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3Qetc Company Overview
Engagement : Trust : Culture

3Qetc Company
Overview

Copyright 3Qetc 2026www.3qetc.com
3Qetc Company Overview
Engagement : Trust : Culture

What is 3Qetc

3Qetc is a global consultancy firm that focuses on L&D ( Learning and Development) and OD (Organisational Development).

3Q

The Quality of our conversations determines the Quality of our relationships, which determines the Quality of our organisations.

ETC

Engagement, Trust, and Culture

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Contents

Our philosophy – Our How
4
Our services
5
What are we solving for - the diagnostic
6
Our Tools and Frameworks
7
The mindful leader – The internal and external journey
8
A leadership model
9
Our Data analytics and insights
10
Our clients and partners
11
Appendix
The Team
13
Our Tools, Frameworks and surveys
15
What CEOs are being coached in ( Harvard)
16
The Self Audit
17
People development on a page
18
3Qetc Program examples
19
Resource example (Online & co-branded survey + video)
21
Our research 400 executives (High performing teams + blind spots)
22
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Engagement : Trust : Culture

Our philosophy and our How

Our philosophy

Our work is grounded in systems thinking, evidence-based positive psychology and sustainability. We draw on systems theories, cognitive-behavioural, adult developmental, motivational interviewing and solution-focused approaches.

We aim to develop mindful leaders, and our methodologies utilise Kaizen theory and Marginal gains theory.

Our How

Our partnerships with our clients are essential.

We co-create and design our programs with you. We have a structured, measurable approach. We have a suite of globally recognised psychometric positive psychology tests and a comprehensive set of tools and frameworks and surveys to help our participants develop and build self-awareness.

We collect and aggregate insightful data on your teams and individuals we take a wide systems view, which we feed back to create value. We create thought leadership. We build high-performing teams.

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Our services

Our current services

  • Executive Coaching ( Leader growth & Leader intervention)
  • Team Coaching
  • Executive Search
  • Leadership development programs
  • Structured mentoring solutions
  • Sponsorship programs
  • Talent mapping
  • Strategy facilitation
  • Supervision
  • Hosting ( MC) Panel discussions
  • Wellbeing: Individual and organisational assessment – (scalable /Digital)
  • Research and data insights
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Our partnership approach- The
diagnostic What are we solving for ?

Retention / Attrition
Performance and productivity
Well-being and mental health
Culture and Trust
High performing Teams
Engagement
Diversity and Inclusion
Leadership development
Strengths Approach
Feedback culture
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The Tools, Frameworks & Surveys – compounding effect

Leveraged Potential Time Strengths Profiling Stakeholder Indexing Flourishing Wheel Fixed-growth mindset Self-Motivation Self-Compassion Values Exercise Listening Emotional Intelligence Self-Esteem Burnout Self-Regulation Capacity –model ( time management) Questioning Goals Theory Feedback Unconscious bias Wellbeing Journaling Corridor Coaching Acceptance –Commitment Training Brand-values Tools Frameworks Marginal Gains Curve Surveys: Harvard-3Qetc leadership People leader feedback Leadership hygiene Working and leading remotely Fulfilment Capacity time model Psychological safety New leader fears
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The mindful leader

Leadership Potential Time Leadership Potential Time Self-Awareness Self-Regulation Self-Compassion Self-Development Self – Well-being Team Strategy - Vision – Purpose “The Why” Team structure – clarity of role and expectation in the role Prioritisation, Delegation & 200% Accountability 2-way feedback culture & Motivation Psychological safety & Team well-being Courage, Growth mindset and Influencing skills Empathy – Integrity – Respect -Inclusiveness The Internal journey The External journey
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I.C.E. Internal journey & Context &
External Journey Leadership model

Business / organisational Context Internal Journey External journey

Context

  • Organisation’s strategy, Vision, purpose “The Why”
  • Organisational Culture & Values
  • Leadership Hygiene
  • On-boarding
  • Development – Training
  • Collaboration & Innovation
  • Internal & External Stakeholder Management
  • VUCA environment
  • Customers & Clients
  • Growth & Performance
  • Technology
  • Data insights - AI
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Our data, analytics & insights: Hayden's hand-crafted slide, 14 Oct 2026, as Microsoft draws it
3Qetc Company Overview
Engagement : Trust : Culture

