Refugee Agency: Leadership in Complex Situations (LINCs©ODRL)
Leadership survey to identify key strengths and gaps in leadership competencies
Synthesised the findings in an-depth report
Findings helped to develop learning and development strategy for leadership at all levels
Police Force; Local Government: Organisation Strengths Profiler (OSP©ODRL)
Helped the Force to identify a baseline cultural profile with follow-up longitudinal study
Conducted a series of action planning workshops with staff at all levels
Resulted in evidence-based shift towards the desired culture
Police Force: Organisation Strengths Profiler (OSP©ODRL)
Culture & Climate Survey to identify current and desired as part of a transformational change programme
Developed action plans to bring about and sustain evidence-based culture change
Resulted in positive culture change to support the ‘Communities First’ Programme
Humanitarian Organisation: Staff Engagement Survey
Staff Engagement Survey and activity analysis exercise to support an organisation alignment exercise
Developed a systemic perspective of key strengths and limitations of the structure, culture, leadership, skills and processes
Designed and proposed innovative options for change
Humanitarian Assistance; International Development Organisations: Systemic Analysis of Talent Management Data
Ongoing analysis and synthesis of performance data
Synthesised reports highlighting key leadership strengths and development needs
Clear plan of action of the way forward
Humanitarian Assistance; International Development Organisations: 360-Degree Evaluations for Leadership Development
Part of on-going Talent Assessment and Development Programmes
Based on the high-potential model
In-depth feedback to develop learning and development action plans
Police Forces: Organisation Strengths Profiler (OSP©ODRL)
Helped the Constabulary to identify a baseline cultural profile of the organisation
Conducted a series of action planning workshops with staff at all levels
Developed action plans to bring about and sustain culture change; monitored the implementation process