Sometimes Senior Leadership Teams develop patterns that are unhelpful. At other times, wider organisational change can mean that senior executive groups are stretched, not aligned on key tasks, or responding to external pressures with internal conflict. And sometimes a CEO may be investing in a high-potential team where ways of working have not yet been established, and team members need additional support to step up into their new leadership roles. In these instances, external guidance can be helpful, effective and free up senior executive time to concentrate on delivery.

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My approach to organisational consulting is entirely pragmatic and client-led. I have worked with Boards who are planning for CEO succession and want to ensure that they have the strongest possible leadership team in place for this period of change. I have worked with CEOs who have changed organisational structures and created new senior teams as a result, to ensure that they work effectively and collaboratively. In other cases, I have been asked to review the governance structures of an organisation and ensure that their core policies reflect best practice, and that they have the appropriate skills at senior executive and board level.

 

Alongside my coaching qualifications, my own experience as a Non-Executive Director in the public sector, and a Charity Trustee, gives me a strong and current understanding of key governance challenges and risks.