Arundell Armstrong

Deborah Armstrong Bio

admin — Fri, 28 May 2010 21:29:37 +0000

With over 25 years experience within FTSE100 organisations and board roles focussed on Human Resources, including with an international media research business, Deborah specialises in people and performance, blended with leadership, communications, growth, restructure, redeployment and recruitment.

Deploying this skillset into the delivery of management skills development, executive coaching, leadership development, training and mentoring, together with executive search & selection and often linked to outplacement and career counselling, ensures high calibre managers and leaders ready to deliver for clients – vital for talent acquisition in the 21st Century.

A Chartered Fellow of the CIPD, Deborah also has degree level Business and Finance, plus British Psychological Society (BPS) Personality and Ability Testing with SHL, IoD courses covering the Role of Company Directors, Corporate Governance, The Director and The Law, plus many other formal courses commensurate with experience.

Deborah has worked with BAe Systems, AXA (Sun Life), DSG Group (Dixons), GlaxoSmithKline, Tesco, Cision (Romeike), Camelot and several other SME’s, across the UK, Ireland and Europe.A

Associates

admin — Fri, 28 May 2010 21:28:28 +0000

We carefully select and work alongside experts in business change, training, development, resourcing, coaching, finance, HR, leadership, and we agree in advance of delivering a project which associates we will deploy. All come with top quality references and operate with the same levels of integrity. This includes the provision of interim management support, leadership coaches, executive level advisory and project managers for short, medium and long term assignments.

Interview Skills

admin — Fri, 28 May 2010 21:25:56 +0000

A two-day workshop aimed at all recruiters and HR staff, covering the core skills required to conduct effective interviews for assessment.

This practical course includes practice sessions to experience best approaches to interviewing candidates, emphasising best practice in objective assessment. Delegates will learn new approaches to asking questions and following up with high quality techniques.

This course covers

The Strategic Environment – Talent
Sources of bias and prejudice in the interview
Subjective versus objective assessment
The benefits of structured, objective assessment
The role of the interviewer
Interviewing using personality profiles
Biographical and situational interviewing
Preparation
Collecting the evidence
Closing the interview
Making a decision
Interviewing do’s and don’ts: what the law requires.

Why should you attend?

The workshop equips attendees with the key skills to effectively and ethically interview candidates in an objective assessment setting. Attendees will learn how to record and evaluate interview observations and align interviews with organisational competency frameworks. Internal expertise in assessment reduces dependence on external providers and demonstrates a commitment to organisational adherence to best practice in talent management.

This course is run on an in-company basis lasting for two days for teams of six to ten people, for £350 per attendee. If you are interested in this course for your organisation please click -

Executive Assessment

admin — Fri, 28 May 2010 21:25:05 +0000

We support clients in choosing the right staff particularly at management and professional levels, across a wide range of specialities.

Executive Assessment

Services in this area can include any or all of the following:

Definition of the organisational need, including consideration of future demands, team fit and role requirements. This is achieved through discussion with key stakeholders and forms the basis for the design of the executive assessment
Consideration and integration of client Values, Mission, corporate goals, and competency frameworks, where available
Design process tailored to reflect the unique challenges facing an organisation
Solution created to ensure the most important factors are assessed including emotional intelligence, breadth of knowledge, scope of leadership ability
Delivery of the assessment process by experienced business leaders
Use of personality profiling and tests where considered useful
Written report and verbal feedback
Assessment Centres including (where appropriate) scheduling of assessment exercises to incorporation of competency frameworks and interpretation of test results, “wash up” and feedback

Why choose this?

Ensuring the right people are in your business delivering what you require to meet business objectives….this will ensure you are doing the right thing through Talent Pipelines and Succession Planning.

This activity is tailor made according to customer needs. If you are interested in discussing this please click -

Team Development

admin — Fri, 28 May 2010 21:23:52 +0000

Team Development

Optimising team performance is often a neglected area for many organisations.