Our clients and partners

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Appendix

  • The Team
  • Our online resources Tools, Frameworks & Surveys
  • What CEOs are being coached in ( Harvard)
  • The Self Audit
  • People Development on a page
  • 3Qetc program examples
  • 3Qetc resource example ( Co-branded + Video)
  • Our research 400 executives (High performing teams + blind spots)
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Our diversified team

Our team has extensive business experience across multiple industries and geographies

These include finance, banking, legal, government, health care, manufacturing, mining, occupational rehabilitation, education, consulting, digital, advertising and marketing. We are connected through our shared purpose to bring sustainable change to workplaces and communities.

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Our Team www.3qetc.com/about

Richard Attrill

Monika Gisler

Simon Popley

Morgan Maguire

Kevin Sinclair

Renee Lockwood

David Armsworth-Maw

Melanie Weeks

Chris Collings

Matthew Robinson

Jamie Bergin

Jacqui Martin

Sarah Hood

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Resources ( online) co-branded

Tools ( +Videos 3-5mins))

Frameworks

Surveys

Strengths. ( external)

V

Effective Language

Harvard/3Qetc Leadership**

Flourishing wheel.

V

Goal theory

Leadership Hygiene

Stakeholder wheel.

V

Goal approaches and scaling

Capacity time management

Fixed-growth mindset.

V

Listening overview

People Leader feedback**

Emotional intelligence.

V

Feedback

New Leader fears

Motivation

V

Unconscious bias

Working and leading remotely

Self-compassion

V

RE-GROW model

Fulfilment

Self-Esteem

V

ACT ( acceptance commitment training)

Psychological safety

Values

V

Journaling

Burn out

V

Capacity time model – strategic v Management

Listening

V

Self-Regulation

V

Career Map

V

** involve feedback( line Manager and or Team)**

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Areas in which CEO’s are being coached today

Conflict management skills 27.9% 42.9% 18.3% Listening skills 20.9% 32.1% 20.7% Sharing leadership/delegation skills 37.2% 35.7% 22% Planning skill 18.6% 25% 14.6% Mentoring skills / developing internal talent 23.3% 21.4% 14.4% Communication skills 18.6% 32.1% 11% Team building skills 23.3% 17.9% 13.4% Decision-making skills 9.3% 17.9% 11% Compassion/empathy skills 7% 17.9% 13.2% Persuasion skills 9.3% 14.3% 11% Interpersonal skills 14% 14.3% 13.4% Motivational skills 7% 10.7% 7.3% What areas CEOs are being coached on: CEOs working on this skill CEOs believe this skill needs developing Board Directors believe this skill needs development Source: HBR
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The Full Self-audit

MeMyselfValuesStakeholderAnalysisFlourishingWheel(well-being)Self-compassionEmotionalIntelligenceListeningStrengthsprofilingOther 360BurnoutSelf-EsteemFixed GrowthMindsetSelf-motivationHarvard – 3QetcleadershipsurveyFulfilmentsurveyWorking &leading remotelysurveyLeadershipHygiene surveyPeople leaderManager FeedbacksurveySelf-RegulationWork-sheetCapacity modelTime managementsurveyNew leader FearssurveyPsychologicalSafety surveySelf-Regulationsurvey
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“People Development” On a Page Strawman

Values: Trust, Teamwork, Accountability

Purpose: Make a positive difference

Programs & Processes

MD=Managing Director

ED Executive Director

D= Director

AD =Associate Director

A= Associate (graduate)

SL =school leaver

Coaching

Executive Leadership

Emerging Leaders

Structured Mentoring

Role + Succession

Talent mapping

  • Executive 1:1
  • Co-head
  • Team coaching

Types:

  • Development
  • Intervention

Designed for: ELT, SLT, GLT combination of workshops, 1:1 coaching and group – peer to peer learning

Designed for :

SLT,GLT, PL

(Leaders with limited formal leadership training)

Different programs:-

  • Emerging leaders
  • D&I (sponsorship)
  • Career + Personal development
  • Reverse
  • Technical or Standard
  • Define role criteria across performance and behavioural Metrix
  • Role evaluation process ( structured and transparent)

9 Quadrant approach to identify development needs

(See Pack) by corporate title

Potential Programs by Title

Executive Leadership Team (ELT) (MD)

