Team support

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

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 include but are by no means limited to:

Enhancing team efficiency by reviewing productivity and refining processes - conducted in partnership with employees, as opposed to change management being 'done to them'. Adopting the firm belief that people in the work are often best placed to advise on efficiency of process and 'how we do things'. 

An objective observer keeping effective engagement at the core of any approach. Obtaining, reviewing and reporting the aims of multiple stakeholders - staff, line management, through to the senior leadership team.

An illusive and academically contentious subject, we all understand and value the importance of effective engagement within a team. 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 - who would likely benefit from improved collective support.

Achieving team cohesion is no easy task—it’s a complex process that requires patience, persistence, and a clear understanding of human dynamics.

Even with the best intentions, there are often individuals who challenge the group’s harmony and test a leader’s resilience.

Drawing on my leadership experience and a pragmatic approach, I address these challenges head-on, focusing on practical solutions that bring people together while respecting their differences.

By doing so, I help teams navigate difficult personalities and foster a culture where everyone can work productively towards shared goals.

Experience shows that, despite efforts and performance management interventions, there will be times when it’s necessary for individuals to leave the organisation. 

With the above being just one of many areas that requires significant support, here lies one of my passions - leadership development.

Drawing upon own leadership experience, continuous development and a Masters/MSc in Senior Leadership, I know and have experienced the highs and lows of leadership.

Successes and more importantly mistakes, coupled with an appreciation of the pressures, ensures I understand the challenges of effective leadership.

Performance management, emotional resilience, exampling desired behaviours, increased accountability, an appreciation of strategy are merely a handful of development needs.

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.

Built on understanding the unique needs of both individuals and the organisation as a whole.

Working closely with teams and leaders to identify specific goals, skill gaps, and growth areas, ensuring that the learning experience is both relevant and impactful - no 'death by PowerPoint' here.

Adapting content and delivery to suit diverse learning styles, development is accessible and engaging, fostering skills that are immediately applicable in the workplace.

This personalised approach not only enhances individual growth but also aligns with organisational objectives, driving collective progress and resilience. 

The needs of teams are infinite - therefore I encourage you to make contact to discuss your teams 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 yourself and team and I believe I can help, we’ve found a great starting point.