Six Months In: Phoebe on Client Impact, Leadership, and the Power of the Hive Mind

To mark her first six months at Humankind, we asked Phoebe Kool a few questions about client impact, leadership, and culture. Here’s her take.

Q: What client outcomes are you most proud of from your first six months?
Phoebe: “We partnered with an amazing organisation to spin out a start-up they’d been incubating, now launched! We worked with the leadership team to design the structure of the new organisation, advised on the separation process, compensation for founders, change management, and the vision, mission and values of the newly created org, all ensuring the experience was as seamless as possible for employees. This type of opportunity is often once in a career, and I loved it!”

“Everyone accepted offers, and the spin out is complete!”

Q: Can you share any examples where your work improved leadership, clarity, culture, or performance?
Phoebe: “A leading services business, came to us to remove ambiguity around career growth. After running a light discovery with everyone in the team, we realised the problem to solve was supporting leaders. We pivoted to uplift leadership capability, translate the vision to the day-to-day, and improve how they work together. We ran a 360 to assess leadership capability and uncover blind spots, we’re rolling out manager training, and we’ll start seeking regular feedback to reflect on manager support and connection to the vision. Over time, I know people who are more supported by their leaders are more engaged, and we know engaged team members are more productive - so I'm excited to see the shift in revenue per employee”

Q: What common performance blockers do you see, and what unlocks progress?
Phoebe: “The biggest blocker is when people aren’t aligned or clear on the common goal. We’re working with a client currently who perform best in a P1 (emergency) because roles, timelines, and accountability are crystal clear. We coach leaders to create P1 clarity, without the emergency, every day - translating the vision to day-to-day, empowering individuals within roles, strong accountability, clear timeframes and deadlines.”

“How can we support P1 alignment without the need for an emergency?”

Q: What happens when leaders get the right tools and support?
Phoebe: “I believe everyone comes to work with the best intentions. Often, it’s self-awareness, people aren’t aware of the impact of their behaviour. 360 feedback or peer reflection holds up the mirror. Role clarity at leadership level - decision guidelines remove blur and speed up decisions. Simple tools like a RACI (responsible, accountable, consulted, informed) empower people and enable high performance. Define what great leadership looks like for your organisation, then hold each other to account.”

Q: Feedback that meant the most to you?
Phoebe: “After a challenging consultation process, a leader sent a message: ‘I enter these calls often feeling really frustrated and stretched, and you guys immediately lighten the room and make something that’s such a negative process actually somewhat enjoyable.’ That’s bringing humanity to work and delight.”

Q: What stands out about Humankind’s team?
Phoebe: “I cannot believe the calibre of talent. Every time I collaborate, my work is ten times better. The Organisations we work with sees P&C as a strategic enabler, not a compliance function.”

Q: Why invest in P&C at early stages?
Phoebe: “A BNZ report said 35% of NZ businesses credit P&C as a core growth driver - alongside customer service and operational efficiency. CEOs who wait often say, ‘I wish we did this six months ago.’ If growth is your focus, P&C is critical.”

“If growth is your focus, P&C is critical.”

Q: What excites you about the next six months?
Phoebe: “Seeing the deeper work show up in metrics - especially revenue per employee - and continuing to grow relationships with newer clients.”

Q: Personal highlights and surprises?
Phoebe: “The calibre of clients and leaders we get to work with - it’s a privilege. And the people at Humankind. We have so much fun, which matters when the work is challenging. Returning from parental leave into a new role - the support made that transition seamless.”

Interview recorded 30 Sept 2025.