Typical projects


¤ Executive selection & talent management: At present I am conducting in-depth Senior Manager selection exercises for organisations as diverse as DHL and Amnesty International; and 'high-flyer' management audits for firms such as Bayer and Waitrose. I have also managed large scale graduate and apprentice recruitment projects for Balfour Beatty Rail.

These sort of activities involve the use of competency based interviews, online & paper based psychometrics, and management exercises & simulations. The aim being to objectively assess, for example, problem solving capability, strategic thinking, ability to deal with ambiguity, customer & results orientation, relationship style, and team & leadership preferences - as well as the potential for management 'derailment', see example Hogan Development Survey report (©2007 Team Focus).

¤ Assessment & development centres: I have experience of designing, running and acting as a lead assessor on many different types of Assessment Centre. I have been involved in centres for engineering and construction companies (eg: ARC, General Dynamics), and have recently been delivering Development Centres for MBA students & Research Fellows.

Centres of this type use the full range of assessment tools, with the addition of group tasks, and of course, the involvement of a number of suitably trained assessors. Development Centres include extensive feedback to participants and can kick-start a personal or coach-led development process.

¤ Leadership programmes & change consultancy: At Exeter University I have delivered a 360-degree feedback project and a series of development workshops as part of an extensive change and leadership identification programme. Working with Reading University, I have provided influencing skills courses to Contract Managers and Heads of School.

I specialise in helping managers develop effective leadership skills, through an appreciation of the practical & psychological aspects of successful leadership, and its close cousin, 'followership'. I can also deploy a range of assessment tools specifically aimed at leadership development, such as emotional intelligence (EI) questionnaires, Type indicators, and leadership focused feedback systems.

¤ High stakes selection systems: I have worked as a Managing Consultant, with Team Focus Ltd, on a wide ranging UKMFTS aircrew selection project for the MOD. In the past I designed selection tests for the Officer and Aircrew Selection Centre (OASC) at RAF Cranwell. Since 2006 I have supported the development of a University Admissions Test taken by 20,000+ prospective students each year.

High stakes selection situations are those where the consequences of making a wrong decision are particularly costly in terms of disruption to the organisation; or where essential training & development are extremely expensive; or where it is important to keep the selection process highly secure. I have expertise in analysing complex selection processes and looking at their overall utility.

¤ New assessments & diagnostics: I design questionnaires and surveys and help organisations review their current assessment toolkit, source new measures or develop tailored diagnostics. I recently completed the third of a series of career development questionnaires for Connexions Kent and am currently working on a special project for BTL.

Fresh assessments & development tools give organisations (commercial & careers orientated) a genuine USP, allowing them to differentiate themselves from their competitors, or provide employees and clients with an innovative development experience. In addition well constructed questionnaires can be used in marketing & advertising campaigns.