John Evans
John Evans
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Matrix Management

Started May 21, 2010

 

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Managing an ongoing global HR leadership development programme and supporting regions within WVI to implement talent management programmes.
Status posted by John Evans Nov 20, 2011
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Matrix Management

Has anyone been involved with, or have knowledge of, recent research into the merits/demerits, conditions for success of matrix management as a form of organisational design?See More
Discussion posted by John Evans May 21, 2010
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Talent management, succession planning, culture change ...
Status posted by John Evans May 12, 2010
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Coaching

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This is a group to discuss all aspects of coaching. Please share your questions, comments, insights and any interesting cases.
John Evans joined Paul Z Jackson's group Apr 13, 2010
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Jill Pennington left a comment for John Evans
Hi John Thanks for the welcome! Hope to see you at an event.... how are things with you?
Sep 1, 2009
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John Evans left a comment for John Evans
Hi Jill Look forward to meeting up soon. I am currently in California but should be back in the UK soon. I am really well thanks Jill. Hope you are also. It has been a long time since we last spoke and, by the way, I am now working with World…
Aug 25, 2009
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John Evans left a comment for Jill Pennington
Hi Jill Good to see you in AMED! John
Aug 24, 2009
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John Evans updated their profile Aug 4, 2009
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John Evans replied to Ned Seabrook's discussion 'Complexity'
Agreed - though that does not go far enough to my mind and I think the attached paper teases out five dimensions rather well. There may be more!
Aug 4, 2009
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John Evans replied to Ned Seabrook's discussion 'Complexity'
I wanted to comment particularly on the Santa Fe "school" which is referred to here. For an introduction to Santa Fe economic complexity thinking see: “Strategy at the edge of chaos” by Eric D. Beinhocker. For a fascinating…
Jul 29, 2009
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John Evans replied to Belina Raffy's discussion 'Networking Tips'
My favourite tip is simple: Keep business cards you receive in one pocket. Put your own in another pocket. Remember which is which! Doing this helps to avoid pulling out the card of a competitor instead of your own card.
Jul 9, 2009
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Blog posts by John Evans Jul 7, 2009
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Evaluating Executive On Boarding

With President Obama's first 100 days fresh in the mind, I have been reflecting on "executive on-boarding programmes". Do they really make a difference and enable senior executives - new to the complexities of our corporate environment - to be effective as soon as possible? Have we got the balance of activities right? Is an accent on building a network really helping? Could we, perhaps, boil the whole thing down to five simple questions that incoming business leaders should ask their…See More
Blog post by John Evans May 11, 2009
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John Evans is now a member of The AMED Network May 9, 2009

Profile Information

Where do you live and work (City)?
London and South East
What are your top professional skills?
Organisational Change and Transition
Coaching - career, executive, business
Talent management
Leadership development
Employee engagagement
What kinds of management education and development services are you involved in?
Consulting, coaching, assessment, 360', performance management, organisational change.
What is your main interest in the AMED network?
education, networking, inspiration, personal development
Please share your favourite management development insight or quote.
"If you think you're too small to have an impact, try going to bed with a mosquito in the room." (Dame Anita Roddick, 1942-2007)
What kind of person are you?
24-7
More about you (Short Bio or any other details you’d like people to know)
John Evans is a qualified and experienced career counsellor and executive coach with corporate consulting experience (gained with the world's leading HR consultancy) in talent development, leadership and management capability development. He builds trust based partnerships with clients and operates credibly with business leaders in both private (notably financial and professional services) and public sectors (education, health, employment). John is a strategic thinker who communicates persuasively in person and on paper. He has secured and managed major programmes of work, led teams of up to 40 people and managed budgets up to £4m. John is networked in HR, education, outsourcing, professional services, finance, government and IT. John currently works with World Vision International as Global Leadership Development Advisor.
What I’d like from the AMED network is…
To be inspired!
What do you do for your own development?
Network, read, reflect.
Your Business Website
http://odmatters.blogspot.com/

John Evans's Blog

John Evans

Managing High Potential Individual Contributors

In career and talent management practice the high potential employee who is a business critical, individual contributor represents one of the most valuable resources an organisation has. They are a sizeable investment and managing their careers can be challenging task - especially for the manager whose personal career plan looks very different. Getting the best out of them can be a critical factor in an organisation's shared success and is an important part of many manager’s roles. These… Continue

Posted on July 7, 2009 at 5:51am

John Evans

Redundancy Communication

More and more managers are today having to manage redundancy programmes. One of the most difficult communication challenges they face takes place on the very day employees leave. Perhaps this is because the formal announcements can be scripted and prepared for, perhaps it is because "leaving day" combines informality, challenge, emotion and real, physical change in a very poignant way. (It is difficult not to be impacted by the sight of valued colleagues literally "packing up their bags" and… Continue

Posted on July 7, 2009 at 2:57am

John Evans

Providing 360 Degree Feedback - as a Mentor

When Mentors have agreed to providing participants in a development programme with the results of their 360 degree feedback their role "takes on new clothing".



The Mentor role is extremely important to the 360 degree process, and needs to be carried out well to ensure that the participant gets the maximum out of the feedback. Effective facilitation of the feedback session will enable individuals to get the most out of this development opportunity. Ineffective facilitation is likely… Continue

Posted on July 6, 2009 at 10:00am

John Evans

Evaluating Executive On Boarding

With President Obama's first 100 days fresh in the mind, I have been reflecting on "executive on-boarding programmes". Do they really make a difference and enable senior executives - new to the complexities of our corporate environment - to be effective as soon as possible? Have we got the balance of activities right? Is an accent on building a network really helping? Could we, perhaps, boil the whole thing down to five simple questions that incoming business leaders should ask their… Continue

Posted on May 11, 2009 at 11:09am — 2 Comments

Comment Wall (2 comments)

At 1:29am on August 24, 2009, Jill PenningtonJill Pennington said…
Hi John
Thanks for the welcome! Hope to see you at an event.... how are things with you?
At 7:48pm on August 24, 2009, John EvansJohn Evans said…
Hi Jill

Look forward to meeting up soon. I am currently in California but should be back in the UK soon.

I am really well thanks Jill. Hope you are also. It has been a long time since we last spoke and, by the way, I am now working with World Vision International as Global Leadership Development Advisor.

Best regards - John

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