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PeopleDev

People & organisation development

Helping organisations create clarity, develop leaders and improve performance

PeopleDev provides practical people and organisation development consultancy, executive coaching and leadership development.

I work with organisations to create clearer roles and structures, strengthen performance and talent practices and help leaders and teams perform at their best.

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Introduction

Practical support for people and organisational challenges

As organisations grow and change, roles, structures and people practices don't always keep pace. Accountabilities become unclear, performance processes lose their purpose and managers can find themselves navigating increasingly complex people challenges.

PeopleDev helps organisations make sense of these issues and develop practical solutions that work in their particular context.

This might involve creating a clearer organisation or job structure, redesigning performance and talent processes, developing managers or providing individual coaching to a leader taking on a new challenge.

The aim is always the same: to create greater clarity, improve performance and leave the organisation with approaches it can confidently sustain.

Services

How PeopleDev can help

01

Organisation development, roles and reward

Creating clarity around how work is organised, where accountability sits and how roles relate to one another.

Support includes

  • Organisation and operating model reviews
  • Organisation structure and role clarity
  • Job descriptions and competency frameworks
  • Job architecture, job families and career pathways
  • Job evaluation and role levelling
  • Competency and capability frameworks
  • Pay benchmarking and reward support

The work combines robust external methodology with a practical understanding of how the organisation really operates. The result is a framework that is credible and consistent without becoming unnecessarily complicated.

02

Performance and talent

Developing practical approaches that help people understand what is expected, have better performance conversations and see how they can progress.

Support includes

  • Performance management frameworks
  • Objective setting and performance expectations
  • Feedback and regular check-ins
  • End-of-year review and calibration processes
  • Talent and succession planning
  • Promotion criteria and career frameworks
  • 360-degree feedback
  • Performance system implementation and adoption

Rather than starting with a process or system, I work with clients to identify the behaviours and conversations they want to encourage. The supporting framework is then designed around those outcomes.

03

Leadership and management development

Helping managers and leaders develop the confidence, judgement and skills to lead people effectively.

Support includes

  • Leadership and management development programmes
  • Bespoke workshops and facilitated sessions
  • Managing performance
  • Feedback and difficult conversations
  • Psychological safety
  • Team effectiveness
  • Leadership expectations and frameworks
  • Leadership team facilitation

Development is designed around the organisation's real challenges. Sessions are practical, engaging and focused on what participants will do differently when they return to their roles.

Executive coaching

Creating space for leaders to think, develop and approach challenges differently

I provide one-to-one executive and leadership coaching for people who are:

  • Moving into a new or more senior role
  • Taking on broader leadership responsibilities
  • Managing increased complexity or organisational change
  • Looking to strengthen their confidence or leadership impact
  • Navigating challenging relationships or stakeholder dynamics
  • Considering their longer-term career and development
  • Seeking time and space to think through an important challenge

My coaching is practical, thoughtful and appropriately challenging. I help people step back from the immediate issue, explore what may be getting in their way and identify actions that feel realistic and relevant to their situation.

Coaching can be commissioned for individuals or provided as part of a wider organisational leadership or talent programme.

Discuss executive coaching
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Assessment and insight

Using recognised tools to deepen self-awareness

I use a range of psychometric and feedback tools as part of coaching, leadership development and team effectiveness work.

  • Hogan Assessments
  • Lumina Spark
  • 360-degree feedback
  • Leadership and team profiling
  • Other diagnostic approaches

Hogan Assessments can provide insight into how a person is likely to be experienced by others, including their everyday leadership style, potential strengths, possible derailers under pressure and the values that influence their decisions.

Lumina Spark provides a flexible and accessible way to explore behavioural preferences, how people adapt in different situations and how they work with others.

Other assessment and diagnostic approaches are selected to fit the need.

Assessment is never treated as an answer in itself. It provides a starting point for a richer conversation and is always interpreted in the context of the individual, team or organisation.

How I work

A collaborative and practical approach

Every organisation is different, so I don't begin with a predetermined solution.

I start by understanding the organisation, the issue it is trying to address and what a successful outcome would look like. I then work collaboratively with the people involved to develop an approach that is proportionate, evidence-based and appropriate for the organisation's culture.

My work is guided by four principles:

01

Understand the real issue

Looking beyond the initial request to understand the context, underlying challenge and intended outcome.

02

Keep it practical

Creating solutions that people can understand, use and maintain rather than frameworks that work only on paper.

03

Work collaboratively

Involving the right people, drawing on internal expertise and building ownership throughout the work.

04

Build lasting capability

Providing clear methods, guidance and tools so that the organisation is able to sustain the approach after the project has finished.

Examples of my work

Helping organisations turn complex people issues into practical solutions

Creating role and career clarity

Developing job description frameworks, job architecture, role levels, competency frameworks and career pathways for growing organisations that needed greater consistency and transparency.

Strengthening performance and progression

Redesigning performance, feedback, promotion and career processes to create clearer expectations and more meaningful conversations between managers and employees.

Reviewing organisational effectiveness

Reviewing structures, responsibilities, processes and cross-functional working across UK and international operations, helping leadership teams understand the causes of recurring organisational challenges and identify practical priorities for improvement.

Developing leaders and managers

Designing and delivering management development, leadership expectations, 360-degree feedback and executive coaching to support leaders at different stages of their careers.

Marc Earnshaw, founder of PeopleDev

About Marc

About Marc Earnshaw

I'm an independent people and organisation consultant and executive coach with more than 20 years' experience across talent, performance, organisation development and leadership development.

Before establishing PeopleDev, I held senior in-house roles within global financial and professional services organisations. This gave me first-hand experience of designing people frameworks at scale, working with senior stakeholders and turning good ideas into approaches that managers and employees can actually use.

Through PeopleDev, I now work with organisations across financial services, professional services, technology and the charity and not-for-profit sectors.

My work ranges from focused coaching or facilitation assignments to larger projects involving organisation design, job architecture, performance management, talent and leadership development.

I enjoy bringing clarity to complex or ambiguous issues. Clients value my ability to listen, ask the right questions and develop solutions that are rigorous without becoming over-engineered.

Professional credentials

Professional credentials and tools

  • Practitioner Diploma in Executive Coaching
  • Certified to use Hogan Assessments
  • Lumina Spark Practitioner
  • Experienced in the design and delivery of 360-degree feedback
  • Lean Competency System accreditation
  • More than 20 years' experience in talent, performance and organisation development

Testimonials

What clients say

I would work with Marc again in a heartbeat.
OD Leader, Technology
Your collaborative approach has enabled quality products that are regionally appropriate and aligned with our global practice.
Talent Leader, Banking
With great facilitation skills and the patience to accurately determine the learning needs, Marc is able to deliver solutions that have positive, measurable outcomes.
Learning Leader, Banking
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Contact

Start a conversation

If you're considering a people or organisational development project, looking for executive coaching or simply want to explore what support might be helpful, please get in touch.

I'd be happy to have an initial conversation about the challenge, what you are hoping to achieve and whether I might be the right person to help.

Contact Marc Connect on LinkedIn

marc@peopledev.co.uk

07852 175483

London, UK — working with clients across the UK and internationally

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