MindNavigator is the scalable, affordable solution for human-centred development in organisations,

providing a gateway to new mental, emotional and behavioural possibilities.

Forging deeper connections  — with ourselves, each other, and the systems we operate in — is the ‘source code’ for unleashing potential and for our well-being.

Your employees want to have positive human experiences and meaningful impact.

They don’t need to know more.  They need to think and act differently

It’s time for each of us to upgrade our human operating system.



In the digital age we are more connected yet disconnected than ever before.  Organisations are responding by amplifying care and connection and becoming more human-centred.

Capital Enterprise →


Social Enterprise →

Social & Environmental Concerns +


Human-Centred Enterprise

Human-centred Care +

Social & Environmental Concerns +


Human-centred organisations signify a move away from the challenges associated with disconnection, such as:

staff turnover; employee disengagement; unsatisfied customers; wellbeing concerns; behavioural issues

and a move towards the employee capacities that drive high engagement, performance and impact:

self-awareness; resilience; focused attention; empathy; collaboration; thinking agility; social and emotional intelligence; perspective flexibility

Human-centred Organisations featured in Firms of Endearment out performed the S&P 500 by 14 times and Good to Great Companies by 6 times over a period of 15 years.


Targeting core underlying mental constructions and meaning making to upgrade the human ‘operating system’ and stimulate new thinking, inspired actions and deeper relating.

From outside-in… to Transformation, Mind-First®

Consciously or unconsciously, our interior worlds influence how we respond to our external environment. 

An employee’s mental model significantly influences how they see their role and function in the workplace, how they interact with others and how they solve problems.

Focusing on behaviours often results in short-term fixes or ‘compliance’.  Conversely, transformation and sustainable change starts inside-out, or Mind-First

From models of leadership for ‘Leaders’… to Response-able Leading for the whole system

Evolving environments call on everyone to transform the way we think, work and inter-relate.

‘Leadership’ maturity is directly relational to an individual’s moment-to-moment capacity to respond to whatever events and circumstances present themselves.  We call this ‘response-able’.

From Best Practice… to an individual's Next Practice

Best Practice and ready-made answers won’t cut it.  Increasing complexity calls us to develop more mature thinking, acting and relating.

There is no one-size-fits-all for leadership success.

From externally led… to self led and peer supported

Human-centred approaches break out of the expert and classroom model and embrace efficient, 10:20:70 approaches (self-directed learning; social learning and practical application) that can be integrated into the work environment.


From events driven learning… to a continuous, applied process

Event driven approaches, scenario based learning or generating peak experiences rarely translate to sustained new individual behaviours and collective ways of working. 

Change is a process, not an event, requiring personal relevance, deliberate practice and putting the work in the middle.


Transformation, Mind-First®

MindNavigator is a game changing solution to the ever-evolving questions of how to develop leadership behaviours, how to create positive human experiences in a world ever more fragmented by disconnection, and how to build connected teams and organisations that can have a real impact on the world.

MindNavigator has been recognised as one of the Top 10 Most Innovative Companies for Organisational Development in APAC, 2020:

The company is fast emerging as a harpoon of success for organizations looking to fuel growth from within –  HR Tech Outlook.

Our human-centred development program is now a core part of the Advanced MBA Program at the University of Technology, Sydney.


Sarah is a Team Leader in a Technology Organisation.

Working with Awareness, Sarah becomes aware of a core personal value around‘knowledge’. She really values knowledge in herself and in others; it really affects how she perceives people.

Her practice reveals that having knowledge is connected to feeling secure in her job and also receiving recognition from others.

Sarah brings attention to her tendency to be running her own internal dialogue whilst someone else is talking.

She realises she often misses part of the conversation.

She adopts a practice of mindful listening and this leads to her developing a deeper level of connection and understanding with her colleagues.

Sarah develops healthier boundaries through more careful consideration of what she is and isn’t accountable for.

She realises that she often completes tasks she could easily delegate to her team. Instead of taking everything on herself, she begins to refer requests for information to relevant team members.

Not only does she free up her own time but her staff feel more valued and able to contribute.

Sarah works on shifting attention from tasks to foregrounding her relationships with her colleagues.

By taking time in her conversations rather than jumping straight into the detail of what needs to get done, she discovers new solutions to her department’s key challenges.

She also continues to develop deeper connections with the people she works with.

Sarah wants to speak up more in leadership groups but finds herself remaining quiet and reflective.

A guided process reveals a hidden assumption that speaking up may cause people to question whether she is capable enough to perform her role.

Testing her assumption by incrementally increasing her input into these meetings proves to her that her knowledge and input is valuable and builds her confidence to engage more fully with her key stakeholders and senior leaders.

Sarah works on balancing time between her time at the office, building more routine around her running and spending time with her partner.

She notices that her work commitments are still being met and her delivery has actually improved because she is spending less time adding unnecessary detail and information to her presentations and other output.

After working through these 6 Pathways operating Mind-First, Sarah has found confidence and voice; her work is of a higher quality; she has developed deeper relationships both at work and with her partner; and she feels more relaxed in her role, not needing to know everything.

Her development has also positively impacted the people around her, and her team members feel more empowered and engaged.


Tel: +61 2 9401 9300

Suite 1D, Level 23 Governor Phillip Tower, 1 Farrer Place, Sydney NSW 2000


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