I have over 30 years of experience in supporting professionals to communicate, collaborate and lead effectively in challenging international contexts. My approach is innovative, experiential, fun, pragmatic and highly results oriented.

Put simply, I develop in people the mindset, behaviours and team processes which will help them to perform in their role to a high level.

My core competence is to develop the skills professionals need to work highly-effectively internationally. I draw on my experience to consult with clients and build bespoke and deeply relevant training, coaching and team-building support which delivers real performance impact.

My favourite quote of all time is from the little-known George Box, who once said, “All models are wrong. Some are useful.”

Like George, I am a strong advocate of critical thinking. Accordingly, I introduce a wide range of leadership and communication models and ideas to my clients not as ‘truths’ but simply as frames which provoke reflection and insights on how to live their professional (and personal) lives more effectively.

I have experience of training and coaching over 50 professionals in C-suite positions, and have worked on a range of strategic talent programmes involving both senior leaders and middle management.

I also enjoy working with younger professionals for whom I can fast track personal development within a mentoring relationship.

My pricing structure will depend on a number of factors: the time required to prepare and develop solutions, the sophistication and leadership level of the target audience and the volume of work which is planned by clients.

In general, I would look at approx. 2000 GBP for a day of training and circa 220 GBP per hour for delivery of executive coaching.

My aim, in all cases, is to offer clear value for money within a long-term trusted partnership. Some of my client relationships extend over 25 years.

The question of impact is an extremely important one for me one because my primary aim as a practitioner is to drive performance not simply to enable learning.

In terms of training approach, I always encourage clients to create an extended learning cycle with pre-event briefings for participants and post-event check-ins which are designed to track and motivate learning transfer.

I think it is very important that the line managers of participants mirror this process – organising their own pre-training check-ins to align on training goals, with post-event sessions to review key takeaways and  to confirm personal action plans which ensure the transfer of learning into daily work.

Absolutely. Pre-Covid my work was almost entirely face to face, involving extensive and global travel, up to 90% of my working time. Since 2021, my working rhythm is approximately 60% remote and 40% face to face.

In my view, both can be very highly effective to deliver impact learning and performance impact.

Absolutely. I have a huge network of partners – institutional and individual – who provide support to my clients.