Areas of Expertise



1. Organisational Improvement

The belief of the group is that the most effective answers to problems are found by working with those on the ground in any given situation.  This drives their action learning approach to organisational improvement.  They provide both process and expert organisational review assistance.

Organisations in which members of the group have undertaken reviews and organisation development using these principles include:

  • the division of a State Government Agency faced with unacceptably long response times and deteriorating relationships with both internal and external stakeholders;

  • a State Government Agency in which conflict was a constant and middle managers were reluctant to accept ownership of matters within their area of responsibility;

  • a School within a major tertiary institution with a major focus on overcoming conflict between departments and individuals;

  • a Faculty within a large tertiary institution with major emphasis on strategic development

  • a state-wide organisation with a staff of 40 000 with a focus on achieving improved equity outcomes;

  • a number of not-for-profit community organisations focusing on structure;

  • a large GOC (commissioned by the responsible Minister) with a focus on major HRM reform;

  • a Commonwealth Government Department with emphasis on operational efficiency and productivity; and

  • the national Vocational Education and Training sector with particular emphasis on building online learning and teaching capability.

    Frequently following an organisational review, members of the group are invited to work with the leadership group to assist and support them embed the changes recommended in the Review.

2. Leadership & Management Development

Of enduring popularity are the longitudinal action learning based leadership and management development programs the group have developed, refined and provided for many years.  They are innovators in this field, undertaking pioneering work across Queensland.  Their most recent ‘second generation’ program (Confident People Management) combines their  experience and learnings from earlier programs and is targeted at those in the upper middle management ranks.  The popularity of these programs means that they continue to be a major component of the work of Julie Cork & Associates.  

Of growing popularity are their one-off workshops and seminars covering some ever-vexing topics including The Difficult Workplace Conversation, Managing in Tight Financial Times and Bullying: Old Problem, New Urgency.  These issues are as popular with first line managers as they are with Senior Executives. 

Members of the group not only have extensive knowledge of the subject areas but also highly developed facilitation skills.  This combination enables them to provide program participants with practical tips and an understanding of handy techniques while also developing their skills and confidence to undertake their leadership and management roles surely and effectively.

3. Leadership Team Effectiveness

Leadership teams that are full of distrust, competitiveness and secrecy result in organisations full of conflict, disengaged staff, high turnover and low productivity.  Often dysfunctional and conflicted leadership teams are the result of a lack of clarity about roles and responsibilities.  

Julie Cork & Associates have worked with large numbers of leadership and executive leadership teams assisting them to make realistic assessments of their current state, identify their ideal future state and determine practical steps to move to that desired state. 

4. Creating Productive and Fair Workplaces

The work of the group in this area includes providing assistance in developing functional and effective teams, ensuring diversity and equity objectives are achieved, advising in relation to bullying workplace harassment issues and investigating and resolving grievances. 

Julie’s pioneering work in employment equity, affirmative action and employment discrimination matters both nationally and at a state level have resulted in her developing vast expertise in the area. She understands the legislative obligations – having been heavily involved in advising government in the framing of these – as well as the practical implications. 

Julie is experienced in misconduct matters and resolving grievances at the most senior levels in organisations and, importantly, in providing advice regarding future prevention.

Their innovative approach to assisting organisations meet their legislative obligations and minimise their exposure to claims of bullying and sexual harassment is both cost effective and efficient.


5. Executive Coaching

Julie, Ron and Mike have extensive experience in coaching executives.  Between them they have undertaken this role in most sectors across a broad cross-section of industries and sectors using a number of different media including face-to-face, phone, on line, and a variety of new technologies.

Ask about your situation.

6. Effective Responses to Staff Survey Results

Less than perfect feedback from staff on a staff survey often has a paralysing effect.  How to respond and what to do are often unanswered or unanswered effectively by organisations.  Staff see little change as a result of their feedback and a cone of silence can develop around the reasons for negative feedback.  This can lead to staff becoming increasingly disengaged and worsening results in subsequent staff surveys. 

The Group has worked effectively with a range of organisations to assist them to respond to less than optimal staff feedback both  promptly and effectively and in turn enjoy all the benefits of a more engaged and productive workforce – well before subsequent staff surveys.

7. Policy and Policy Frameworks

Good, practical, workable people management policies mean productive and effective businesses.  Indecipherable or unworkable policies are all too common.  Poor policy often results from fuzzy thinking time-strapped staff charged with their production.

The group has extensive experience in policy development and knows the difference between good and bad policy.  It can help analyse and review policy framework, simplify your existing policies and/or develop contemporary effective people management policies. 




The following is a selection of our current and past clients.  More details of the nature of the relationship and work of the group with these organisations will be happily provided.

Australian Language School
Australian National Training Authority (ANTA) (nationally)
Cement Australia
Crime & Misconduct Commission
Conrad Jupiters, Gold Coast
CS Energy
Department of Communities
Department of Tourism Industry and Regional Development
Department of Transport
Department of Main Roads
Foundation for Aboriginal and Islander Research Action
Gibaran Learning Group, Adelaide
Government House, Queensland
Griffith University
Institute of Personnel Management, Papua New Guinea
International Management Centres Association (UK)
Lucent Technology, Sydney
Nanango Shire Council
Office of State Revenue
Public Service Commission (Qld)
Public Trust Office
Queensland Advocacy Incorporated
Queensland Anti-Discrimination Commission
Queensland Ambulance Service
Queensland Health
Queensland Nursing Council
Queensland Ombusdsman
Queensland Parliamentary Service
Queensland Police Service
Queensland Rail
Queensland University of Technology
Singapore Human Resources Institute (SHRI)
South Australia Accreditation Council
TAFE National Staff Development Committee
University of Queensland
Women’s Health Queensland Wide