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Ken is a Chartered Occupational Psychologist whose professional
experience spans a wide spectrum of contemporary Assessment,
Development and Talent Management agendas, both within the
public and private sector. He has particular expertise in
helping teams and individuals during times of organisational
change, using powerful facilitation and feedback approaches
that encourage and support the strengthening of healthy and
productive working relations. Ken has also designed and refined
processes that enable organisations to better integrate their
Selection, Development and Performance Review systems.
Recent/Current Work:
- Design and facilitation of Team and Leadership Development
Programmes at all levels, including Executive. Most recently
this has included working with the Team McLaren Mercedes
Formula One Race and Test Teams, and the IT Division of
a Financial Services business
- Design and delivery of Assessment programmes both in the
UK and overseas. These range from ad hoc assessments through
to the project management of large-scale assignments involving
over 1000 employees. Most recently, Ken has introduced more
objective selection processes into two leading NHS Trusts
- Ken is currently engaged in a pioneering project with
a NHS Foundation Trust in revolutionising the way it rewards,
develops, appraises and incentivises employees, both in
management and clinical areas. This is a unique NHS initiative
achieved in partnership with the Trust's own Organisational
Development team
- Design and facilitation of Assessment and Development
Centres, including Job Analysis and Competency Development,
communication of policy, exercise development and assessor/observer
training. Level A and B qualified, with experience of managing
Assessment and Management Development programmes overseas
- Executive and Personal Development Coaching and the design
and delivery of Personal and Career Management Development
Workshops. These carry the individual forward from identification
of strengths and development priorities, to the production
and implementation of meaningful development action plans
- Design of a Users' Guide for 'Preparing for and Conducting
Competency Based Interviews'. This is customised to specific
client requirements and introduced through workshops. Primarily
for non-HR personnel, it provides specific questions and
practical guidance on recording and evaluating interview
performance across a wide cross section of competencies
- The development of a Competency based 360º Appraisal Questionnaire
and Profiling systems. The profile helps the individual
to navigate between identified individual development needs
and a menu of associated development suggestions
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