Helping Your Business

This page provides more information about my services.

If competing for talent and becoming an employer of choice are your main priorities, look here

If you are interested in culture, take a look here

If change is a priority for your organisation, look here

If high performing leaders and managers are important right now take a look here

If inclusion and diversity matter to your organisation, take a look here

If employment law, HR compliance and keeping your business safe are front of mind, here is where to look

Helping you become an employer of choice

I can help you compete for, and retain, the best talent. We do this through:

Identifying the distinctive “hallmarks” that positively differentiate you from your competitors, as well any detractors
Creating a compelling employer brand that acts as a magnet for talent and is consistently apparent in your “shop window” (ie your website, job adverts and role descriptions) as well as feeling congruent for existing employees
Analysing attrition and engagement issues (including through engagement surveys, pulse surveys and “stay” and exit interviews) to identify and address hot spots and trends
Ensuring your approach to reward, progression and recognition are enablers of retention and your people feel their contribution is valued

Ensuring you are being deliberate about your culture – creating an environment where people stay, thrive and perform

Organisational culture is arguably the most important, and in some cases only, way for organisations to differentiate and benefit from competitive advantage. Culture shows up in how people feel about working for you and is a product of how behaviours, systems and practices interact.

Undertake a culture audit, including a gap analysis to uncover the culture “status quo” vs. the optimal, target culture that will enable the organisation to deliver its strategy and goals and make recommendations about bridging the gap
Review your processes and policies and assess how those enable, or detract from, a positive and seamless people experience, making recommendations to modernise, streamline or overhaul them and ensure they reflect your
Co-create with you an organisational vision and values or behaviours that will shape your culture, and implement those effectively so they are lived and felt throughout your organisation
Prioritise wellbeing by implementing a coherent framework supporting all the dimensions of wellbeing, communicating and signposting all avenues of support clearly, and equipping people with the tools to manage their own wellbeing and positively impact that of others

Positioning you for success through effective change management and designing and implementing fit-for-purpose structures

As organisations evolve, as well as the operating environment around them, change is inevitable.

I have significant experience of:

Redesigning organisational structures / target operating models (including role design and restructuring and redundancy programmes) to support efficiency, productivity and resilience
Strategic workforce planning, to create clarity around the capabilities you are likely to need in the coming years and how to acquire them, working proactively to future-proof your people plans
Communicating organisational changes clearly and compassionately
Implementing organisational change in accordance with legal and regulatory requirements
Supporting insourcing and outsourcing projects (including advising on TUPE)

Getting the best out of your people (and improving your profitability) through high performing leaders and managers

Teams and individuals don’t tend to perform well by accident. One of the ingredients in the recipe for success of high performing teams is the quality of their leadership. I can enhance the performance of your business, and therefore its bottom line, by:

Creating clarity about what “good looks like” in leaders and managers and provide a toolkit to enable increased capability and confidence
Reducing or removing the fear of having a “difficult conversation” so that issues of underperformance are tackled and resolved early
Creating a bespoke Inclusive Leadership programme to equip leaders with the tools to deliver on your approach to inclusion and diversity
Identifying potential de-railers of outstanding individual and team performance and working to resolve those, by using psychometrics and other diagnostic tools
Undertaking 1-2-1 and group coaching

Getting the best out of your people (and improving your profitability) through high performing leaders and managers

Creating clarity about what “good looks like” in leaders and managers and provide a toolkit to enable increased capability and confidence
Reducing or removing the fear of having a “difficult conversation” so that issues of underperformance are tackled and resolved early
Creating a bespoke Inclusive Leadership programme to equip leaders with the tools to deliver on your approach to inclusion and diversity
Identifying potential de-railers of outstanding individual and team performance and working to resolve those, by using psychometrics and other diagnostic tools
Undertaking 1-2-1 and group coaching

Becoming increasingly diverse and inclusive

Organisations with higher levels of diversity are proven to outperform those with less diversity . I have a track record of helping organisations with their journey towards increasing inclusion and diversity by:

Designing a compelling vision for the future of the organisation as part of an inclusion and diversity strategy and securing stakeholder (including Board-level) buy-in
Creating a detailed operational roadmap to enable the realisation of the strategy
Ensuring that the right questions are being asked to enable the generation of meaningful and actionable insight
Leading on inclusion and diversity workshops and the creation of related digital learning to improve understanding
Building an effective governance structure and stakeholder engagement (including through network and forum groups of identity and interest) to oversee and maintain momentum and visibility of the inclusion and diversity agenda

Consequently improving your profitability

Managing people, legal and reputational risks – keeping your business safe

I can conduct a health check to identify any gaps in your approach to HR compliance and make actionable recommendations to resolve those (and support you with the remediating actions if you so choose). Typically my health check would involve a deep dive into:

People risk: I can help you anticipate and address gaps in your talent pipeline and future capability requirements
Legal risk: I can ensure you have an appropriate framework of contracts, policies, processes and training to guard against potentially expensive and time-consuming legal claims
Reputational risk: I can identify and resolve issues and themes that may be detrimental to the future success of your business

I can also provide ad hoc advice about specific situations (including redundancies, disciplinary action and dismissals), as well as