Services for Organisations
What makes my approach different?
You've probably sat through a version of this before: a facilitated "transformation" day, a room full of energy, a wall of Post-it notes and eight weeks later, nothing has actually changed. Not because the ideas were wrong, but because the process moved at the facilitator's pace, not the organisation's, and nobody came back to check whether it held.
What you actually want is different: a process that respects the pace your team can genuinely sustain, not the pace of the deadline. Space to think something through properly before committing to it, rather than being talked into a decision quickly. And someone who's still there afterwards not a consultant who hands over a document and moves on to the next client.
That's the same standard I hold for the people carrying out the work day to day. Leadership teams in high-stakes, high emotional-load environments know that the strategic thinking is only half the job - the staff living it out, taking disclosures, managing crises, absorbing the emotional weight, need somewhere to put that down too, or the strategy outlasts the people delivering it.
I create fully bespoke change and assessment processes designed to fit your organisation, not my agenda, whether I’m working with your frontline staff or your leadership team.
Group Supervision/Reflective Practice Retainer
If your team has been managing the emotional cost of this work quietly because there was never a structured space to put it down, only an informal debrief after the worst days this is built to change that. A predictable, protected rhythm, not a crisis response: a place where practitioners in forensic psychology, domestic violence, healthcare, social care, or criminal justice roles can say what the work actually costs them, without it being read as not coping.
It's a supportive, non-confrontational space by design. Nobody is required to perform resilience here, and nobody is pushed to disclose faster than they're ready to. The value comes from consistency the same group, the same rhythm, over time not from a single powerful session.
Erica is a BPS approved clinical supervisor, and listed on the Register of Approved Applied Psychology Supervisors.
Priced by enquiry: each process is co-created with your organisation to reflect the unique needs of your staff.
Embedded Strategic Partner
If you've reached the point of wondering whether you need to hire a strategy manager, it's usually because the strategy day gave you a plan, but not anyone to hold it alongside you afterwards. You're not looking for someone to take charge of the business you're looking for continuity: the same person who understood the context in the room, still available to check whether the plan is still right as circumstances change.
This strand grows out of an existing relationship rather than starting as a cold package. It often begins with individual reflective space for a director or senior leader, expands to include business decisions because the two are rarely separable for someone running a small organisation, and formalises once it's clear the leadership team wants that continuity made explicit rather than informal.
In practice, it's quarterly business strategy accountability sessions reviewing progress honestly, adjusting where the business has moved on combined with ongoing reflective space for the leaders carrying the plan out, individually or together. You get a strategic partner who already knows what your team can actually sustain, not just what looks right on paper, and who won't push you toward a pace that isn't realistic for the people who have to deliver it.
Strengths to Strategy
If your experience of strategy development has been someone else's template applied to your organisation regardless of fit, this works the other way round. We start from what's already working - real evidence of your organisation's own strengths not a deficit list handed down by an outsider. You set the pace of the engagement; nothing gets rushed to a decision just because the agenda says so, and you won't be pushed toward a direction that doesn't sit right just because it's the tidiest answer.
Follow-on Accountability and Review Days mean you're not left checking your own progress against a plan alone. We come back, together, to see what's actually holding and what needs adjusting so the strategy stays a living document your team trusts, not a report that got filed.
Priced by enquiry: each day is co-created with your organisation to reflect where you are and what you need.
Starting at £1,750
Evidence of Change: Assessment and Evaluation Frameworks
Most organisations that invest in training or a change programme can tell you whether people enjoyed it. Few can tell you whether it worked, who it worked for, or what actually made the difference. Satisfaction data answers a different question to impact data, and the two get conflated more often than they should.
I've spent twenty years developing evaluation methodology precise enough to answer that harder question properly, including a framework later adopted as the national standard for evaluating domestic violence perpetrator programmes. This strand builds a bespoke assessment or self-report framework around whatever change you're making: a leadership programme, staff training, or a new way of working so you have real, defensible evidence of impact rather than feedback forms.
That evidence tells you honestly whether the work is reaching the people it's meant to help, and gives you something credible to put in front of funders, commissioners, or your own board.