Testimonials

“I have had the pleasure of working with David for a number of years now and always find him helpful, constructive and honest. He provides me with great support and personal feedback (when asked) which I sincerely appreciate. In a difficult environment David has shown great persistence, patience and sensitivity. His strengths outweigh any weaknesses … in my experience, David does a great job.”

“(He is) very well organised: this feeds a sense of reliability and trust. If I agree an action with David, I know that he will deliver. He’s thoughtful and perceptive, able and willing to bring external experiences to benefit internal initiatives. Excellent and confident communicator, able to adjust his approach to cater for different audiences and situations.”

“David works conscientiously to develop the right approach to a given development requirement. He’s flexible in the way he develops his training or facilitation to suit the needs of the individual or team.”

“Reminds us of our responsibilities and promises – holds us to account. Uses analogies and other experience to help him inform assessment of/possible responses to current issues. Very effective in facilitating our most recent Board offsite – kept us to time, challenged when we got diverted or wandered down rabbit holes. David can be relied upon to hold us to achievement of outcomes.”

Team Coaching Case Studies

• A Senior Leadership Team in the public sector acting as individuals rather than as a team: development needs analysis leading to 1-1 coaching with each member and sharing 360 degrees feedback results together. Reported benefits: better relationships with colleagues; improved communication and decision-making; increased support and challenge for each other; improved personal confidence and clarity; increase in staff reassurance and motivation.
   
• A dysfunctional Cross-Organisational Team in the public sector: trust building among members, maximising strengths of the team, increased dialogue with each other and stakeholders, speaking with one voice.
   
• The Supply-Chain Senior Management team of a major food manufacturer on roles, responsibilities, relationships with each other, and communication and engagement strategies with employees.
   
• The Corporate and Operations Leadership Teams of a multi-stakeholder, cross-cultural, technology-based environment over a 5 year period. The nature of our work together covered organisational development, strategic planning, team development and cultural change. Specifically, on vision and values; strategic planning; team purpose; roles and responsibilities; building relationships through increased openness and trust; improving leadership communication and engagement; and becoming a learning organisation.

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