I am passionate about helping people, teams and organisations develop and release their full potential. I have MSC in People and Organisational Development and work with individuals, teams and organisations as a coach, mentor, facilitator, consultant, project lead or researcher.
I work with management, leadership and executive teams on people development programmes, organisational design, whole system change, with smaller groups and teams on group dynamics and team development, and with individuals at all levels in a mix of consultant, coach, mentor, facilitator, trainer and project lead capacities.
My approach is underpinned by beliefs that: people and organisations have the capacity to change and develop; change and development is self-sustaining; development work is collaborative, respecting and valuing what everyone has to offer.
I have worked in a People and Organisational Development role for seven years following over fifteen years experience as a Training and Development practitioner. I am a member of the OD Network Europe, the European Mentoring and Coaching Council, an Associate Member of the Chartered Institute of Personnel and Development, a Fellow of the Institute of Leadership, and a Fellow of the Learning and Performance Institute.
With a strong track record in leading cultural change, large group interventions, providing OD expertise to senior leaders, developing OD strategies using insights developed through diagnostic and dialogic data, and delivering OD and Training and Development interventions that have real impact.
Finally I have worked with a number of assessment and development tools such as MBTI, Realise 2 strength-based assessment and development, Korn Ferry E-Choices Learning Agility multi rater tool and The Right Conversations Conversation Norms Diagnostic.
I have worked with Pete over the last 10 years, initially as a colleague and more recently in his capacity as a consultant. Our last project focused on supporting the development of high potentials identified within our organisation. This project involved 22 individuals in 10 European countries and was sponsored by our European Leadership Team.
Throughout this project, which involved individual assessment, feedback and the preparation of development plans, Pete demonstrated strong insights into these individuals. He has the ability to challenge individuals and to bring about personal reflection and understanding. Pete was very flexible and demonstrated the ability to work across diverse cultures.
Pete is a highly energetic person who has a passion for working with a wide range of people and is willing to invest time in building relationships. Able to work well through times of uncertainty and ambiguity, Pete is a great partner when looking to bring about or manage change.
Sara Shiels, Mundipharma International
Pete was a major driver of our cultural evolution at Napp. Working with Pete — either as a participant or as a co-facilitator — is an incredibly rewarding experience. He is fearless and willing to challenge yet also emotionally aware. Pete is capable of varying his style to meet the needs of the group or individual and is flexible enough to make adjustments as and when needed. Pete also has great technical skill in running a broad array of different interventions and understands the theoretical bases that underpin those interventions. He is a tremendous asset for any organisation wishing to positively influence its organisational development.
Antony Mattessich, Mundipharma International
Pete is an extremely skilled and astute facilitator and a great catalyst for getting people to think and talk differently. He is also a real pleasure to work with.
Dik Veenman, Founder, The Right Conversation
With its focus on people and its continuous effort on improvements the Organisation Development role for Napp Pharmaceuticals was key and Pete fulfilled this role excellently.
Already in 2011 and through to 2013 Pete was instrumental in helping Napp’s Leadership Team to form into a high performing team and provided input for constant development. His Executive Development proposal focused on the ‘individual’ the ‘team’ and the ‘organisation’. By facilitating and moderating our team sessions he stipulated several good discussions by throwing in appropriate questions into the discussion and by steering the group to stay focused on the task at hand.
Napp has been proud of its “culture” that forms the basis in everything it does. According to the motto “Get leadership and culture right and everything else will follow” Napp put a lot of effort on culture, which is based around core values (CV) and leadership attributes (LA). In 2013 we decided to revisit our CV and LA and gave Pete the project lead. As project leader he led several focus groups to ensure engagement from all parts of the business. The updated CV and LA where then communicated out and re-launched to the whole business.
The main reason why Pete was the right person to task him with such key and challenging projects was because Pete was highly trusted and respected within the organisation. Pete’s strength is to engage with all people, irrespective of hierarchy and he made everybody to speak up and to provide him with the honest input so that projects could be completed successfully. His intention to help others to succeed always ensured the necessary buy-in to effectively realise the need for change and to get to the bottom of topics. He is never satisfied with the status quo and likes to introduce novel perspectives and to experiment with new ideas.
By outlining the objective and by visioning the potential outcome, Pete was able to ensure that every project gained momentum very quickly. From a project management point of view each of his projects has been a real success. Pete’s personal strength, his professionalism and skill set is highly sought after and he is committed to deliver results. He is a caring and friendly character, who listens to understand the needs of others and can manage complex tasks. His skill to assimilate complex information and describe complex tasks to every audience in an engaging and motivating way has earned him a lot of respect. His key strength is clearly to moderate groups, to ask the appropriate questions, to listen and to drill down on specific topics to find solutions to tough problems. He values people and accept the others as they are. He is a clear leader and senior manager, who, we are convinced, can add value to every project or task that specifically requires input from various stakeholders and where a new approach and/or new ideas are required.
Dietmar Leitner, Managing Director, Napp Pharmaceuticals Limited