PROJECTS
PROJECT 1
A Leadership development programme developed for senior officers in a large, global shipmanagement company. Officers worked with fellow officers to learn about their personal leadership impact and how to get the most from their officers and crew. The designed focussed on being an exciting, active, participative experience which consisted of onshore workshops, at sea and online elements that ensured learning was accessible, practical and embedded by all.
PROJECT 2
For an organisation facing a concerning number of issues relating to inappropriate behaviour inside and out of the office, Unconscious Bias / Diversity Awareness workshops were introduced. The ½ day workshop was cascaded from the Executive Committee and their leadership teams to everyone in the organisation.
PROJECT 3
As a global organisation struggled with a talent pipeline, particularly in the area of Sea to Shore transition, Karen designed, developed and implemented a company- wide Technical and Soft Skill Competency Framework. A facilitated roll out across all levels/ departments, resulted in an increased understanding of the manpower requirements and capabilities. This in turn supported the short and medium term people strategy.
PROJECT 4
Organisation Change - A not for profit organisation within the maritime sector were facing long term financial challenges. Aware that they needed to evolve to ensure longevity, a full review of their people management practices was undertaken, and an 18 month project was launched.
Within 12 months, an independent IIP assessment reported great progress. The organisation was praised for its’ commitment to long-term improvement in people practices. Key success areas included:
· Resourcing – A full update of the recruitment policy and process
· Organisational Design – review of existing structure, update of job descriptions, design of a new and sustainable Operating Model for the future
· Competency Framework – developed, implemented and embedded a bespoke framework to provide a foundation for career progression
· Skills Audit – a full review and analysis of roles and incumbents
· Training & Development – 2 Leadership Development workshops delivered for Senior Leadership Team to support and promote individual and team behaviour change
Handover to Business as Usual HR – transition from project to BAU, to ensure momentum and successes were maintained and new behaviours/ ways of working were truly embedded.