People insights surveys and leadership discussions revealed critical gaps in our organisation: insufficient succession pipelines, lack of role clarity, and limited development pathways. With our existing mentoring program serving only a small fraction of employees, we needed a comprehensive solution to address these fundamental talent challenges.

This presentation shares our journey from high turnover to team stability through the creation of targeted role frameworks, clearly defined expectations across all levels, formalised succession pathways, and an expanded internal mentoring program. I'll demonstrate how these initiatives transformed our Business Unit by providing the structure and support employees needed to thrive.

• Our transformation from high turnover to team stability
• Building capability frameworks that drive accountability and performance
• Developing role clarity that differentiates expectations across positions
• Creating transparent succession pathways with structured application processes
• Implementing an accessible mentoring program that extends development opportunities to all levels

Critical Takeaways:

1. People-centred investment strategies that make development a leadership priority.
2. Setting clear expectations and accountabilities that drive high performance.
3. Building psychological safety through structured development and genuine care—focusing not just on what you say to your people, but how you make them feel.