Organisational support

Supported by academia and extensive experience within leadership, organisational development, change management, staff engagement, strategic and consultancy roles throughout the public and private sector - I engage, assess, design and deliver effective interventions to address the myriad needs of organisations.

An objective, dedicated resource focussed on the task at hand, void of counterproductive cultural influences and keeping the strategic aims of the organisation at the forefront.

Common support approaches are akin to examples provided in the individual and team support sections, and include but are by no means limited to:

An illusive and academically contentious subject, we all understand and value the importance of effective engagement, yet it's a difficult element to measure and improve. 

Underpinned by employee engagement psychology, and the necessity of adapting the approach to your organisational setting - engagement approaches are pragmatically designed and delivered.

Culture, 'the way we do things' and the perpetual daily demand vs available resources are just some of the considerations applied to bespoke engagement initiatives.

Often an initial minimally demanding approach is best catered for detracted colleagues - and further developed as trust in the approach is obtained, leading to in-depth engagement and valuable insights that aide strategy implementation. 

Strategy - having the right goals accompanied by a coherent and cohesive plan to get there.

Although the word 'strategy' is part of daily business vernacular, fundamental principles are often unknown, misunderstood, complicated or a mix of all three.

Improve your employees understanding, approach and implementation of effective strategies via tailored learning solutions.

Improve strategy formulation by group facilitation - starting from the fundamentals to advanced analysis of where the organisation is and wants to go. Be it a wholesale review of the plan to identifying key business drivers i.e. improved efficiencies.

Enhancing organisational efficiency by reviewing productivity and refining processes - conducted in partnership with employees.

Adopting learning from organisational development, change management theory i.e. the Toyota Production System, lean methodology and systems thinking - supported by employee engagement psychology. 

An objective perspective keeping effective engagement at the core of the approach - obtaining, reviewing and reporting upon the aims of multiple stakeholders across the leadership matrix.

There are a myriad of areas within leadership development, and below are a few key aspects. The approach is tailored to equip your leaders with the skills, including the ability to replicate for continued and sustainable improvements.

Soft-skills - problem solving, critical thinking, emotional resilience, coaching and mentoring, exampling desired behaviours, increased accountability and imposter syndrome.

Hard-skills - strategic planning, data analysis, change management, negotiation skills and risk management.

Be it via individual/group coaching and mentoring and/or leadership development training, all approaches are designed with your organisational setting in mind - taking into consideration strategic aims, workplace barriers and cultural practices.

The needs of organisations are infinite - therefore I encourage you to make contact to discuss your particular needs. The approach, methodologies and process must be tailored to your organisational setting, so the need to understand more is paramount.

If you have any questions—big or small—I’m here to help.

Feel free to reach out in any way you prefer, but I recommend giving me a call for a relaxed chat.

There’s no hard sell here - if you’re motivated to develop the organisation and I believe I can help, we’ve found a great starting point.