My main experience came from 30 years of policing, especially in senior leadership roles. This provided me with a range of skills, experience and knowledge – all of which I apply to my coaching work. These include:

• Leadership and diversity: I am seen as a transformational leader who understands and values diversity, and who is compassionate and inspirational.

• Innovation and creativity: I have always been trusted to bring creativity and curiosity to the table to identify new and efficient ways of doing business and developing people.

• Programme and project management: I have led and delivered local and national projects and programmes effectively, within demanding and critical political arenas.

• Experience in business redesign and change management: I have delivered business change initiatives and improvements.

• Analytical and strategic approach: I am able to visualise, articulate and solve complex problems. I am a confident and effective decision maker who understands longer term aims and objectives.

• Resilience and flexibility: I have led and delivered through complex and extended periods of customer demand, something which has required a high level of personal and professional resilience and flexibility.

• Inspirational public speaker: I am seen as someone who is inspiring, motivating and able to relate to anyone.

Facilitation

In both my policing career and subsequent leadership development and coaching career, I have gained extensive experience in facilitating workshops. This means I have a solid understanding of ‘what works’ in that forum.The key characteristics that I bring to any facilitated workshop are:

• empathising well with the group and being able to quickly develop a good relationship with participants

• a high level of emotional intelligence, that is, I can understand, and deal quickly with, the range of situations and changes in mood that can occur within a group of disparate individuals

• the ability to observe well, choose my words carefully and think constantly about the best way to develop the learning of the group

• keeping groups to an ‘ideal size’, ie, between 10 and 12, in order to maintain meaningful dialogue for an extended period

• the ability to gauge when the course participants have sufficient knowledge and confidence to move from being given information (a ‘parent/child’ relationship) to being in an equal partnership with the facilitator (‘an adult/adult’ relationship).

In summary, I am a high-achiever who can not only ‘talk the talk’, but I have proved I can ‘walk the walk’ too.  I can demonstrate a depth of practical experience and considerable success in senior business leadership roles.