More Time
Build a leadership team that frees you from the day-to-day so the business runs without routing every call back through you.
Lead to Scale · 2026 Cohort · Available to any leader in Australia
Scale beyond yourself.
Build the leadership capability to scale beyond yourself. A six-month hybrid mentoring and application program for senior leaders scaling a business, business unit or team through others.
Cohort begins · Thursday 23 July 2026
Small cohort · senior leaders
Hybrid · in-house or virtual
Stronger leaders
Build capability that influences and inspires.
Better decisions
Lead with clarity in complex environments.
Greater impact
Drive performance that scales across teams.
More clarity & freedom
Lead with vision. Build a business that doesn't rely on you.
How it's built
Seven components. One program.
A six-month rhythm of workshops, virtual mentoring, applied work, strengths, AI coaching and seven scaling tools — designed to land operational results in the business.
Workshops
3 in-person
Virtual Mentoring
8 group sessions
Application
Live in the business
Strengths Profile
Individual debrief
NaviCoach AI™
Always-on coaching
7 Scaling Tools
Owner-leader toolkit
Operational Results
In the business
What you walk away with
Four outcomes for the leader — and the business behind them.
Lead to Scale is built so the change you make in six months keeps paying back in the years that follow.
Better Leaders
Develop confident, capable leaders who take ownership — so decisions, change and accountability move closer to the work.
Scale with Confidence
Strengthen systems, culture and execution so the business can scale sustainably — without burning out the people holding it together.
More Freedom
Create the business and lifestyle freedom you set out for — capacity restored, weekends back, headspace to lead what's next.
A program by
Engine Room Business Innovation · Eight years working with growing Australian businesses
What it is
What Lead to Scale is
Lead to Scale is a six-month hybrid mentoring and application program for senior leaders. It is built by Engine Room Business Innovation for the leader whose business has outgrown the way they're currently leading it. A pre-program intent-setting session, three in-person workshops (attended in-house or virtually), eight virtual group sessions, a CliftonStrengths 34 debrief, and always-on access to NaviCoach AI — wrapped around one core idea: scaling through others.
Sound familiar?
Five signs the way you're leading has outgrown the business you've built.
If any of these are honest — Lead to Scale was built for you.
You're still the one consistently relied upon.
Decisions, escalations, quotes, hiring calls — the team still routes them back to you. The business hasn't outgrown your involvement yet.
Change in this business doesn't stick.
New processes, new structures, new agreements — they hold for a fortnight, then drift back. You've stopped trusting that “this time it'll be different”.
You have no system for your own energy.
Calendar full, decisions thinning, weekends bleeding in. The thing you most need to lead — capacity — is the one thing nobody is protecting.
Training that doesn't transfer.
You and the team have done good programs. Insights surfaced. Then Monday morning came back and the patterns didn't change. The program ended; the work didn't.
Operational pressure crowds out strategy.
The business keeps moving — orders, customers, escalations — but leadership capacity isn't growing fast enough to keep up. Strategy gets squeezed into whatever time is left, and there's rarely any left.
The context behind the program
Eight years working with growing Australian businesses — built on forty.
8
YearsEngine Room Business Innovation operating with senior leaders across Australia
40+
Combined yearsWorking with growing Australian businesses, change and leadership development
20
YearsLead facilitator, mentor and Chair of Syndicate Groups — Curtin Centre for Entrepreneurship Growth Owner and Manager Programs
300+
PersonnelLed across engineering, operational and change leadership — Royal Australian Air Force
The Three Shifts
Three shifts. Moving together.
Lead to Scale is built around three concrete shifts a senior leader has to make to scale. Not three skills. Three internal moves that compound for the rest of your working life.
Freed-up time and energy.
Stop being the bottleneck. Reclaim the hours and attention the business has been quietly draining — and put them back into the work only you can do.
Team structure and KPIs that match the business.
Owning the work, not doing it. Honestly redesign who owns what — so the team runs the operating rhythm and you lead the next stage.
The new focus in motion.
Capacity to set and lead the next twelve-month focus. The work that compounds — finally starts — because you've built the time to lead it.
NaviCoach AI · in action between sessions
The Toolkit
Seven scaling tools.
Used live in every session.
Not handouts — working instruments. Each tool is a structured diagnostic or planning tool that moves something real inside your business. You leave with all seven. Select your edition below.
