If you’re leading a professional sporting organisation in Australia, you already know: it’s not just about what happens on the field. It’s about what happens behind closed doors – where culture is shaped, risks are navigated, and trust is either earned or lost.
The pressure is relentless. Media glare. Board expectations. Sponsorship demands. Internal politics. Staff turnover. And often, one or two senior leaders causing friction behind the scenes.
You may not have chosen those leaders – but you’re the one left managing the fallout.
Leadership Mistakes Are Costly in Sport
Across Australian sport, we’ve seen big names fall from grace – not always because of technical missteps, but because they lost their grip on culture, communication, or clarity.
Nick Hockley’s recent departure from Cricket Australia came after navigating pandemic disruption, pay disputes, and the cultural legacy of the sandpaper scandal. These challenges weren’t technical – they were human.
And the data backs this up. Leadership turnover in Australia is rising. CEO tenure across sectors averages just five years, and in high-performance environments like sport, that window often closes faster.
But There’s One Advantage You Already Understand
As a sport CEO, you deeply get coaching. You’ve seen how even the most talented athletes lose form, confidence, or drive – until the right coach steps in to refocus, reframe, and reignite performance.
So why would it be any different for your executive team?
Yet, too often, the leaders around you are expected to perform under elite pressure with zero structured support. And when they don’t deliver, you’re left holding the consequences – silently asking: is this a coaching issue… or an exit issue?
The Fix or Exit Blueprint
This is where a clear framework can save you months of ambiguity and frustration. One I use with sport CEOs is the Fix or Exit Blueprint – a three-step process to regain control of leadership performance fast:
1. Identify the Real Issue – Is this a skill gap? A mindset block? A values clash? Or a symptom of structural stress in your organisation?
2. Understand What’s Really Going On – Not just from that leader’s mouth, but from those around them. We use confidential assessments and pulse insights to surface the real dynamics.
3. Build a Plan – Whether They Grow or Go – Some leaders thrive when given the right coaching. Others need to move on. Either way, clarity beats procrastination.
When CEOs Have Coaching Support Too
Elite athletes don’t stop working with coaches just because they’re at the top. If anything, they lean in to the support more. They know how easily habits slip under pressure, how mindset determines outcome, and how performance plateaus without feedback.
The same is true for CEOs.
I’ve supported leaders across high-performance industries – and I can tell you, it’s not a question of capability. It’s about headspace. Great CEOs don’t need another executive course. They need someone who sees the patterns clearly, offers strategic perspective, and helps keep the main thing, the main thing.
As a leadership psychologist, I’m trained to spot what others don’t: the underlying cognitive, emotional and behavioural drivers that shape leadership performance – and how to shift them without ego or drama.
This approach is the backbone of my Happy Healthy Leader program – designed specifically for leaders in high-performance, high-pressure environments. It’s not a one-size-fits-all course. It’s a results-focused process that’s already helped senior leaders in elite sport and other demanding industries get back their edge – without burning out or opting out.
Common Pain Points I See (and Quick Wins)
- “I’m stuck with one or two leaders who aren’t lifting.”
➤ Quick win: You don’t need weeks of review. A short, sharp diagnostic with behavioural insights can show you what to do next – coaching, structure, or exit.
- “My team is burning out – we’re reactive all the time.”
➤ Quick win: Start with clarity. Rebuild weekly leadership rhythm and tighten
decision rights. Most dysfunction is structural, not personal.
- “I feel isolated in the role.”
➤ Quick win: Get support that isn’t from the board or internal staff. CEOs need someone who understands the weight of leadership, but isn’t part of the power dynamic.
You Don’t Have to Carry It Alone
Sport has always valued elite performance. But we’re now realising: that starts at the top. Culture flows down. And when your senior leaders aren’t aligned, it doesn’t matter how good your game-day strategy is.
The good news? These problems are fixable. With the right process, and the right kind of support, you can reset your leadership team, protect your culture, and lead with the clarity and confidence the role demands.
Because in this game, the real win isn’t just on the scoreboard.
It’s in building a high-performing, future-fit organisation – one that lasts beyond your tenure.
Margie has a particular interest in helping organisations, mitigate and avoid leadership burnout.
Margie Ireland is one of the few Leadership Coaches who is also a registered Psychologist, who has proven to help CEOs, MDs, and HR Executives uncover and identify hidden weaknesses, and the necessary changes and their implementation to steer clear of potential risks and achieve better results. Margie works with medium-sized organisations and large corporates across diverse industries. For more information go to www.margieireland.com
