Ian is also a highly experienced learning and development professional, with over 25 years in designing, creating and delivering management development, leadership and performance management programmes.
Ian designed GWR’s Leadership Development Programme which won a CIPD award and a Personnel Today award in 2017.
Ian has a distinguished track record in training design and delivery, particularly in management development and leadership. He has a lot of experience of integrating values and behaviours into performance management to drive cultural change.
His customer focused attitude means his courses are practical, thought provoking and achieve the results and outcomes his clients are looking for.
Ian is DISC and SDI accredited and uses these personality profiles and their practical application in a lot of his programmes.
Assignments, Results and Feedback
Designed and wrote GWR’s Leadership Development Programme to create a behavioural shift and a change the leadership culture to be more participative and engaging, and embed GWR’s leadership behaviours, equipping their leaders to deliver on the ambitious strategy they had set and challenges they faced.
Delivered the programme (5 different modules over 12 months) to 36 Senior Managers and 24 Middle managers.
Headed up the team of 5 facilitators who delivered the programme to @ 300 managers overall.
Trained GWR’s training team to enable them to deliver the programme to the next level of managers
The programme won best in class awards at 2017 CIPD People Management awards and Personnel Today awards.
Feedback - out of 6 across 300 managers: Materials 4.7, Design and Rlevance 4.9, Delivery 5.3
Anthony Jones Insurance Brokers
Provided a wide range of services (design, delivery and support) to introduce and improve Anthony Jones’ performance management approach and philosophy. Ensured it was compliant with regulatory requirements and provided bite and a more business focus to support growth and changes in the business. (See testimonial)
Reviewed and redesigned performance management and trained managers to enable the Practice to meet new regulatory (SRA) requirements and standards. Specifically, the brief was to
• Review and improve the performance the appraisal process.
• Change perception of staff that performance management, appraisal and development of staff adds value
• Reflect the company’s new values in the new approach
• Design a new set of behaviours that supported their values and ensured the new approach incorporate these new behaviours
• Meet the requirements of new SRA’s ‘Continuing Competence’ framework.
Feedback - 3.6 out of 4 across a range of 7 criteria
Designed and delivered a Rating Performance workshop to 125 managers across 4 locations, to enable consistency in understanding and application as well as how to give difficult rating messages
Included a deeper understanding of how best practice performance management enables clear, objective rating of performance.
Created and launched a new set of corporate values to support Friends Life’s new brand values and culture.
Incorporated new values into performance management
Designed and delivered workshops for managers to support transition into new values
Worked with a developer to design and create an online managers toolkit to support embedding new values
Designed and delivered integrated performance management documentation across 3 merged entities.
Designed range of management interventions to raise leadership capability and increase employee engagement.
Designed performance management E-Learning interventions
Designed and delivered the communications programme to launch performance management, including new values and new management development proposition.
Everything DiSC® Practitioner
5 Behaviours Practitioner
Rivas Palmer Group: Business Coaching
WHAT PEOPLE SAY
Ian was a great person to work with. Very collaborative, keen to tune into the culture and business of GWR and ensured our specification was integrated within the design. We were aiming to develop transformational leadership behaviours and Ian designed the right blend of thought-provoking management models alongside pragmatic guidance and a blended approach to address organisational and individual needs.
The Programme marked a step-change in demonstrating GWR’s intent to transform not just the infrastructure but hearts and minds - the way people think about customers and, consequently, the way managers think about employees. In addition to quantitative improvements in cost savings (£500k), time-savings and revenue generated, GWR achieved improved scores in our employee survey relating to leadership behaviours.
Ian was pivotal in sharing his knowledge and understanding of GWR and our requirements with the training team. He sense-checked the design and our input, to ensure expectations were met. He made valuable contributions to our update and review meetings
— Alison Maher, Head of Learning & Development, Great Western Railway