Tool 01
Wall Finder™
Name the bottlenecks no one talks about
Tool 02
Steward's Horizon™
Separate owning from operating
Tool 03
Three Conversations™
The ones you've been avoiding
Tool 04
Owner's Audit™
Plot where you're spending your time — honestly
Tool 05
Bottleneck Scorecard™
Six dimensions, one number, run quarterly
Tool 06
Decision Inventory™
What only you can decide — and what isn't yours
Tool 07
Free-Up Map™
Your forward plan beyond the program
Tool 01 of 07
Wall Finder™
Twelve questions. Four minutes. One answer that changes what you do next. Score yourself across three walls and identify which one is loudest — that's the one to work on first.
I still do work my team should be doing — because I'm faster, or because it matters to me
My team brings me decisions they could be making themselves
We grew past the systems we built for our last size
What it moves
Wall 01 — The Identity Wall: your identity is still wrapped in doing the work. Wall 02 — The Decision Rights Wall: capable team, but not yet authorised. Wall 03 — The Scale Infrastructure Wall: the business has outgrown its operating rhythm.
Your highest score is your wall. Most leaders score high on two. One is louder. That's the first.
Both editions
Business Owner
The Founder Wall, Leadership Team Wall, and Operating System Wall — calibrated to the business owner scaling through others.
Senior Leader
The Identity Wall, Leadership Team Wall, and Operating System Wall — calibrated for the leader scaling a business unit or team.
Tool 02 of 07
Steward's Horizon™
Three columns. Three horizons. Nine sentences. Your strategic picture in plain English — not a 40-page document. Write Year 1, Year 10, then Year 3. That order matters.
What does the business look like in ten years — honestly?
What role do you hold in three years, what hours do you keep?
Can your leadership team nod at all nine sentences?
What it moves
Year 3 is where leaders lie to themselves. Year 10 is far enough away that you tell the truth about what you actually want this business to become. Start there. Then bridge back.
If you can read the nine sentences out loud to your team and they nod — you have a horizon. If they look confused — you have homework.
Both editions
Business Owner
Covers Business (revenue, customers, what you make), Team (who leads what), and Self (your role, hours, energy). Becomes The Steward's Letter in NaviCoach AI.
Senior Leader
Covers Unit results and stakeholders, Team structure, and Self. The nine sentences become The Horizon Letter — returned to every quarter across six months.
Tool 03 of 07
Three Conversations™
One with the leader you used to be. One with the team you're building. One with the version of you waiting on the other side of this chapter. The tool doesn't make them easy — it makes them startable.
The Founder Conversation — with the version of you who started
The Leadership Conversation — with the team about decision rights
The Steward Conversation — with your future self
What it moves
Every operator has three conversations they keep meaning to have. The cost of not having them shows up in your calendar, your team, and your sleep.
Each conversation has a trigger moment, an opening line, and three questions to sit with. Don't try to have all three this month — pick the loudest one first.
Both editions
Business Owner
Maps to: The Founder's Letter (identity), The Owner's Letter (decision rights), and The Steward's Letter (direction). All three held in NaviCoach AI.
Senior Leader
Maps to: The Leader's Letter (identity), The Mandate Letter (decision rights), and The Horizon Letter (direction). Same framework, calibrated to your leadership context.
Tool 04 of 07
Owner's Audit™
Plot the last two weeks of your work onto one grid. Four quadrants: Strategic / I Do, Strategic / Team Does, Operational / I Do, Operational / Team Does. The quadrant with the most items is running your business right now.
If Strategic/I Do is empty — the business is running you
Operational/I Do: the trap. Move three items out this week.
Strategic/Team Does: rare and valuable — document who owns each one
What it moves
Most senior leaders believe they're short on time. Almost none are. They're spending hours in the wrong quadrant — usually Operational / I Do — and calling that being busy.
If this quadrant runs your week, the unit runs you. If Strategic / I Do runs your week, you run the business. Every hour in the wrong quadrant costs a chapter of growth.
Both editions
Owner's Audit™
Strategic / I Do covers capital allocation, the next hire, the unhired role, partnership conversations — the irreducibly owner-level work. Available in Lead to Scale.
Senior Leader's Audit™
Identical four-quadrant grid, calibrated for the senior leader within an organisation. Strategic / I Do covers direction, the next hire, and the critical mandate. Available in Lead to Scale.
