New Zealand Coaching & Mentoring Centre

Regular coaching by senior policy writers plays a critical role in building capability and confidence among less experienced staff. Through structured coaching conversations, emerging policy advisors gain insight into how experienced practitioners analyse complex issues, balance evidence and risk, and craft clear, well-reasoned advice for Ministers and stakeholders. This accelerates learning beyond formal training and helps newer staff develop sound judgement, stronger writing skills, and a deeper understanding of the organisation’s quality standards and expectations.

Organisations today face a common challenge: how do you develop leaders at scale while fostering collaboration, accountability, and continuous learning across the business?

Traditional leadership development programmes often rely heavily on external expertise, formal training, and one-to-one coaching. While these approaches have value, they can be expensive, difficult to scale, and may not fully leverage one of the organisation's greatest assets—its own people.

Peer coaching groups offer a powerful alternative.

Working in the not-for-profit sector is often a calling rather than just a career. People come into these roles with deep compassion, a drive to make a difference, and a willingness to walk alongside those experiencing hardship, trauma, and systemic injustice. But while the mission is meaningful, the emotional toll can be significant.

A highlight of my year was the invitation I received to present workshops at the global convening for leaders hosted by the Atlantic Institute in Oxford, UK. The Atlantic Institute, part of the Rhodes Scholars network, brings together fellows from around the world who are leaders  working on projects and initiatives in the areas of social, brain, and health equity. 

I was invited to run sessions on peer mentoring and coaching skills—practical tools to strengthen the leadership journeys of these remarkable fellows. A central focus of the workshops was the use of peer mentoring groups as a methodology for providing an extra layer of both personal and professional support. These groups are designed to help leaders as they return home to their own countries and organisations after their 12 month leadership development programme.