Approved Accreditation Mentor
Role: Learning Professional & Coach
Specialities: Blended Learning, Classroom-based delivery/ Instructor led Training and Facilitation, Coaching/Mentoring, Digital Transformation, Executive Coaching, Instructional Design, Leadership Communication and Effectiveness, Learning Strategy and Implementation, Live online learning/Virtual Classroom Delivery, Organisational Change/Development, Performance Management/Improvement/Performance Metrics, Personalisation of Learning, Social and Collaborative Learning/Social Learning Communities, Operations Management, Transition Coaching for Managers and Leaders
Industry Expertise: Consumer, Government (local, central), Hospitality, Insurance, Media, Retail
Experience: 20 years
Linda’s career spans nearly 30 years in learning and development and this has been recently recognised by becoming a Fellow and Accreditation Mentor for the Learning Performance Institute. Linda is one of the creators of the LPIs new certification programme. She has also recently been a member of the CIPD Learning Matters Committee for the Milton Keynes and Bedfordshire branch.
Linda has enjoyed working in FTSE 100 companies both nationally and internationally, designing and implementing global learning initiatives for leadership and operational resources and courses. She marries her knowledge of learning and development with her skill with working with subject matter experts creating bespoke operational learning initiatives.
Linda is an experienced ILM Level 7 coach and has helped several companies implement coaching methodologies. As a qualified coach, she is passionate about developing people to be the best that they can be and has a special interest in resilience coaching. Linda has coached many managers and leaders, helping them navigate new roles or making new career choices. She has also mentored many learning and development professionals.
Her accomplishments include developing the strategy for the UKs leading retailer bringing coaching to the forefront across the company. Instrumental in the design of an industry leading, interactive, Trainer Excellence Programme for learning professionals. Linda is also a mentor to new L&D Managers and HR Professionals working on large-scale HR Projects
- Fellow of Learning Performance Institute (FLPI)
- Chartered Member Chartered Institute of Personnel and Development (MCIPD)
- ILM Level 7 Coaching and Mentoring
- Resilience Practitioner
- MA Human Resource Management
- Member Association of Coaching (MAC)
- Ken Blanchard Situational Leader practitioner
Coaching within a leading retailer
Working with one of the largest retailers in the UK to assess all coaching activity
across the company. Although coaching was familiar across the company there were
inconsistencies in the knowledge and approach and no process in place for the using
external providers. Staff survey results showed large variances in managers
performance in supporting teams especially in listening and supporting individuals.
A change was needed with a move towards creating a coaching culture. Over 18
months I led the research, analysis and design of solutions of external and internal
coaching activity identifying what the philosophy and approach should be.
Introduce principles and processes for all external/internal coaching
External coaching - Consolidate assess and monitor all activity
Managers as coach - Implement a management programme to increase coaching
skills for managers.
Internal professional coaches - Develop internal professional coaches by Introducing
coaching qualifications to the HR team
This work reduced goods not for resale by 60%
Increase in staff survey results in listening and support from the Manager.
Increase in motivation and feeling valued for those in the HR teams that completed
Knowledge Share at Broadsheet newspaper
Quality journalism is at the heart of every broadsheet newspaper, so that they can
give readers and subscribers the right experience. To satisfy this need in an
everchanging world, this newspaper recognised the need to offer differentiated
experiences and to achieve this they needed to champion new ways of working.
Working discovery sessions with senior teams over a 6 month period identifying,
priority areas, the strategy and approach, development and implementation plan
It was paramount that they all worked together to learn from each other; learn about
their areas and then implement the knowledge. It was essential to build on their
existing skills to enhance stories. The discovery sessions resulted in the creation of a
blend of learning focusing on peer to peer learning that utilised existing platforms.
The solution included:
Team Champions sharing knowledge with their teams.
Short targeted sessions delivered by Subject Matter Experts (SMEs)
Dedicated online Academy guides, videos, eLearning and curated web material
Communities of practice- Champions and SMEs both virtual and physical
Feedback showed positive results against the key objectives resulting in:
Increased awareness of other teams work
All teams were supported and worked together
The fundamentals of all the identified areas were shared to all teams