Principal Consultant

As Principal Consultant, this facilitator brings a wealth of experience to organisational change and people development. He is comfortable operating effectively at all levels of private and public sector businesses, regardless of their size.

He understands and appreciates that satisfying a vision can only be achieved by effective leadership and people management. Brian has had considerable experience of helping organisations, teams and individuals to fulfil their potential and take greater control of their development.

He utilises a significant range of feedback tools and development activities and is accredited to use a wide range of psychometric tests.

He helps organisations, teams and individuals to improve their performance by establishing not just what needs to change and why, but how the changes need to be effected.

He works with organisations to identify their vision for the future and to help bring that vision into reality.

One of the hallmarks of his reputation with clients, is its ability to transfer skills to the client?s team throughout the implementation process.

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Your query about Brian P. to The Knowledge Brokers

As an integral part of the Performance Management initiative within a Metropolitan District Council, a corporate individual performance appraisal process was to be introduced.

The brief received from the Chief Executive was to design and introduce an appraisal process to incorporate the following elements:

The final appraisal process would contain targets

Reviews would:
review relevance of objectives
review progress on objectives
discuss ?how are you doing??
discuss personal development

The final process would be simple, fit for purpose and be detailed on no more than 4 sides

There would be no more than 9 objectives (targets)

80% of objectives would be measurable

There would be no direct links into pay

As a principle everyone within the Authority should have an appraisal, but initially the process would go down to Service Manager level

It would be called Individual Performance Appraisal (although not solely about Performance)


PROCESS APPLIED:

1. GATHERING OF INFORMATION
Meetings were arranged with key people

2. EMPLOYEE INVOLVEMENT / DATA GATHERING
To enable staff to feel that they were involved in the development of the appraisal system, seven informal focus groups were arranged in order to seek out the views of those who would participate in the process. These groups were cross-functional and had mixed grades. 91 members of staff in total were involved.

3. DATA ANALYSIS
The outputs from each of the focus groups were very similar and the recommendations stated were based on the staff and the organisation needs.

4. RECOMMENDATION
15 recommendations were made and accepted. Ownership of applying the recommendations was handed over to the local HR team  

Have Brian P. give you more insight into his Consulting-strengths in 'Performance Management'. Mail him now!

We were asked by our client to facilitate a Leadership & Personal Development Programme for its managers.

The programme was to include development of skills in the areas of:

Personal awareness
Leadership & Management
Team leadership & team membership
Communication

The course was an experiential learning event utilising the outdoors and following the learning cycle to:

Have an experience
Review the experience
Reflect & draw conclusions
Plan what to do next

The Business would benefit by delegates ensuring that:

All resources were utilised most effectively
Decisions were made at the most appropriate level and issues were identified
before they became problems
Decisions would be made quicker and risk taking would be shared amongst
the team
People felt supported and not alone
Those attending would become aware of their strengths and weaknesses and
would put development plans in place to improve themselves still further.
Barriers between functions would be eroded
Knowledge of other functions would be shared and differences appreciated
Everyone would become more aware of the importance of becoming
more Customer Focused
Everyone would be aware of the benefits of living the Company values

Over 300 managers passed through the programme. Course feedback was exceptional; comments have included:

?So good I would have paid for it myself??...?I am going away actually believing I will be able to change??..?Life changing??.. ?The best course I have ever been on??. ?Amazing combination of theory and practice???..?One of my best experiences ever????Superb experience?  

Have Brian P. give you more insight into his Consulting-strengths in 'Leadership'. Mail him now!

The Client was the Distribution Division of a major High Street Retailer. The brief was to create an event which would:


Help make links between Distribution & Logistics staff and the customer
Identify what needs to be done within each Distribution Centre to ensure the customer benefits
To identify what barriers exist which are stopping them from satisfying their customers' needs and ideas how to overcome the barriers
Make the links into the organisations values

A Customer Service Workshop was designed

'Master Coaches' from the client's staff were selected and trained in the workshop.
They, in turn, trained others how to run the workshop.

The event was then rolled out across the Distribution Division

The result was a massive awareness of the impact Distribution and Logistics staff can have on the Customers 

Have Brian P. give you more insight into his Consulting-strengths in 'Customer Care, Service'. Mail him now!