Elva – Executive Consultant

“Partnering with inspiring clients in their quest to make a difference in their organisation and for their people is what I inspires me at work.  I am passionate about empowering people in their jobs and careers, particularly women and their need to integrate all the areas of life.  Outside work, I enjoy singing, church bell-ringing and homeopathy plus enjoying my 3 children of course.   My colleagues and clients say that I am  enthusiastic, visionary – and ‘loud’…or so I am told!”

Profile:

As well as 10 years experience in Human Resources – mostly latterly as Corporate HR Manager for RAC Motoring Services, Elva offers 12 years international consulting experience in business psychology. She directed the 360 degree feedback and development consultancy practice in SHL – both in the UK and in the USA. She has delivered consulting projects globally and locally – including assessment and development centres, talent management programmes, competency modelling reviews, management development courses, performance management projects, executive coaching and training in 360 degree feedback skills and coaching.

She is a recognised expert in the change and development arena and has published on her specialist interest 360 feedback and has also spoken at international conferences. She has worked across the range of organisations from global private sector IT companies to public sector organisations. Elva is also a qualified and licensed Homeopath and enables transformation through coaching, facilitation and through holistic treatment.

Testimonials:

“I am very pleased with the thoroughness of the psychometric analysis conducted, which has gone beyond my expectations.”
– Daryl Murray, Royal Bank of Scotland

“I did a couple of 360 feedback sessions using our original 360 (Excel i.e. primitive) based provider’s materials and report formats yesterday, and it reinforced for me (again), the excellence of the reports your company produces. Specifically, the usual report does not get into revealing (to those receiving feedback) what individual feedback scorers actually scored them on individual questions, and I think typically this is far better i.e. only usually giving overall averages from all respondents as a collective. The two reports I fed back on DID reveal individual scores and they were a major cause of concern, distraction to the clients, and almost entirely unhelpful as part of the feedback report.”
– Nigel Pugh, Open University