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Current and recent assignments
button Systemic Organisational Practice button Team development
Executive coaching and supervision Human Resource Consultancy
Career Management and Development Resourcing solutions
Systemic Organisational Practice
button Created an open programme on systemic organisational practice which is now in its 4th consecutive year. It encourages managers and consultants to observe and challenge their ways of working, to develop skills in inquiry, and includes an element of studying organisational behaviour. As a result managers and consultants develop consultancy skills and the ability to use a wide range of frameworks
button Embarking on running systemic organizational practice as an in house tailored programme in a large corporate. Its called The Professional Consultant Mindset and includes:
button The learning group collaboratively solving live problems and creating systems, structures and processes which work
button Personal insights which generate a constant curiosity about how to discover solutions from strengths within the organisation
button A deeper understanding of the opportunities and constraints as perceived from different perspectives and the contextual demands on individuals at work
button Elegance and resilience - wise choices being made in the moment of interacting
button Participants using each other as a resource thereafter
Team development arrowtop
button Assisted the senior team from a commercial services subsidiary of an investment bank to act more coherently together and align more with the Bank's strategy following the disruptive effect of a large merger. Facilitated development workshops with this team by helping them get a systemic perspective on dynamic patterns of working and relating
button Developed senior teams in small to medium sized companies by facilitating their focus on business strategy, how they manage meaning in order to communicate better together and lead the organisation. This led to executive coaching for Managing Directors, and Board members, both executive and non executive.
button Reshaped the Executive Board of an SME during a team intervention over 12 months which gave greater capacity to the new senior team to function effectively. Strategic business decision making was devolved by the two MDs to three Directors. Culture change processes challenged ways of behaving such as rivalry between staff which had disenabled them from having clear and shared purpose. For more information
Executive coaching and supervision arrowtop
button Act as Executive coach to the senior management team within a fund management company, enabling the MD and Directors to understand the dynamics of the organization and its position in its markets during a period of radical change
button Supervise the Associates within a training consultancy, assisting them to develop a more facilitating approach and to shift from the expertise model
button Set up a co-coaching forum on behalf of the Association for Coaching and act as joint Manager of Co-coaching forums on a voluntary basis
Human Resource Consultancy arrowtop
Progressed a change in Board structure and governance by selecting a new MD and assisting the family shareholders to move from Executive to non Executive Directors, so enabling the top team to develop in this Company involved in the manufacture and distribution of natural medicines. Shifted the culture to a more performance management focus through work with the senior team and the inception of a competency based 360° appraisal system for managers and a talent pool process. Oversaw the directorship of the Human Resource function for 9 months while selecting a new Director to this post. Managed a collaborative relationship with the Chairman through advising on HR strategy over some years
Set up a performance appraisal system for performance review and development of staff potential within these companies:
a large fund management subsidiary of a US company
a small import-export business
Devised management competency criteria alongside existing managers. Ran workshops to develop managers' appraisal skills and their capacity to develop their staff
Recommended to the Board culture change and changes to ways of communicating having designed and implemented a survey of staff perceptions in a small manufacturing Company. See staff valuation - dynamic survey of staff perceptions (Word document)
Career Management and Development arrowtop
button Successfully run an exciting 3 phase project on Managing Your Career - Creating a Vision of the Future with an FE College in London, working with managers, lecturers and support staff who are currently employed. For the College, the aim is to support staff identified with potential in taking personal ownership of their careers. It includes one to one coaching or career management sessions, managers as counsellors and coaches, and team process focus groups. Due to its success this project has continued to evolve over the last 8 years
button Designed and ran Developing your career through Transformational Leadership workshops for the senior talent pool in an international investment bank. This encourages them to become visionary, entrepreneurial strategic thinkers
button Set up Career Partnership to offer career transition inspiration. Assist individuals who refer themselves with career dilemmas. Have successfully helped individuals from a wide range of disciplines and industry sectors to move on in their careers. Act as a Senior Consultant for the Penna Group: career coaching for financial sector clients.
Resourcing solutions top
Managed a large project in a housing group to develop an internal assessment centre capability: developed a core team of managers and HR staff as internal assessors, trained them to train managers in selection skills. Devised management competencies, held assessment centres
Assisted the MD and executive Board of an SME to select a US incumbent for the Senior Vice President role Head of their US subsidiary office. Helped them define the role, ran psychometric testing and video conferenced the feedback to candidates, designed and ran the assessment centre using senior managers in the business to assist assessment as observers.
Developed, for an IT company pre IPO, their skills in devising senior manager roles, selecting for these using rigorous assessment procedures and enhancing the abilities of managers in recruitment and selection in a market competing for scarce people resources. In so doing evolved and wrote the company recruitment and selection procedures and policy in consultation with managers. Wrote job descriptions, evaluated jobs.