What we do
Board & Organisation Effectiveness
We work with companies in a growth phase to help them as they transition
to new ownership structures, or require additional corporate governance
to be successful in the next stage of their development.
We may be called in by a new investor, a new chair person or CEO
or by an existing executive looking for an objective review of the
top team and how to enhance performance.
- Partnering with a top Executive search company we support existing
in house assessment capability and provide executive coaching
across Europe to their clients.
- At a critical stage in the succession review for the retiring
CEO of a private building company we designed and delivered a
thorough interview and assessment day to identify areas that needed
more focus over the following 18 months for the heir apparent.
This included setting up meetings with city investors and shadowing
of both executive and non executive directors.
- Also, Ann Edwards is working with a corporate governance partner to develop an audit tool ‘from Compliance to Performance’ to enable companies to review board activities , capabilities and structures, building out from Higgs , Kingsmill and Sarbanes Oxley recommendations.
Her current client work includes discrete pieces of work on linking organisation structure and executive capability to business imperatives.
Career and Performance Enhancement
This is a core area of our work and one of the career drivers that
Ann Edwards has used to transition from large corporate life (for
now!)
- Our approach has given success and satisfaction to so many of
our clients. There is nothing like it in terms of delivering the
change and impact which all leaders have to make to stay employable
and ahead of the game.
- Executive coaching is a big growth area (see People
Management March 2004) and we provide an outsourced service
to European corporates –The Corporate Coaching Management
Service to take the hassle out of sourcing and managing the most
appropriate business coaches for their clients.
- Ann Edwards’ unique team of leadership coaches are able
to work with top teams at both plc level and operating boards
across many sectors and countries. As all assignments are confidential
Ann will take the brief and ensure the right coach is sourced
for the organisation and the individual executive.
- We are currently working with the executive leaders of 7 major
companies, some undergoing restructuring and others wanting to
support their top talent through career transition.
Top Team Development
This is becoming a growing area of our work and arises out of the
need for executive teams to focus on their strategic goals or a
particular business imperative.
- We take a challenging behavioural process approach, linking
in with the clients organisational context and culture.
- Frequently individual stakeholder interviews are held along
with the executive team and use of organizational culture diagnostics
to understand current and future leadership requirements.
- Follow-on 1-1 work is often part of this process to enhance
performance.We are working with 2 top teams, with very different
business challenges, one in professional services and the other
in hi-tec industry.
Change Management Facilitation
This can take various forms but one recent project was to facilitate
a two day strategic workshop for a professional management services
company to review their creativity and innovation skills in their
need to reposition their membership services.
Strategic HR
We get asked to carry out a number of different projects which
are best described under the title of Strategic HR…they range
from being a member of a selection panel for the appointment of
a new HR Director to in depth consultation with employee groups
on a new performance management system as part of a wider change
initiative in the public sector.
- Currently working with an Aggregate Group to determine the contribution
that psychometrics can make to select individual selection and
development to ensure their core values plus skills are reinforced
and developed across all roles.
- We have just completed a major review of the HR operating model for a global mobile communications company, which has included a new corporate structure with the HR business partner roles more clearly defined, completing a business case for HR service centres and core process standardisation.
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