one support for each manager.
Related coaching
Other ways we work with managers
Each offer supports the same aim: leadership practice that holds up inside a growing Australian business.
New Manager Coaching
One-to-one coaching for people stepping into their first people-leadership role inside a growing company.
Leadership Offsite Facilitation
Design and facilitation for a focused offsite where managers align on priorities, roles, and how they will work as a group.
Team Working Agreements
A short facilitated series to write practical working agreements for meeting cadence, decision rights, and feedback norms.
From clients
Evidence from recent engagements
Managers describe fewer circular meetings, clearer ownership of decisions, and coaching that stayed close to live issues rather than abstract frameworks.
“Our management meetings used to circle the same priorities for weeks. Cedar Base helped us name decision rights and stick to them. The sessions felt demanding, and a few early conversations were awkward, but the fortnightly rhythm finally settled.”
“I was promoted into a people role with little preparation. The coaching stayed close to real conversations I had that week—feedback I kept delaying, a roster conflict, a one-to-one that had gone flat.”
Field notes
Notes from coaching rooms and offsites
When the management layer outgrows hallway decisions
Growing companies often keep informal decision habits long after the hallway stops being large enough. Here is how to notice the shift.
Coaching a new manager through the first ninety days
Promotion into people leadership changes the work overnight. Coaching can keep the first quarter grounded in practice rather than theory.
Designing a leadership offsite that earns the travel
An offsite only justifies the disruption when managers leave with decisions and working agreements, not just shared language.
Bring your management circle into a clearer rhythm
Tell us how many managers you have, where the friction shows up, and whether you need a full coaching cycle or a shorter facilitated series.