Significant impact can be quickly realised by helping team members to understand each other’s styles and motivations.

This can include using personality profiles, role plays, group exercises, sharing knowledge and improving knowledge of leadership.

This course covers

How teams operate at Peak Performance
How to share tasks
How to delegate
How to motivate your staff
How to communicate effectively within and between teams
How to achieve objectives

Mentoring on a one to one basis is also an important element to ensure success.

Why choose this?

Gaining competitive advantage through great team working is crucial to 21st Century success. This process is individually created according to customer needs for your teams of six to eight people for £195 per attendee. If you would like to discuss please click -

Staff Surveys

admin — Fri, 28 May 2010 21:22:42 +0000

Focused Employee Surveys

The need to open up the organisations’ thinking to enable continuous improvement is very well suited to Staff Surveys.

Specific questions can be addressed, or wider issues around change, restructure, growth, communications, and staff morale and engagement.

Often online but also paper based for teams with irregular access to a PC, and also “one to one” organised and implemented on your behalf by speaking to a sample selection of staff by phone or in person.

If you would like to speak to us about how we could support a specific project in your organisation please –

Presentation Skills

admin — Fri, 28 May 2010 21:21:35 +0000

Understanding the various ways in which audiences can be engaged by presentations. What makes a presenter unique? How to build confidence as a presenter = Knowledge, Confidence and skill

This programme teaches managers and leaders these objectives:

How Nervous Energy can be Harnessed
Making the Best Use of Existing Strengths
Freeing up Body Language
Myths and Rules about Presenting
What you Are and Are Not Allowed To Do
Developing an Individual Presentation Style
How to Stimulate Easy Interaction with an Audience
Preparing for a Non-Linear Presentation – pictures not words
Ways of Getting Ideas Across
How to be Entertaining and Stimulating
How to Create Effective Support Materials

Why would this course benefit your people managers?

Communicating for effective understanding, engaging the audience and getting results – all team leaders, supervisors, managers and directors need to develop these abilities as second nature. We can create a course for your teams of six to eight people for £195 per attendee. If you would like to discuss please click -

Peak Performance

admin — Fri, 28 May 2010 21:20:49 +0000

A one to two day management team event to re-evaluate staff review processes, appraisal systems, situational leadership, managing for top performance, sharing organisational goals, linking departmental goals to individual objectives, using a balanced scorecard and capturing processes for Peak Performing businesses

Creating an environment where staff want to exceed

o Developing a culture that embraces change
o The elements of Peak Performance and building a Peak Performance environment
o Removing the obstacles to Peak Performance
o The importance of processes
o Learning organisations
o Centralising knowledge
o Keeping your knowledge centre up to date
o Why invest the time in creating this approach?
o Balanced Scorecard

Why would this course benefit your business?

This provides a review opportunity for the business about how it is operating, who holds the knowledge, how the business shares information to create efficiencies and where the risks lie. This in house course is produced for your teams of six for £195 per attendee. If you are interested in discussing this please click -

Management Skill Bank

admin — Fri, 28 May 2010 21:19:46 +0000

Managers often lack the confidence to effectively manage their team and ensure that objectives are met.

Teaching the tools of confident management, including:

Situational Leadership
Mentoring
Coaching
Being a Leader
Setting an example
Delegating – what is it, benefits, warning signs, delegating with confidence, why managers DON’T delegate
Motivating People
Managing Conflict
Key people management tools including: The Employment Relationship, Attendance Management, Communications, Effective Meeting Management

Why would this course benefit your people managers?

This is a practical “Tool Kit” for team leaders and supervisors to give them the confidence and knowledge to effectively manage their staff.

This course is run on an in-company basis lasting for two days for teams of six to ten people, for £350 per attendee. If you are interested in discussing this please click -

Contact us

admin — Fri, 28 May 2010 20:49:16 +0000

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