“An excellent vision workshop, which really got you thinking outside of your comfort zone in a very good, creative way. Susan demonstrated really good knowledge of the business world, a good broad knowledge making it relevant to the session, I wanted to discuss my business with Susan. I found the session inspirational, it was excellent to have the opportunity and structure to step back and think about the business.”
“Susan worked with our Board and team to create our company vision. The experience and knowledge Susan brought to the innovation sessions she designed and led meant that we all invested in the vision and have the skills to work together to develop it further. Working with Susan is a privilege and has been of huge value.”
"I thoroughly enjoyed the vision bite-sized learning. It was a great opportunity to sit back and breathe, think about the bigger picture of where I want our work to be going, and gain some clarity into how we can consider getting there – and how to bring my team along for the journey!”
“Brilliant and top notch approach from Susan. Great session. Superb delivery. This was by far the best session I have ever been part of in my professional career”
“Keep doing what you do! Very professional and structured. You facilitated this session in a masterful way. Gave us confidence that we would achieve our goals. Great balance between flexibility and discipline”
“Working with Susan has been a real pleasure. Not only is she a very experienced and competent facilitator who really knows how to structure each event but also she has a certain magic about her that all participants instantly warm to. The net result is that you have total confidence in achieving the results you need.”
“I have had the pleasure of working with Susan on a number of projects over the last 4 years. In a personal capacity as an Executive coach which has helped me to develop my leadership and presentation skills. Additionally with team development and culture which led to a huge upswing in our department’s employee satisfaction and engagement metrics. I would wholeheartedly recommend Susan to anyone looking to achieve either of the above. She is a very personable and approachable individual who keeps the client’s objectives front of mind at all times. It is great to have Susan on your team.”
“Susan has an innate ability to sense the needs of an organisation and develop the Team Brand Assessment accordingly. It is an incredibly powerful tool to gain insight into the team mechanics and environment, and is a great foundation on which to base clear and structured actions. Susan really is central to the effectiveness of the tool; with her highly personal and intuitive approach she can extract key information to add to the process.”
“The overall focus on strengths creates a positive mindset in the team and a great foundation for evolution and improvements. Susan helped us to implement and extend ideas and principles. I would strongly recommend Susan to any business that seeks positive and powerful change, through developing its people.”
“Another extremely powerful one-to-one coaching session. Energised, excited and ready to continue to exploit my strengths”
“I’ve worked with Susan both as a colleague and a client. I have always been and continue to be impressed by her vision and creativity. On many occasions she has helped drive through change during difficult circumstances and is adept at helping leaders navigate through periods of stress and uncertainty. I would recommend Scala-Advance and Susan and her team to any business.”
The facts on gender imbalance in leadership at work make for stark reading:
· Globally, women hold less than a quarter of all senior roles. This has crept up by 1% in the past year, and just 6% since 2004
· In small and medium enterprises, 21% are led by women
· Just seven FTSE 100 companies have a female CEO, and there’s just one in the top 50 – Emma Walmsley of GlaxoSmithKline
· In fact, there are more men called David (9) who are FTSE 100 CEOs than women
· In Ireland, just 14% of CEOs and COOs are women
When a goal is achieved in your team or organisation, what happens next?
It’s natural to want to recognise and celebrate achievements. Acknowledging a job well done is a vital part of the process of development.
But there’s a risk: complacency.
If we focus too much on what’s done, we often forget about what’s still to do. We look back, rather than forward to the next job, and the next goal.