FOUNDING COHORT · 2026
The Strategic HR Advisory Circle
A 12-week peer environment for senior HR practitioners ready to operate at the strategic level.
You have the capability, the experience and the relationships. What changes is the lens you bring to the work, and the confidence to hold it when the pace picks up and the room gets complex.
APPLY NOW →
FOUNDING COHORT · 2026
12
Weeks of structured peer advisory work
10
Senior HR practitioners · limited availability
AUD$5,400
Early May 2026
Start date · Adelaide time · virtual
- THE SITUATION
You are already doing strategic work.
Not everyone knows it yet.
Senior HR practitioners navigating this transition often share the same experience. The capability is present. The access to senior conversations is there. But something keeps the advisory contribution from fully landing.
It is not a skills gap. It is a clarity and confidence gap. A gap in how you see your own role, how you hold your position when the room is complex, and how consistently you are able to operate from a strategic lens rather than an operational one.
And there is another layer. The operational pull is structural, not personal. Senior HR practitioners are constantly being drawn back into reactive delivery. Without a deliberate practice and a peer community that understands the transition, the strategic lens narrows.
— You know the strategic view but default to operational when the pressure builds
— You sit in senior rooms but do not always occupy the advisory role fully
— You are doing this transition largely without peers who understand it
— You have not had the structure to name the shift and practice it deliberately
"The capability is already there. What changes is the lens, and the lens changes when you decide it does."
Silvia Silva · Founder & CEO, Leadwell & Succeed
- YOUR TRUSTED FACILITATOR
Someone who has walked this path.
Silvia Silva spent nearly a decade working alongside C-level leaders across complex organisations, earning her CPHR credential through AHRI and building a practice grounded in real advisory experience, not just theory.
The transition she is guiding you through is one she has made herself. She understands the tension between operational demand and strategic contribution. She knows what it feels like to be in the room before you have the language for the role you are already occupying.
Leadwell & Succeed was founded on the principle that leadership and advisory capability become sustainable when they are developed with both performance and wellbeing in mind. That principle shapes every session in this circle.
Strategic HR Advisor * Leadership Strategist * C-Suite Advisory * Leadwell Blueprint
- THE PROGRAM
12 weeks. Three pillars.
One operating shift.
The circle is structured around three pillars that build on each other, with wellbeing integration woven throughout as the foundation that makes the work sustainable.
WEEKS 1 TO 4
Clarity
Seeing your work and your role through a sharper lens. Knowing where to focus, how to make the decisions that matter, and how to hold that direction when the pace picks up.
WEEKS 5 TO 8
Confidence
Showing up fully in the conversations that count. Building the presence, the relationships, and the inner steadiness that make your advisory contribution trusted and sought out.
WEEKS 9 TO 12
Purpose
Connecting your work to something larger than the immediate task. Understanding the workforce and the world your organisation is moving into, and knowing your place in shaping it.
Wellbeing Integration · The Foundation Beneath All Three Pillars
Wellbeing is not a topic alongside the work. It is the foundation that makes the work sustainable. Clear thinking, emotional regulation, and energy management are professional competencies for a strategic advisor, not personal ones. We weave this lens through every session.
- WHAT YOU LEAVE WITH
Tangible outputs.
Real workplace application.
01
A clear articulation of the advisory role you are stepping into and the value you bring. The foundation you return to when the operational pull gets strong.
02
A structured view of your key relationships, where trust is strong, and where it needs to be intentionally built over the coming months.
03
A one-page read of the internal and external forces shaping your organisation's people priorities right now.
04
A concrete plan for the specific strategic HR work you will do in the quarter following the program, peer-reviewed in the final session.
05
Twelve branded session guides and supporting resources, available in the Leadwell Community throughout and beyond the program.
06
Issued by Leadwell & Succeed on completion of all 12 weeks and the capstone recommendation. Suitable for learning and development records and professional development portfolios.
- YOUR INVESTMENT
Two ways to join.
One program. One cohort.
Both options give you full access to everything in the program. Choose the one that works best for you and your organisation.
- 12 weekly live sessions · 90 minutes each
- Full access to the Leadwell Community
- Session guides and visual frameworks · 12 weeks
- Weekly activities, resources, and reflection prompts
- Participant workbook
- Capstone 90-day advisory plan
- Leadwell & Succeed Certificate of Completion
Full Investment
AUD $5,400
One invoice on enrolment. Your place is confirmed immediately. Simplest option for Learning and Development budget approval.
Split Investment
AUD $2,970
Payment one on enrolment. A small premium applies for the split investment.
- THE DETAILS
Everything you need
to say yes with confidence.
Cohort size - 10 practitioners · founding cohort only
Format - Virtual · weekly live sessions
Start date - End of April 2026
Between sessions - Leadwell Community · ongoing access
Full payment - AUD $5,400 + GST · place confirmed
Two-payment option - AUD $2,970 + GST × 2 · place confirmed
L&D sponsorship - Certificate issued · structured curriculum
Founding cohort pricing. Both investment options reflect 2026 founding cohort pricing only. Pricing for subsequent cohorts will increase. Places are limited to 10 and filled by invitation and direct application.
If your organisation is sponsoring your place, both options come with a GST invoice suitable for L&D budget submission. The Certificate of Completion and structured curriculum support the internal approval conversation.
- THE DIFFERENCE IT MAKES
12 weeks from now.
- You enter senior conversations with a clearer sense of the advisory role you are occupying
- You have a peer community that understands the transition and holds you accountable to it
- You have a structured practice for protecting the strategic lens against operational drift
- You have a 90-day plan and a capstone recommendation grounded in real workplace application
- You carry the language, the tools, and the confidence to keep growing after the program ends
- The transition continues without structure, peer support, or deliberate practice
- The operational pull keeps drawing the strategic lens back toward reactive delivery
- The capability remains present but the advisory identity stays unclear
- The gap between the work you are doing and the role you want to occupy stays open
- The investment in your own growth stays deferred
TEN PLACES. FOUNDING COHORT ONLY.
The advisor you are becoming
starts with this decision.
Register your interest below.
Silvia will be in touch directly to confirm your place and share the next steps.
Places are limited to 10. The founding cohort is filled by invitation and direct application.
REGISTER YOUR INTEREST →Have a question?