Mentors

Senior Leadership Team (SLT) (MD)

Mentors

Global Leadership Team( GLT) ( MD&ED &D)

Mentors / Mentees

People Leader (PL) (D, AD)

Mentors / Mentees

(People) AD,A, SL

Mentees

3Qetc Resources

Academy / Library

embedded into the Client's current library to create consistent organisational language

Tools & Videos:

Strengths | Stakeholder| Growth mindet|Motivaton|Wellbeing|EQ|Sel-esteem|listening|Self-compassion|self- regulation | ACT | Values | Burn-out | Time Management | Scaling

Frameworks:

Goal theory |Goal hierarchy | Effective Language| Feedback |Unconscious bias |RE-GROW |Reading the room| Journaling-reflection

Surveys:

Harvard-3Qetc leadership | People leader feedback | Leadership Hygiene | New leader fears | Psychological safety |Sponsor coaching Qs | Working –Leading from home |Fulfilment |Career-mind-map

Insights

Data, Analytics: by individual, by team, by division, Organisation

Feedback – Through pulse surveys in programs, group Check-ins within programs, and targeted, specific development surveys

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3Qetc Program Examples

Organisations

Leadership development & coaching programs

European Investment Bank

AUS

  • Individual Leadership Development Coaching assignments for executives 12m. 10
  • Includes 3-way , with People leader inception /6m and close

European Investment bank

AUS/SING/HK

  • CO Head coaching assignments ( 3 pairs of senior (MD) co-heads of businesses across ASIA.) 12m.
  • Individual and pair coaching and group work ( cross learnings)
  • Includes 3-way , with CEO inception/6m and close

European Investment bank

AUS/SING/HK/NZ

  • Strengths assessments of 180 executives + debriefs 3m

Australian Investment Bank

AUS

  • Team coaching – HIGH PERFORMANCE TEAM. (3m)
  • Executive + Team ( 10 ) Leadership development workshops x3
  • Includes strengths. Self-audit, and individual debriefs,
  • Leadership workshops for new leaders

European Investment bank

SING/HK

  • D&I sponsorship program ( 20 people). 12m
  • 10 senior females paired with 10 senior executives as sponsors

Financial services company

Superannuation / investment products / banking services

AUS

  • Cultural survey of company ( 1,000 people). (3m)
  • 3Qetc contributed 2 coaches to help deliver the cultural survey using the clients’ materials.

Organisations

Leadership development & coaching programs

Australian industry superannuation

AUS

  • Individual development COACHING developing self awareness – and improve engagement of team – how to become a leader who coaches and develops their leaders

Australian industry superannuation

AUS/UK

  • High performing team Leadership development & coaching (m) (4) + Executive
  • Leadership workshops for Team leaders- and how to be effective as a Leadership team+ and developing Leaders as coaches.

Australian commercial bank

AUS

  • Individual Leadership Development Coaching assignment for executive 12m.
  • Includes 3-way , with People leader =inception/6m and close

Australian mutual bank

AUS

  • Strengths profiling of c-suite and debrief + leadership team (15) – HIGH performing team analysis. Group+ individual work (2m)

Australian manufacturing company

AUS

  • Coaching of 21 executive leaders as part of a wider leadership development program. (9m)
  • Coaching assignment extended by 3m

Global ( Canadian ) agricultural products and services

AUS

Coaching following streams part the Leadership program

  • 19 executives ( strategic leaders) 2022/2023
  • 21 executives ( aspiring new leaders 2022/2023
  • 18 executives ( strategic leaders) 2023/2024
  • 20 executives ( aspiring new leaders 2023/2024

Coaching + leadership part of D&I initiative

  • 15 executives “SHE Lead”s program. (senior) 2024.
  • 18 women in WILMP (aspiring women leaders) 2024

Executive coaching ( GMs+ senior leaders)

  • 10 Executive -separate coaching assignments
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3Qetc Company Overview
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3Qetc Program Examples

Organisations

Leadership development & coaching programs

Non for Profit Global

AUS

  • Individual Leadership Development Coaching assignments for executive 12m. (CFO)

