Greater Manchester Police
I designed and delivered a programme for aspiring BME and female candidates from GMP who were preparing for promotion to the rank of Superintendent.
At the heart of the programme was encouraging and inspiring them to discover for themselves their true potential using a coaching and facilitating approach. I offered highly engaging and effective development interventions that will have a long-term impact on the individual as a leader. I believe developing individuals for promotion is not just about being successful and getting through the process, but also about being successful and effective as a leader going forward.
Because black and minority ethnic (BME) retention and progression is a key issue for the police service and has been for many years, my aim was to develop a positive action programme that developed the participants beyond just the next promotion but for the rest of their career.
For the 2017 programme was carried out over 5 months and consisted of a number of workshops, a research assignment, and individual coaching sessions that were flexible and applicable to BME only, female only or mixed groups. I also reviewed and commented on application forms as required.
A total of 15 BME and female candidates engaged in the programme. Many have been successful in gaining promotion; others are actively pursuing promotion.
Why this programme was needed
Stepping up to senior leadership within a large organisation is a challenging role that requires motivation, commitment, resilience, operational skills and a strategic awareness of the chosen profession locally, nationally and internationally.
Leaders have a significant responsibility for managing resources and budgets to deliver effective and efficient policing and influencing the culture of the service. Stepping up is not just about how to pass a competency based process but also how to inspire, engage and encourage collaboration and respect.
Leaders today need to be strategic thinkers and innovators to continuously develop their profession, manage ambiguity, change and risk. Managing one’s own wellbeing as well as the wellbeing of the people they lead is also a key requirement. To prepare individuals, the programme was designed to ensure all individuals not only identify their action plan for the upcoming process, but also a wider career plan for their continuous professional development.
In January 2017 I facilitated a workforce development day for Greater Manchester Police entitled ‘Engage Inform Inspire’. The workshop focused on the needs of BME women in policing and future leaders, and made the Code of Ethics a particular focus.
For this exciting, ground-breaking event, the participants were a mix of female Police officers and staff from across the force, together with female Y11 students from Manchester Academy and Abraham Moss High School.
The students, police officers and staff were given the opportunity to learn together, share experiences and views in a continuous professional development setting.
The girls were truly engaged and their questions and feedback clearly evidenced the impact and inspiration my input and presentation had on them and the group as a whole. Abraham Moss High School produced a video entitled: “A personal thank-you to all involved for such an inspiring day”.
Due to the success of the day I developed and facilitated a second event in October 2017 with 120 girls from the East Manchester Academy, Whalley Range High School, Levenshulme High School and St Peter’s Roman Catholic High School.
See updates on twitter #BMEwomeninpolicing
“A personal thank-you to all involved for such an inspiring day”.
Due to the success of the day I developed and facilitated a second event in October 2017 with 120 girls from the East Manchester Academy, Whalley Range High School, Levenshulme High School and St Peter’s Roman Catholic High School.
See updates on twitter #BMEwomeninpolicing
West Midlands Police
I worked with the force on their recruitment retention and progression programme for BME officers and staff to assist in the development and delivery of workshops to shape their BME recruitment, retention and progression work ‘Programme 2020’. The workshops focussed on considering ongoing work and initiatives within the force and identification of gaps to develop new and innovative approaches. In consultation with senior leaders and staff associations I produced a detailed report with recommendations for the Chief Officer executive team with a view to integration within their 2020 change programme.
The approach I took is transferable to any force as it focussed on the developing work the force has undertaken in an innovative and different way, that considers a whole system approach that involves all stakeholders, both internal and external.
Barnardo’s Charity
Working in partnership with People and Performance Ltd I develop a reciprocal mentoring programme for senior leaders within Barnardo’s charity.
The programme delivered to the first cohort of senior leaders and representatives from protected groups involved a facilitated workshop to put in place the foundations for them to build on for the future. They are now working in a mentoring partnerships over a year to raise their respective understanding of diversity issues to develop improvements for the organisation as a whole.
The second cohort began the programme in October this year.
The programme has been shortlisted for the Training Journal Awards 2017. I am pleased to announce on 5th December 2017 we won an award for this piece of work.
Other clients have included
UNIVERSITY COLLEGE LONDON
COLLEGE OF POLICING
GLOUCESTER POLICE