LTA People

Stephanie Thompson

Senior Consultant

Stephanie takes a deeply human approach to business outcomes. As an executive coach, corporate psychologist and L&D specialist with LTA, she transforms culture through identifying and placing exceptional performers into roles where they can add value.

For 17 years Stephanie consulted as a corporate psychologist and coach with senior executives in organisations including HSBC, American Express, and Scouts Australia NSW. Her previous senior roles include Technical Director of McKenzie Consulting Group (including McKenzie Carrick) and 2IC at Saville & Holdsworth's (SHL) in South-East Asia. 

Stephanie’s executive coaching combines psychological understanding and coaching strategy, an approach that creates quick and easily sustained change. With LTA, Stephanie works to solve perplexing behavioural problems in key individuals and teams, and ensures meaningful, skillfully implemented performance measurements that inspire and deliver real benefits.

Stephanie believes the challenges of human performance and dynamics are often simpler than people expect, yet have the ability to deliver exponential change to create effective, enjoyable workplaces. She says: “I enjoy tweaking individual wellbeing and performance and seeing the wider organisational machinery jump to life.”

  • BA dbl Hons (Psych & Business), C.Adult Ed.(RSA), C.Hyp.(AAH),
  • C.Occ.Testing (numerous)

Stephanie is a Registered Psychologist (NSW, 1997) and accredited in the British Psychological Society (BPS) Levels A & B, Occupational Testing and Personality instruments (CEB) including the Occupational Personality Questionnaire (OPQ) & Motivation Questionnaire (MQ), Stephanie is a master trainer in the Qualia personality tool and accredited in the suite of Management Research Group tools, Australian Council for Educational Research (ACER), 16PF Fifth Edition, and a Certified HeartMath Practitioner.

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Embracing Complexity in Organisation Design

Have you ever wondered why some restructures never deliver their intended changes? Or why some people are successful in roles whereas others aren’t? Chances are that lip service was paid to the organisation design process.  Too often restructures are based on a doodle on the back of an envelope and do not take into account the nature of the tasks within roles, the relationship between them or the relationship between the organisation and its environment. In our experience, using a comprehensive organisation design framework can deliver a sustainable and robust outcome. Weve found the... More...