UK MERCHANT BANK

UK

  • Board well-being assessment (8)
  • SELF-Audit - Awareness coaching

US Investment Bank

AUS

  • Working with CEO to deliver strengths assessment to leadership team of 50, Debrief – self-Awareness, Development goals as part of strategic Annual Strategy Offsite

Canadian Bank

Can / USA

  • Strengths assessment and group debrief 47 leaders
  • 3 workshops:
  • 1 x Leadership workshop, ( 17) Leadership Hygiene +High performing teams – what the data shows us
  • 2 x Strengths debriefs in group workshop( 30)
  • Goal: 3 development goals for all participants
  • Follow up initiatives from feedback

European IB

AUS

  • 6 month leadership program 48 participants
  • A six workshops program, Education , Self-Audits,
  • High-performing teams / Strengths assessments
  • Leadership hygiene
  • Individual executive coaching sessions( 5 ) each

Organisations

Leadership development & coaching programs

US mining exploration company

USA/AUS/Mexico

  • Strengths assessment ( 9 Strategic leaders)
  • Clear PD( position descriptions) Leadership Team
  • Group sessions / “self Audit “2 workshops
  • Individual 1:1 coaching
  • What we learned – whats next workshop

Euopen IB

Aus

  • Individual Leadership Development Coaching assignments for 2 Female executives Both MDs. 12m.
  • Includes 3-way , with People leader iinception/6m and close
  • ( Self-audit – self-confidence / Imposter syndrome /courage + self-belief)

Organisations

Mentoring programs & pilots

INV Bank + Commercial bank

3Qetc – flagship program

(see mentoring flyer)

AUS/UK/NZ/SING/NY/HK/USA

  • Structured strengths based mentoring programs from 50 to 1000 people across multiple clients, going from pilots to full launches, with repeat programs, executed internationally.
  • Workshops mentees and mentors – ( suite of tools & frameworks)- Partnership approach + resources , supervision and supervisory framework. Insightful data insights from surveys and aggregated anonymous psychometric tests.

Global Agriculture

AUS/USA/CANADA

  • Global Mentoring program Pilot – launch. training workshops, matching, engagement and comms strategies
  • All resources – uploaded online – ( Tools Frameworks surveys)
  • 6 Check in workshops
  • Surveys – measurement
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Resources example – Stakeholder wheel co-branded

Introducing Alison Irons ( AI Avatar) from the company development team explaining the stakeholder map exercise ( 3 minutes). (On 3Qetc website – under resources) ( Edit company – to your company name, scripts in videos can edited for your company narrative).

Links:

Alison Irons - (3Qetc AI avatar) Explains the Stakeholder Map

3Qetc - website and resources

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3Qetc Company Overview
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Strengths Survey- High performing
teams – Blind spots- 400 executives

CAPPFINITY online strengths test. 60 strengths across four domains ( realised and unrealised strengths, Learned behaviours and weaknesses) and split 60 strengths also across five families :

  • Communicating
  • Being
  • Motivating
  • Relating
  • Thinking
Example – output of strengths report summary:
Sample:
  • 9 Organisations
  • 400 Executives
  • CEOs, GMs , MDs , Leaders,
  • 61% male. 39% female
Conclusion
  • Observations in the communication family, listening , feedback and counterpoint are extremely poor.
  • Implications on the performance of leadership and high-performing teams
  • Constructive work to be done on communication, language, and two-way feedback culture
  • Work to be done on self-awareness of leaders
A sample of 400 executives:

% of Particpants with Listening in top 10 and 20 listed strengths

0% 5% 10% 15% 20% 25% 6% RS 5% LB 1% 14% RS 11% LB 3% Top 10 strengths Top 20 strengths

% of Particpants with Feedback in top 10 and 20 listed strengths

0% 5% 10% 15% 20% 25% 5% RS 4% LB 1% 16% RS 10% LB 4% US 2% Top 10 strengths Top 20 strengths

% of Participants with Counterpoint in 10 and 20 listed strengths

0% 5% 10% 15% 20% 25% 30% 13% RS 12% LB 1 % 25% RS 16% LB 3% US 6% Top 10 strengths Top 20 strengths

% of Participants with Curiosity in top 10 and 20 listed strengths

0% 5% 10% 15% 20% 25% 30% 10% RS 8% LB 2% 25% RS 14% LB 10% US 1 % Top 10 strengths Top 20 strengths
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