Typical projects


¤ Executive selection & talent management: At present Mark is conducting in-depth Director & 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. Mark has also managed large scale graduate and apprentice recruitment projects for Balfour Beatty Rail (see Squaring the Circle (32KB pdf) for details).

These sort of activities involve the use of an advanced menu of competency based interviewing techniques, psychometrics and management simulations. The aim being to explore, for example, problem solving competencies, strategic thinking capabilities, ability to deal with ambiguity & complexity, customer & results orientation, preferred management & negotiation style, and team & leadership preferences.

¤ Assessment & development centres: He has experience of designing, running and acting as a lead assessor on many different types of Assessment Centre. He has been involved in centres for engineering and construction companies (eg: ARC, General Dynamics), and has recently been supporting a Leadership Development Centre initiative at Cranfield University.

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 assessors. Development Centres include extensive feedback to participants and can kick-start a personal, or coach-led development process.

¤ Leadership programmes & change consultancy: He is working with the Universities of Exeter and Reading. At Exeter University he is delivering a 360-degree feedback project and a series of leadership development workshops as part of an extensive change programme. Working with Reading University, he is providing influencing skills courses to Contract Research Managers.

Mark specialises in helping managers develop effective leadership skills, through an appreciation of the practical & psychological aspects of successful leadership, and its close cousin, 'followership'.

¤ High stakes selection systems: He has just finished working as a Managing Consultant, with Team Focus Ltd, on a wide ranging UKMFTS aircrew selection project for the MOD. In the past he has designed specialist selection tests for the Officer and Aircrew Selection Centre (OASC) at RAF Cranwell. Since 2006 he has been supporting the development of a new University Admissions Test.

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. Mark has expertise in analysing complex selection processes, and also looking at their overall utility.

¤ Management diagnostics: Mark designs questionnaires and surveys and helps organisations review their current assessment toolkit, source new measures or develop tailored diagnostics. He is currently working on the third of a series of career development questionnaires for Connexions Kent & Medway.

Fresh assessments & development tools give organisations (commercial & careers orientated) a genuine USP, allowing them to differentiate themselves from competitors, or to provide employees/clients with an innovative development experience.