Elise brings to stage the energy and inspiration to motivate people to want to push their boundaries. She speaks about empowerment, transition, productivity, motivation and leadership. Read more.


Elise works with people who want to advance their careers, their roles and their lives – to ramp up their impact and make a bigger imprint in their worlds. She helps individuals to find the courage to do whatever it takes to lead a purposeful life and make a difference. Read more.


Elise has an intimate understanding of the strategies needed to move on, make a change and re-engineer yourself, your team and your organisation. Having lead major changes at state and organisational levels, she is sought out as an advisor in organisations wanting to transform and turn around their fortunes.Read more.



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From the Blog

The power of style

Our leadership style, the approach we take to leading and managing is the single greatest factor influencing our impact on those around us, and our performance as managers. Our style is largely a function of how we think which is a reflection of how we feel about ourselves, the assumptions we make about those around us, and how we habitually approach work, whether we focus on the task or people, or both. Task and People Focus We tend to have a natural leaning toward task or people. Focusing on one and not the other undermines the capacity of teams to achieve their full potential. Managers who balance both have a multiplier impact. They empower the people around them to achieve clear goals toward a shared mission and vision. In this way these managers expand the capacity of their team beyond what any individual within it could achieve on their own.   Empowered or disempowered Our own sense of self has a resounding impact on the approach we take to managing and leading. Self-empowered people have a strong sense of self, defined internally by themselves, their purpose and values, which they do not compromise to fit in. Disempowered people rely on external factors to define who they are – other people’s opinion’s and regard for them, events and material factors. People who do not feel empowered tend to either defer to others for direction and approval, or compete against others for status or recognition. People who are more disempowered will tend to work harder at fitting in, compromise themselves and can be seen as inconsistent. Our levels of empowerment can...