John Evans
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Started May 21, 2010


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Latest Activity

John Evans posted a status
"Career decisions often involve uncertainty. It's possible to adopt a process that will avoid common mistakes."
Nov 20, 2019
John Evans replied to Paul Z Jackson's discussion Coach as developer? in the group Coaching
"Hi Paul, Your post from 2010 caught my eye. I have been fortunate to work with coachees who are progressing through long term leadership development programmes which incorporate significant, coachee defined, organisational change projects. In these…"
Apr 17, 2019
John Evans posted a status
"Executive coaching"
Apr 16, 2019
John Evans updated their profile
Apr 16, 2019

Profile Information

Where do you live and work (City)?
London, UK
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?
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

John Evans's Blog

Raise Your Hand?

Currently researching examples of corporate "raise your hand" facilities that allow staff to express their interest in new and developing roles aligned to forward business plans - even where a vacancy has not been formally defined. Do any AMED Members have practical experience of such initiatives?

Posted on August 27, 2016 at 16:36

The pussy cat stares into the puddle and sees a lion

“Big data” discussions, particularly in HR and OD circles, sometimes appear to overlook the fact that assessment and development centres were early, and successful, attempts to bring together data from a range of sources for organisational and/or individual planning purposes. Today, downward cost pressures may lead to organisations questioning whether they can afford such physical “centres” (though the evidence of value, admittedly from test publishers, has largely been…


Posted on February 12, 2016 at 6:03

Poster Presentations

In the margins of many academic conferences poster presentations are well established means of communication. There are well established conventions, templates and guidelines. I am not aware, however, of poster presentations being used in leadership development programmes and I wonder if other AMED members have experience of this application of what can be, after all, a highly effective, completely original and very flexible form of communication.

Posted on September 15, 2012 at 1:14

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 5:51

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 2:57

Comment Wall (2 comments)

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At 19:48 on August 24, 2009, John 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
At 1:29 on August 24, 2009, Jill Pennington said…
Hi John
Thanks for the welcome! Hope to see you at an event.... how are things with you?

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