How Reece Group built a leadership culture that sticks.
Simple perspective shifts. Language that travelled beyond the room. Leaders who started living it, not just learning it.
Investing in Leadership That Sticks
Reece Group, one of Australia’s most recognisable brands, was already committed to developing strong leaders. But like many organisations, they wanted to enhance frameworks and theory. They needed something practical to complement existing leadership frameworks being rolled out across the organisation. Something repeatable. Something that leaders could apply in real moments under real pressure.
There was an aspiration to deepen connection, build shared language, and support leaders to show up in a more human way across the business.
The question wasn’t whether to invest in leadership; it was how to make it truly land.
More than a Program: A Deep-Rooted Partnership
Mojo stood out because it didn’t feel like a traditional leadership development program. Amanda Green, Chief People Officer at Reece, knew the content would resonate. What she didn’t know when the program kicked off was how deeply it would land.
“I knew in my heart the Mojo content would work, but there’s nothing like it coming to life through the voice of our people.”
Simple perspective shifts that stick.
Mojo introduced practical mindset shifts that could be applied immediately, complementing more complex models that went deeper into leadership theory.
“Mojo has helped our leaders in ways other leadership programs don't: by teaching simple but profound perspective shifts that actually stick.”
Language that becomes culture.
Concepts like the shift from “I got to” to “I get to” moved beyond sessions and into everyday conversations across the organisation.
“That really simple catch phrase, ‘I got to’ or ‘I get to’. You’ll hear someone reframe it. You’ll hear someone play with the concept.”
A true extension of the team
The partnership wasn’t transactional or an off-the-shelf offering. Mojo worked alongside Reece to reinforce and embed the ideas over time.
“Mojo and the team are more than an organisational learning solution. They truly are an extension of our team and are a delight to partner with.”
As Amanda describes it, Mojo didn’t replace their leadership strategy. It fuelled it.
When Perspective Becomes Practice
The most powerful shift wasn’t compliance. It was adoption.
Leaders reframing in real time.
The perspective shifts covered in the digital learning and immersive masterclasses became embedded in meetings and conversations, creating visible shifts in energy and ownership.
“For me, that’s more than just an experience. People are starting to live it. And breathe it.”
Impact extending beyond the workplace.
Leaders weren’t just applying the content at work; they were sharing it with the people closest to them.
“We have received countless pieces of feedback that our team are working through the program content with people most dear to them, like their teenage children.”
Momentum across the business.
The feedback hasn’t been isolated. It has come from across the organisation, reinforcing that the shift is collective, not individual.
“I’m getting communication from across the business of what it’s meant to them.”
Mojo helped create more than capable leaders.
It helped create leaders who think differently and lead as humans first.