Des’s background
For the last 10 years, Des has worked as a coach and facilitator with senior leaders and teams seeking or undergoing change in the private and public sector across Europe, USA and Asia Pacific. Her clients span across industry sectors such as multi-media, professional services, pharmaceutical, oil, retail, IT, utilities, financial services, construction, travel, learning and education, local government, charity and voluntary services.
Des’s earlier career was in the professional services sector, where she was an internal consultant for a global IT consultancy and subsequently a global oil organisation working with senior business stakeholders to design and drive through leadership and organisational development initiatives across Europe.
Des has a degree in International Business and French (BA Hons) and a Postgraduate diploma in Human Resources Management specialising in organisational development. She is a qualified member of the Chartered Institute of Personnel and Development and accredited to use a number of psychometric tools including Myers Briggs Type Indicator, Strength Deployment Inventory, Strengthscope, Leadership Orientations and Thomas Kilmann. Des is also an accredited assessor in the Schroder leadership framework, a qualified Neuro-linguistic Programming Practionner and a Co-Active ICF coach.
Des’s highlights
Des’s recent work has included:
- Facilitating the development of senior leadership teams to help them achieve their strategic ambitions and goals.
- Designing and facilitating experiential leadership development programmes.
- Consulting in high potential development and designing and facilitating high potential development programmes.
- Designing and delivering leadership assessment and development centres combined with 360 degree facilitation and coaching.
- Facilitating women in leadership development programmes and events.
- Providing 1.1 coaching to leaders so as to perform in a new leadership role, develop leadership skills, improve personal impact and profile, develop self-esteem and confidence, deal with specific behavioural challenges and/or achieve career aspirations.
- Designing and implementing leadership behavioural frameworks to inform recruitment & selection, development, succession planning and talent strategies.
- Designing 360 degree interventions as part of a broader talent management strategy.