Wendy Lenton Email & Phone Number

Northern Beaches, New South Wales, Australia

Aust/Nz

Newcastle/Sydney

Aust/Nz

Working as an Executive Coach and advisor my focus has taken on three main areas, supporting company-wide capability in leadership, individual development, and career acceleration. Having a unique coaching offering of strong Organisational experience, allows me to quickly understand the context and pitfalls clients navigate on a day-to-day basis. The independence I provide, as an external coach & advisor allows for broader perspective and enquiry, and a trusted sounding board for ideas and challenge. Within my business I focus on creating better futures for individuals and the organisations they work in. The type of work I do, is ultimately shaped by the need of each client and can vary from advisor work on succession and talent management; to coaching a CEO, working through the companies next phase of ambition or working with a newly appointed Executive in transition to a c-suite role (one of the the most formative times in their career).

North Ryde

One of Australia & NZ’s largest food manufacturers, employing over 6,500 people across 60 sites was at this time significantly underperforming, with low engagement and a siloed legacy structure. Quite quickly the transformational agenda became a turnaround and every part of the business needed optimizing to deliver the immediate business; and for future of growth and innovation. With troubling business pressure we worked at pace, on the company strategy, structure, culture, and execution. We unified the organisation with a compelling vision, values, behaviours and business critical capabilities. Company structure was simplified to provide an affordable operating model to compete effectively in the marketplace. We tackled significant issues in capability, leadership, safety performance, D&I, succession, and set about transforming culture into high performance and growth. This 3 year journey was the work of many skilled and talented people, who proudly created a strong legacy for ongoing success.

Chatswood

An executive reporting to the CEO, accountable for HR, internal communications, shared services and property. Vodafone focused on increasing market share & a compelling/consistent customer experience. This flowed into the people strategy, to attract and retain the best people. To effectively deliver the brand values inside out, we needed to create alignment with our employee experience, inspiring our people. My P&C team was innovative and delivered some real firsts; leveraging sponsorship offerings for recognition; creating bespoke employee segments for our business that provided real engagement insights rather than generic offerings; working with NZ Resilience Institute to deliver leadership capability, that focused on well-being, and uplifting productivity. We engaged our GM’s to manage talent and succession across the company; we ran CEO café conversations & roadshows to give people a voice & harness new ideas; we had open performance discussion round tables, where individual goals were discussed with executives and others (we believed the front end of the discussion was far more valuable than looking in the rear view mirror). We created a high energy, expectation, and reward culture for everyone; and it was a privilege to be part of and, see the tangible success that ensued.

Chatswood

Chair of the Vodafone Australia Foundation responsible for stewardship and governance of the Australian Foundation. Effective management of the Board of Trustees and compliance with all statutory reporting requirements. Management and investment of $3M (circ.) in annual funding.

Sydney, Australia

Corporate HR team 32; business responsibility 22,400 employees globally. Provision of strategic and operational HR services to the CEO and Group Office. Accountable for Board and Executive remuneration & benefits. Key focus included managing the changes to regulatory reporting and disclosure. AMP wide responsibility - executive development, talent management, succession planning, performance culture and HR governance. A key achievement in this role was leading the Aust. HR work stream for AMP’s demerger transaction; to retain & motivate 150 ‘at risk’ critical employees throughout the demerger, managed the 80 expatriates home-bound, complied with all ASX requirements, set new company identity & culture as a smaller, nimble player, re-defined the way people worked and where roles & activity resided to provide best structure for the business to operate.

Coaching - Brain Based, Human Sciences

Gaicd

Executive Leadership Program, Organizational Leadership

Values Based Leadership, Organizational Leadership

Masters, Human Resources

Masters Human Resources

Diploma, Information Technology