Reflections on Coaching: Building Leader-Full Organisations
As I started to grow into my role as a coach, Warren asked me to think about what it was I wanted to stand for and achieve.
It made me pause and reflect.
For me, I want to inspire and coach leaders to inspire and develop their organisations to be leader-full—allowing them to be successful and ensuring their organisations are sustainable over the long term.
One thought that comes to mind is the old saying: Small kids, small problems. Big kids, big problems.
At the end of the day, they are all problems that parents must deal with.
Similarly, while I have worked across many businesses of different sizes, I’ve found that most leadership challenges are the same— just perhaps on a different scale.
Thus, for me organisational size is not as relevant as the experience. What truly matters is having the experience, knowledge, and ability to listen, question, and assist the person you are talking to work through their issues or concerns.
My early observations align with my long-held belief that you need to connect in a way that most suits the person you are conversing with.
Some people are fast paced, say what they think, and want to get their thoughts out quickly. Others tend to be more reserved, cautious, and take time to articulate their concerns. Having worked with a wide variety of people over several decades, I’ve learned to adapt my communication style to relate to different personalities and create meaningful conversations.
Leaders often already have the answers to their challenges. A coach’s role isn’t to dictate solutions but to listen, summarise, and ask the right questions—helping leaders structure their thoughts and find the best way forward. The real impact comes from guiding them on how to communicate their plans effectively, ensuring they connect with their teams and achieve their desired outcomes.
No leader is ever disconnected from the person they are outside of the workplace.
Personal challenges, family dynamics, and external pressures carry over into the workplace, sometimes influencing emotions and decision-making. Some leaders neglect their own well-being, focusing so much on their business and team that they forget about themselves.
Coaching provides a space to ensure this doesn’t happen. It’s an essential duty of care, helping leaders maintain balance so they can be fully present—both at work and at home.
The reality is that leadership can be all-consuming. Stress and adrenaline can push us through tough times, but they aren’t sustainable. If leaders don’t manage their energy and resilience, they may struggle most when their team needs them the most.
My role as a coach is to help leaders navigate both the short-term pressures and long-term vision while building a leadership group that can sustain success. Just like in sport, a great team should be able to win without the coach on the field. Coaching isn’t about taking the lead—it’s about equipping leaders to lead effectively on their own.
Working with different people across various businesses is exciting and rewarding. It’s an opportunity to share the insights I’ve been fortunate to gain throughout my career—and to help others develop their own leadership journey.
About Mark Parry
Mark Parry is an experienced executive coach with 30+ years in senior leadership across industries like BHP, OneSteel, and BiS Industries. As an Associate at Howardco, he helps CEOs and senior leaders develop ‘leader-full’ organisations, driving long-term success through coaching and mentoring.
He also serves as Chair of the Australian Trucking Association and Deputy Chair of Healthy Heads in Trucks and Sheds, reflecting his commitment to leadership and industry growth.
With a coaching style focused on engagement, effective listening, and thought-provoking questioning, Mark empowers leaders to navigate challenges, build confidence, and drive meaningful outcomes.
Explore how Mark’s coaching can strengthen leadership in your organisation
