EthicEyes

Client work

Client work and outcomes

Andrew’s work has included assignments with major organisations across financial services, technology, engineering, healthcare, energy, professional services and the public sector. The detailed examples below are anonymised where client confidentiality requires it.

I’m usually more interested in what changed afterwards than in what happened in the room.

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  • 30+ years’ consulting experience
  • Psychometrics, 360 feedback, coaching and facilitation
  • Leadership, team, change and senior selection work

Breadth of experience

Organisations Andrew has worked with

The organisations below reflect Andrew’s professional history across more than 30 years of consulting, including work undertaken with previous practices. They are not all current EthicEyes Limited clients.

AvivaBAE SystemsBP InternationalBTMicrosoftNHSPwCRBSSony ATVUnilever

View all organisations
  • Arowana
  • Aviva
  • BAA
  • BAE Systems
  • Barbon Insurance
  • BP International
  • BSH
  • BT
  • Canopius
  • Capio Healthcare
  • Capita Group
  • Capital Consulting
  • Chartered Institute of Insurers
  • DCMS
  • EMI
  • Essent Trading
  • Gardiner and Theobald
  • The Gunvor Group
  • Guy Carpenter
  • Learning & Skills Council
  • Marex
  • Marsh
  • Mercer
  • Merrill Lynch
  • Microsoft
  • Mitsui Bussan
  • Mizuho International
  • NHS (various)
  • National Lottery Community Fund
  • PwC
  • Really Useful Group
  • RBS
  • Securitas
  • Serco
  • Sony ATV
  • Scottish Power
  • Sheikh Mohammed Leadership Forum
  • Socar Trading
  • Tui
  • Unilever
  • University of Southampton
  • Universal Music
  • Vauxhall
  • Wasserman Group
  • Yahoo!

Selected case studies

Examples of the work in practice

These leadership development, team development, organisational change and senior selection examples are drawn from previous assignments and anonymised to protect client confidentiality. Outcomes reflect those specific engagements.

Show examples by area:

Showing all featured case studies.

Property services / building consultancyTailored leadership development programme

Leadership development with measurable return on investment

Client-reported savings several times the programme investment

Situation

A rapidly growing group wanted to build future leaders, integrate diverse businesses and reinforce desired values and behaviours across the organisation.

What the work involved

  • Leadership competency development
  • Modular management development programme
  • Tailoring to different divisions and functions
  • Senior stakeholder engagement
  • Business challenges linked to real organisational issues
  • Participant presentations to senior leaders
  • Behaviour and performance review

Outcome

Business challenges identified potential savings that the client reported at the time as several times the programme investment. Participants showed noticeable changes in attitude, behaviour and performance. This was one assignment and is not a result we generalise to every programme.

Explore Leadership Development
Private healthcareSkills development / business relationship development

Developing commercial confidence in a private healthcare organisation

Source-reported new business impact of more than £200k

Situation

Senior managers needed to spend more time exploring new business opportunities because the external market had changed. The organisation wanted practical tools that would help managers build stronger business relationships.

What the work involved

  • Internal research and needs analysis
  • Interviews with operational leaders
  • Bespoke development programme design
  • Senior manager development sessions
  • Practical strategies directly transferable to the workplace
  • Work on real current issues

Outcome

The programme was evaluated highly by participants and was reported by the client as contributing new business impact of more than £200k. Results of this kind depend on context and are not generalised to every programme.

Explore Leadership Development
“The programme helped me step back from the everyday running of the department and refocus on the bigger picture and long-term goals.”
Programme participant, leadership development programme
Professional servicesChange support / communication behaviour change

Large-scale change in an international professional services firm

Stalled programme completed on time

Situation

A large UK change programme had stalled. Senior stakeholder engagement was uneven, some interventions needed rethinking, and the internal change team required renewed direction and confidence.

What the work involved

  • Reframing the project approach
  • Engaging senior stakeholders
  • Presenting the revised approach to UK leadership
  • Supporting and motivating the change team
  • Developing a practical project plan
  • Working with change advocates
  • Measuring improvement

Outcome

The project was completed on time and achieved measurable positive results, despite the challenge of influencing senior partners and practice areas that could choose whether or not to engage.

Explore Change Support
Banking / financial servicesCulture change / leadership development

High-performing culture work in an international bank

Supported an 18-month culture-change programme

Situation

A newly appointed chief executive wanted to shift the culture of an international bank to support stronger business performance, across a London base, international employees and a strong overseas parent-company influence.

