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Non Executive Director & Senior Executive Selection
We are not a Search and Selection firm  We can and do, however, help and advise on selecting the right people for the right job - for example, our Senior Executive Consultants sit on NHS Selection Panels for Non-executive Director and Chair posts, providing a valuable 'external' perspective

Senior Executive Coaching
Coaching is a Professional Relationship between two individuals that assists in achieving personal and/or professional goals in an accelerated manner

Coaches assist in Performance Enhancement, Career Planning, Improving Communication & Interpersonal Skills and Adjusting the Work/Life Balance

A coach encourages, confronts & challenges, questions and above all, consistently honours, respects and unconditionally supports a client in growing and achieving his/her goals

As external coaches, we are independent of corporate cultures and can share a broad perspective gained from varied experiences across many organisations. Trust and Confidentiality are more easily established and the individual benefits from an objective peer relationship

This Coaching Relationship inevitably results in growth for the individual and, most importantly, improves Business Results

Senior Executive Mentoring
Mentoring is a Professional Relationship between two individuals that assists one individual (the client) in developing corporate and/or personal strategies

Mentors assist very senior level executives who are trying to grow a business, clarify a vision or realise a dream. 

Complex decision making requires careful thought; Senior people may have difficulty in finding a trusted  'sounding board' - a Mentor -  with whom alternative actions can be explored - it's lonely at the top!

A mentor listens, encourages, challenges, questions and is unconditionally loyal to the individual and to his or her organisation. Whilst the length of the relationship may not set at the outset, it commonly lasts for a year and may be much longer

The mentoring relationship helps senior executives develop clearer long range strategies and inevitably improves business results

Senior Executive Departure
A Corporate Solution to a Sensitive Problem Parting company with a Senior Executive can be a particularly difficult and painful experience for both the organisation and the executive concerned

Senior Executive needs are individual  - standard 'programmes' rarely fit the need

An initial, diagnostic, session is a prerequisite to formulating a tailored action plan to address the specific issues surrounding planned or involuntary career change

Likes and dislikes, options and opportunities all need reviewing; skills, experiences, strengths and weaknesses all need identifying and, importantly, articulating on a coherent form to maximise the 'value' the executive has in the employment - or indeed the self employment - market

A series of confidential '360 degree' interviews with the executive's peers, superiors and subordinates may be helpful in forming a rounded and more complete picture of what the individual has to offer

Market research, self marketing seminars, secretarial and office support facilities may be required. Video interview practice, presentation skills and practice may all have their part to play

Above all, 'chemistry' between the executive and his or her consultant will be paramount
One of the most difficult tasks encountered by Managers is that of having to Terminate the Employment of a Subordinate . . . .  No matter how good a Company's Training Programs, it will not have taught it's Executives how to look for Employment . . . .

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