The UK equine market is an incredibly dynamic and developing industry. The British Horse Society estimate that 6% of the UK population have ridden a horse in the last year with the equestrian industry thought to be worth around £3.3 billion annually. Sovereign Horseboxes are a top tier UK manufacturer of bespoke luxury horseboxes, bringing together cutting-edge innovation, increased functionality and a genuine passion for the Equestrian industry. Each horsebox is meticulously handcrafted to meet each of the customer’s requirements, and their friendly and professional customer service is a hallmark of their service.
"We have been excited to be one of Enswarm's first customers. Their Innovation tool, in particular, helped us support our clients in collaborating and improving their organisations, and really exceeded our expectations. We are so impressed we are now building Enswarm's tools into our events and consultancy services, and we look forward to continuing to work together."
“It is great having Clarus Knight on board. They are accessible, driven, relatable and understand what it is like to run a small business. They help us look at our finances strategically rather than putting a finger in the sky, and this support has helped us to become a more professional company.”
A Unit of approximately 50 people within a Government Department needed to move to a much larger Government Department within the space of two months, an unusually fast time-frame for a move of this nature. This presented many challenges including: Different IT platforms in the original and new Department e.g. Google to Outlook Different pay scales and terms and conditions in the new Department Different processes and procedures in the new Department, with a more risk adverse culture Staff who had been through prior moves were suffering from 'move fatigue.' Heavy high-pressure staff workloads Requirement to minimise disruption to Ministerial support Merielle Ghali took a leading role in co-ordinating the move. Her remit was to act as the lead representative for the unit, advising and helping them to communicate effectively, and holding them to account. To ensure a smooth move, Merielle: Built relationships with key members of the new Department in advance Built change champions in each of the teams who were moving Participated in Director General level, and Weekly Change Team meetings and cascaded information accordingly Involved the Change Board, Change Team, IT and Facilities teams in weekly cascades to disseminate information and ensure direct two-way feedback Acted as a conduit between the Change Team and the staff affected by the move Tracked all aspects of the move, including FAQs, weekly updating and traffic light reporting The Change Champions were critical to the success of the move. Champions were selected from the Directorates of the Unit and were able to use their insight and networks to help Merielle gather and share information. Champions assisted on a practical level by owning logistics on move day itself. With an aggressive two-month time-line from announcement to move day, rapidly integrating the Unit into the culture of the new Department was it was a high priority. Merielle worked closely with staff to manage expectations, while ensuring that voices were heard, to reach sensible cost effective solutions. The two most challenging aspects of the move were IT and HR. Both were tackled with phased moves. The IT move happened over six months, so that staff could move to new systems gradually. Temporary wifi solutions were set up to support this, along with sessions with IT support and floorwalking. GOV.UK webpages were updated and Merille negotiated to have them set up as a stand-alone agency to future-proof the Unit for potential further moves. Unit staff were trained to upload their own content. Staff had concerns about differences in pay grades and terms and conditions across the two Departments. Merielle arranged opportunities for individuals to speak with HR to discuss concerns and understand the new working arrangements. Once individuals physically moved into their new office space, Merielle led on aftercare, managing queries and problems, with a list of live and often complex issues. One example was poor lighting, which required the procurement of special lighting. The Unit kept all records and logs to act as a blueprint for future moves. Staff feedback on the move was very positive, with staff saying that they felt wanted as part of the new Department. Merielle won two awards for her work supporting the move.
In 2014 Prederi was commissioned by the six CCGs in south east London to carry out a training needs analysis for care homes across the six boroughs of Bexley, Bromley, Greenwich, Lambeth, Lewisham and Southwark. The review covered both nursing and residential care homes, and targeted the outcome of reducing attendance at A&E and pressure on other parts of the system.
Mandarin Consulting delivers expert coaching support to provide graduate job and internship opportunities in London, the UK and beyond. They offer career coaching, cross-cultural training, recruitment and business consulting to enable ambitious Chinese students and graduates to launch and progress their international careers.
A Government Agency that specialised in training, assessment, examinations and policy was required to change purpose and become a Professional Body as part a decision to reduce quangos. The Government required the Agency to become a stand-alone Standard Setting body that would eventually evolve into a self-funded membership organisation. Merielle Ghali, now of MRG Associates, worked alongside the Chief Operating Officer (COO) to bring about the change. During the six months before the transformation, Merielle examined the legislation necessary for the new body, to implement policy and standards for national Workforce Strategy, for a wide variety of paid and volunteer staff. Merielle proactively reviewed her policy team's skill set and best fit for new roles, and identified opportunities for team members in the new organisation or negotiated with the parent department to take them, in advance of the transformation to the new organisation. The outcome was that all of Merielle's team were not put at risk of redundancy. During the transformation, Merielle was responsible for bringing in specialised change expertise, producing FAQs to hold Change team members to account, and opening up dialogue with staff through outreach activities Merielle’s efforts to drive extensive outreach activities early in the transformation were highly beneficial. She spoke with over 300 people, across the UK, acting as a conduit between the profession, staff in the body, the Change team and the Board. This gave individuals a voice to provide valuable feedback and shape what the new organisation would look like and how it would function. Facing redundancy herself, Merielle had credibility with colleagues in a similar position, some of whom had been in post for years. Merielle provided support to individuals at a very emotional time, helping them to understand what the change meant for them, and find positive opportunities during a difficult time. Staff gained confidence in the change process due to Merielle’s outreach activities. Many people said that they appreciated being able to talk with someone ‘real’ and ‘approachable’, which made them feel valued. This made a significant contribution to a new organisation based on feedback, with people bought into the change process.
The Board of a Regulatory Body of approximately 60 people was struggling to keep track of multiple projects and the associated costs, necessary to understand the progress of high-risk and high-value projects. The organisation had a history of using external consultants to build systems to enable reporting to the board on major projects. Unfortunately, the systems were not working as they should. Staff lacked confidence in the systems and were using disparate methods to provide project reporting to the Board. Staff were cynical about further initiatives, and were concerned that management would impose a new system from the top down. Merielle Ghali was asked to lead an internal project team to improve oversight of all projects, large and small scale. A combination of: A consultative, collaborative approach that involved asking individuals what did and did not work in prior systems Analysis of processes and day to day working practices led to the development of a new solution. The new solution blended Prince 2 project management methodology with bespoke processes geared towards the needs of the organisation. The Board received regular highlight reports detailing project activity, along with Risks and Issue registers. Merielle built a Programme Office (PMO) using in-house staff to implement the new system, and support colleagues. This ensured buy-in across the organisation. The new solution was delivered within three months, from inception to business as usual. Individuals benefited from the visibility of project push and pull points, which the Board were able to see across all projects to make the right decisions.
Tech-Wales provide high quality IT support services across the UK. From our base in South Wales we can provide day to day IT support services, cloud migration services and application integration services. In this testimonial you will hear how we support graphene technology company Haydale with their IT requirements.
The Royal Academy of Engineering (RAE) provides leadership and promotes excellence across all fields of engineering, to the benefit of society. Prederi was commissioned by the RAE to support a major change programme, focused on improving the RAE’s management of public money and to build a culture of securing “value for money” from its investments. Working with the Royal Academy of Engineering to improve its business processes for managing Grants.
Prederi was personally commissioned by the MD of NHS Hertfordshire CSU to be acting Finance Director and deliver a full output based review of the entire CSU service which assessed the true drivers of cost, the actual unit activity cost and the profit and loss making customers. To then use this information to help them better run their business.