Is your organisation’s culture one that promotes agile responses to difficult times? Does it focus inwards too much at times of change? Is it forward-looking enough, ready to anticipate and respond effectively to new competitors and challenges? Are senior leaders willing to take tough decisions in difficult times whilst remaining compassionate?
These and many other questions are ones we will explore in a new webinar on developing a resilient culture, the capability to anticipate and shape effective responses to rapid, and disruptive change. This is an opportunity to both hear about what people in other organisations are saying about what has helped or hindered their ability to adapt, and what might be done to nurture and develop a greater shared capability to flexibly meet the challenges to both today and tomorrow.
Catherine is an experienced consultant and facilitator, with expertise in leadership development, talent management and HR development. She works with clients from private, public and not for profit sectors, and is Programme Director of our Leading Change open programme.
Before joining Roffey Park, Catherine spent 15 years in the private sector, including Learning & Organisational Development roles at PwC, and Head of Learning & Development at Allens, an international law firm headquartered in Australia. Her most recent role was Head of Learning & Development at Cancer Research UK.
Catherine has designed and delivered a wide range of leadership development, from short master-classes to year-long emerging leaders programmes. She has designed modular management development programmes, which incorporate a blend of techniques such as development centres, 360-degree feedback, coaching, virtual classrooms, e-learning and action learning groups. She enjoys designing and delivering development that will make a lasting difference to individuals, and ultimately their teams and organisations.
Using her experience of leading an HR function, Catherine provides pragmatic support to HR practitioners and is part of our Strategic HR and HR Business Partnering Faculty.
Dan is a psychologist with expertise in organisational consulting and research. Dan has been conducting research on leadership and organisational development for over 10 years. He is experienced in a wide range of qualitative research methods including critical incident interviews, repertory grid, appreciative inquiry, and focus groups.
His recent client projects include: the development and analysis of a diagnostic survey to assess aspects of leadership, culture and employee engagement; the development of a set of organisational values for a not-for-profit organisation in the international development sector; and a diagnostic phase of an OD strategy involving focus groups and interviews with a range of staff of different levels of seniority.
As Head of Research, Daniel oversees Roffey Park’s annual research programme. Roffey Park’s research programme is focussed on its core strategic areas of expertise: leadership, OD, and Strategic HR. Dan’s work at Roffey Park has included research into personal resilience, innovation at work, and aspects of talent management. He also leads the design, development and reporting of Roffey Park’s annual Management Agenda surveys in both the UK and Singapore.
Timings and fees