Tool 05 of 07
Bottleneck Scorecard™
Six honest questions. One number. The truth about whether the shift stuck. Score from your last fortnight — not your best one. Run it four times a year. Your lowest dimension matters more than the total.
Calendar discipline: how much of your fortnight was Strategic / I Do?
Decision speed: how fast did team decisions move without you?
Hire confidence: could you take two weeks off with no daily check-in?
What it moves
26–30: Holding — don't get comfortable, push one dimension from 4 to 5. 21–25: Drifting — one conversation fixes it this fortnight. 15–20: Slipping — rerun the Audit, then Free-Up Map within 30 days. 6–14: Reverted — book a mentoring session this week.
Drift is invisible until it's expensive. Six questions. Four times a year. That's it.
Both editions
Business Owner
The same six dimensions measured from the owner's perspective. Run quarterly by all 2026 cohort participants — re-run Oct 2026, Jan 2027, Apr 2027.
Senior Leader
Identical scoring dimensions, calibrated for the senior leader context — measuring whether the unit runs without you. The fourth Scorecard becomes the graduation agenda.
Tool 06 of 07
Decision Inventory™
Name every decision on your desk. Move it — with a brief, not a hope. List eight decisions, name a new owner, write a one-line brief, set a review date. Sort each into Delegate, Automate, Keep, or Stop. Send eight emails by Friday.
Soft delegation fails within a quarter — structural delegation holds
The brief is the most important column: if you can't write it, you don't know what good looks like
The cleanest decision is the one no one has to make — look for Stop decisions
What it moves
Every decision on your desk is a wage you're paying twice. The reason delegation fails isn't trust — it's that every delegated task lacks a written brief and a review date. The Inventory turns soft delegation into structural delegation.
Once a decision has an owner and a brief, it stops migrating back.
Both editions
Business Owner
The Owner's Letter and Decision Inventory are done in the same fortnight in the cohort. Together they form the most durable delegation move a senior operator can make.
Senior Leader
The Mandate Letter and Decision Inventory run together — same fortnight. The Inventory names what moves from your desk; the Letter gives your team the thinking behind it.
Tool 07 of 07
Free-Up Map™
What your week looks like in six months — and the twelve fortnightly sprints that get you there. One sprint per fortnight. Four sprint types: Handover, Decision Move, Reclaim, Air-Cover. Don't fill every cell on day one. Plan three. Run sprint one Monday.
Handover: move one operational task out — write the brief, name the owner, tell them Monday
Reclaim: block one half-day of Strategic / I Do — defend it from every meeting
Air-Cover: when someone escalates a moved decision — hold the line publicly, every time
What it moves
Free-up isn't a feeling. It's a calendar move. Most leaders try to free themselves up in one heroic push — and watch it unwind within 60 days. The Free-Up Map replaces the push with a sequence.
Twelve small moves beat one big one. Every time. The Map is the graduation artefact for the December 2026 cohort.
Both editions
Business Owner
Twelve sprints, one transformation. Jul 23 to Dec 10 2026 — graduation session presents the before/after calendar bar, twelve sprints of structural change.
Senior Leader
Identical sprint structure for the unit. Air-Cover sprints are particularly powerful for senior leaders managing upward as well as downward. Twelve small moves compound.
Click any tool to reveal what it does. Select edition above to toggle between Business Owner and Senior Leader versions.
Program structure · 2026 cohort
Six months. Eleven sessions. One small cohort.
A pre-program intent-setting session, followed by three in-person workshops and eight virtual group sessions. Workshops can be attended in-house or virtually — the program is built around your demands. NaviCoach AI is on between every session.