What the work involved

  • Desk research into high-performing cultures
  • Alignment with group values
  • Culture change strategy
  • Board-level presentation and agreement
  • Competency framework development
  • Recruitment and development of change advocates
  • Company-wide development modules
  • Business challenge teams
  • Training-needs analysis
  • Hard-wiring desired behaviours into HR and performance processes

Outcome

The work supported an 18-month culture-change programme, linking values, leadership behaviour, development activity and business improvement.

Explore Leadership Development
“It was open, honest and thought-provoking, with an atmosphere where people felt comfortable contributing.”
Programme participant, culture and feedback module

Also in this group

Creative industriesOrganisational development / team development / coaching

Organisational and people development in a European creative-industries business

Situation

A senior operational leader wanted to bring greater professionalism, structure and cross-functional effectiveness to a European organisation.

What the work involved

Coaching the chief executive and senior functional leaders · Team development and collaboration sessions · Cross-functional communication improvement · Finance and IT service reviews · Process mapping and role clarification · Leadership development sessions with key leaders

Outcome

Improved structure, collaboration and leadership capability across the organisation, with the approach later extended to another international part of the business.

Explore Team Development
InsuranceTeam development / psychometrics / coaching

Senior team engagement and development in an insurance business

Situation

A chief executive wanted to understand the development needs of a senior team and improve how the team worked together.

What the work involved

One-to-one interviews with senior team members · Team development workshops · Psychometric assessment and confidential feedback · One-to-one coaching · Follow-up sessions to review progress

Outcome

The senior team identified development areas, improved their conversations and reviewed progress over time.

Explore Team Development
“Andrew has been retained by us for many years and, as a coach and facilitator, is a highly valued part of our business.”
HR Director, financial services organisation

Breadth of experience

Further examples of the work

Alongside the featured case studies, Andrew’s work has included a wide range of leadership, team and organisational development assignments.

Strategic HR development in a transport/infrastructure organisation

A modular programme using 360 feedback, psychometrics, practical toolkits and one-to-one coaching.

HR effectiveness review in a large public-sector organisation

Internal customer research, best-practice review, structural recommendations and workshop sessions.

Senior selection and executive assessment in financial services

Psychometric profiling and feedback for senior candidates, with hiring-manager briefings.

Leadership and culture work with acquired technology businesses

Support for acquired creative technology businesses adjusting to life inside a larger organisation.

Long-term management development in energy trading

A retained relationship: psychometrics, tailored management development, coaching and training-needs analysis.

Top-team support through strategic review in a public-purpose body

Supporting a chief executive and top team through strategic review, retreats, feedback and team development.

Related: Senior selection & assessment · Our approach

Client and participant feedback

What people say about the work

Feedback has been anonymised where necessary. No client or participant names are shown.

Client feedback

“Andrew has been retained by us for many years and, as a coach and facilitator, is a highly valued part of our business.”
HR Director, financial services organisation
“Andrew is great at engaging our management team to recognise the value of people development and delivers very tangible results.”
HR Director, energy trading organisation
“Having worked for many years in leadership and management positions I can honestly say this has been the most engaging, valuable and impactful programme I have participated in.”
Operations Director, industrial engineering firm

Participant feedback

“The facilitator encouraged participation, provided real-life examples and gave us techniques and tools to use when driving the performance of others.”
Programme participant, financial services organisation
“No business-speak, and full of practical examples and chances to practise.”
Programme participant, management development programme
“The programme helped me step back from the everyday running of the department and refocus on the bigger picture and long-term goals.”
Programme participant, leadership development programme
Read more feedback
“It was open, honest and thought-provoking, with an atmosphere where people felt comfortable contributing.”
Programme participant, culture and feedback module
“The course was presented in a succinct, pragmatic way and was very relevant to my day-to-day work.”
Programme participant, management development module

Common outcomes

Common outcomes from the work

Insight

  • Clearer understanding of what is really happening
  • Better use of psychometrics and feedback
  • Development linked to real business priorities

Leadership and teams

  • Stronger leadership behaviour
  • Better team conversations
  • Improved trust, challenge and accountability
  • Greater confidence in difficult conversations

Change and decisions

  • Practical change plans
  • More confident senior selection decisions
  • Progress that can be reviewed over time

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Why the examples are anonymised

Much of this work happens inside leadership teams, HR functions and senior organisational conversations. The examples on this page are anonymised to protect client confidentiality while showing the nature, scale and impact of the work.

This also means company names, individual names and logos are deliberately not shown.

Want to discuss a similar challenge?

If one of these examples reflects something happening in your own organisation, the next step is a confidential conversation.

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More about Andrew