| Format | Date | Times (AWST) | Session |
|---|---|---|---|
| Pre-program | Early–mid July 2026 | 2 hours | Intent-setting sessionSets the contribution outcome you'll lead toward through the six months. |
| Virtual | Thu 23 Jul 2026 | 10:00 AM – 12:00 PM | Where Are You the Bottleneck? |
| Virtual | Thu 6 Aug 2026 | 10:00 AM – 12:00 PM | Strengths, Energy & Leadership Mindset |
| Workshop | Thu 20 Aug 2026 | 8:00 AM – 12:30 PM | Leading at ScaleAttended in-house or virtually. |
| Virtual | Thu 3 Sep 2026 | 10:00 AM – 12:00 PM | Building Ownership & Accountability |
| Virtual | Thu 17 Sep 2026 | 10:00 AM – 12:00 PM | Feedback, Alignment & Performance |
| Workshop | Thu 1 Oct 2026 | 8:00 AM – 12:30 PM | Building Scalable TeamsAttended in-house or virtually. |
| Virtual | Thu 15 Oct 2026 | 10:00 AM – 12:00 PM | Strategic Thinking & Leadership Capacity |
| Virtual | Thu 29 Oct 2026 | 10:00 AM – 12:00 PM | Opportunity, Risk & Future Focus |
| Workshop | Thu 12 Nov 2026 | 8:00 AM – 12:30 PM | Leading ForwardAttended in-house or virtually. |
| Virtual | Thu 26 Nov 2026 | 10:00 AM – 12:00 PM | Embedding Leadership Rhythms |
| Virtual | Thu 10 Dec 2026 | 10:00 AM – 12:00 PM | Sustain & Scale Review |
| Plus | One individual CliftonStrengths 34 debrief · always-on NaviCoach AI. | ||
Investment
AUD $10,000 + GST per participant — payable as $2,200 + GST initial, then $1,300 + GST per month over six months.
Where we work
Available to any leader in Australia.
Virtual options and flexibility — built around the demands of running a business. Engine Room Business Innovation works with senior leaders across Australia, from metropolitan headquarters to regional teams. Lead to Scale is designed so the program fits the leader — not the other way around.
In-house or virtual
Workshops can be attended in-house — or virtually. You choose the rhythm that fits the business and the cohort schedule.
Virtual sessions · Australia-wide
The eight virtual group sessions, the CliftonStrengths 34 debrief and NaviCoach AI are all delivered virtually — so where you live is not the question.
Flex built around your demands
If the business calls, the program adapts. Pre-recorded segments, NaviCoach AI between sessions and an annual cohort cadence designed for a working senior leader.
Who delivers it
The people behind it. Built from decades inside growing businesses.
Business owners work with Glenn because he has stood in the positions they're trying to lead from — and he understands, at a technical depth most leadership practitioners don't, what scaling a business through others actually demands.
Glenn started his career in the Royal Australian Air Force, working through the ranks in engineering and operational roles that built his technical foundation and his understanding of how high-performing teams are built, led and sustained under pressure. That career path ultimately led him to becoming Officer Commanding of an Aircraft Maintenance Squadron — part of 481 Wing — with 145 personnel under his command, responsible for deeper-level maintenance of the C-130 Hercules and P-3 Orion. It was the kind of leadership that left no room for theory: precision execution, high-stakes decisions under sustained pressure, and a team that had to perform without depending on the person at the top. That engineering discipline and systems mindset never left him.
From the Air Force, Glenn moved into corporate change management and transformation, before spending two decades as lead facilitator, mentor and Chair of Syndicate Groups with the Curtin Centre for Entrepreneurship — working directly with business owners, senior leadership teams and CEOs of larger organisations navigating growth, structural change and increasing operational complexity.
What Glenn brings to Lead to Scale is not just experience — it is a technically grounded model of leadership acceleration built for the pace and complexity that businesses are now facing. He co-created NaviCoach AI to ensure that advanced leadership support is available between sessions, not just inside them. Senior leaders who have worked with Glenn consistently describe the same thing: a clarity about what the business needs from them, and a concrete path to get there faster than they expected.
BEng (Aero) · PGDipMgmt · GAICD · Officer Commanding, 481 Wing RAAF · Corporate change management & transformation · Lead Facilitator & Chair of Syndicate Groups, Curtin Centre for Entrepreneurship Growth Owner and Manager Programs · Co-Founder, Engine Room Business Innovation & NaviCoach AI.
Michelle's strength is designing the future of leadership development — building learning systems that use technology to close the capability gap faster, at scale, and in a way that sticks beyond the program.
Michelle brings together a rare combination: deep expertise in learning design, behavioural change and leadership development, combined with a clear-eyed understanding of how technology — when designed properly — can extend and amplify what happens in the room. Early in her career, working within the high-standards, high-stakes environment of Qantas Airways gave her a firsthand understanding of how technological advancement in a complex industry shapes the way people learn, adapt and perform. That insight — that technology, when designed well, accelerates human capability rather than replacing it — became a thread that runs through everything she has built since.
Over more than 30 years working with organisations that needed to scale and grow their own change agents, Michelle developed a deep understanding of what it actually takes to shift behaviour inside a business — not just deliver training, but build the internal capability that outlasts the program. Her work has spanned higher education, consulting, community development and leadership program design, giving her a broad view of how leaders learn and where development programs typically fail to land.
She previously led the Curtin Centre for Entrepreneurship Growth Owner and Manager Programs through a period of significant expansion, transforming the program from struggling to thriving. It was through that experience that she and Glenn identified the leadership capability gap widening inside fast-moving businesses — and the need for a fundamentally different model to close it.
Michelle designed NaviCoach AI as a response to that gap. Rather than leaving leaders to bridge the distance between program sessions on their own, NaviCoach AI understands where each leader is in Lead to Scale, and delivers coaching support exactly when it is needed. It is the first tool of its kind in Australia — and it reflects Michelle's conviction that the future of leadership development is not about more content, but about smarter, technology-enabled continuity that keeps leaders growing between sessions and long after programs end.
Co-Founder & Principal Designer, NaviCoach AI · Previously led and scaled the Curtin Centre for Entrepreneurship Growth Owner and Manager Programs · Co-Facilitator, Curtin Ignition Program · Edith Cowan University Student Leadership Program Manager · Qantas Airways sales & marketing · Leadership development strategist, educator & coach.
Common questions
The questions most senior leaders ask first.
Who is Lead to Scale for?
Lead to Scale is built for the senior leader scaling a business, business unit or team through others — business owners, general managers and senior leaders of growing businesses. It is designed for the leader who is technically capable, has outgrown the way they are currently leading, and is ready to lead differently.
It is a small cohort of senior leaders. One or two leaders per business are welcome — the cohort is kept deliberately small to protect the mentoring quality and the quality of the conversations.
Is the program available outside Perth?
Yes. Lead to Scale is available to any leader in Australia. Virtual options and flexibility are built around your demands.
The three workshops can be attended in-house or virtually. The eight virtual group sessions, the CliftonStrengths 34 debrief and NaviCoach AI are all delivered virtually — so where you live, where the business operates, and how much you travel are not the question.
How is it different from other programs?
Lead to Scale is a hybrid mentoring and application program — not a short course. Forty-plus years of working with growing businesses means every session is reinforced by the right tools at the right moment, by NaviCoach AI between sessions, and by three concrete shifts a senior leader has to make to scale.
It is hybrid by design — three workshops attended in-house or virtually, eight virtual group sessions, an individual CliftonStrengths 34 debrief, and a pre-program intent-setting session.
What is NaviCoach AI?
NaviCoach AI is the always-on AI coach built into the program. It knows your workshop sequence and is available the moment a decision lands — not three weeks later in the next session. The mentoring is human; NaviCoach AI is the coaching companion between sessions.
Conversations are CliftonStrengths-aware, contextual to where you are in Lead to Scale, and shaped by forty-plus years of work with growing businesses. There is nothing else like it in Australia.
What's included in the $10,000 + GST?
The fee is AUD $10,000 + GST per participant, payable as a $2,200 + GST initial payment then $1,300 + GST per month over six months.
It covers a pre-program intent-setting session, three workshops attended in-house or virtually, eight virtual group sessions, one individual CliftonStrengths 34 debrief, and always-on access to NaviCoach AI throughout. There are no additional materials, venue or assessment fees.
When does the cohort start and how often does it run?
The 2026 cohort runs Thursday 23 July 2026 to Thursday 10 December 2026, with a pre-program intent-setting session in early-to-mid July.
Lead to Scale is delivered as a small annual cohort of senior leaders — capped to keep the mentoring quality and the conversations deep.
Can I send a senior leader instead of attending myself?
Yes — and many business owners do. Lead to Scale is built for any senior leader being asked to scale a business, business unit or team through others. One or two leaders per business are welcome.
The fit call with Glenn Taylor confirms the nominated leader is at the right stage before any commitment is made.
What happens after the six months?
Participants finish with a personal CliftonStrengths 34 debrief document and continued access to NaviCoach AI for ongoing coaching between sessions. Alumni are invited to an annual reconvening and receive updates as the toolkit evolves.
Some participants engage Engine Room Business Innovation for follow-on advisory work — but there is no expectation or pressure to do so.
Next steps
The next cohort begins Thursday 23 July 2026.
Small cohort. Senior leaders. One conversation to find out if it's the right fit — wherever you lead from in Australia.