Specialisms
I specialise in the following areas:
- Executive Coaching
- Leadership Coaching
- Leadership Training
Anne is an Executive Coach, Mentor and Consultant (ILM Level 7, ICF ACC, Chartered FCIPD) supporting senior leaders and leadership teams across local government and complex public-sector environments. With over 25 years’ senior HR and organisational development leadership experience, she partners with Chief Executives, Directors and senior leaders navigating organisational change, increased strategic responsibility and leadership transition, enabling them to lead with clarity, confidence and impact.
Her work draws on significant experience leading equality, culture and organisational change initiatives, supporting leaders to create inclusive environments where people and performance can thrive. Anne’s equality and culture expertise enables her to support senior leaders in creating inclusive, high-performing organisations where leadership behaviour, organisational culture and strategic outcomes are aligned.
Her equality and organisational development work has contributed to nationally recognised outcomes and supported organisations preparing for external inspection and transformation.
With over 25 years of senior HR and OD leadership experience, Anne brings expertise in workforce optimisation, cultural transformation, and employee engagement. She has a strong passion for HR, EDI, and inclusion, with a history of embedding values-driven practices, strengthening representation, and driving organisational performance.
Career highlights include leading the HMICFRS inspection response and achieving national recognition through awards such as the Armed Forces Covenant Gold Award, ENEI TIDE Gold, White Ribbon, and Disability Confident certification. Anne is widely recognised for creating safe, inclusive, and high-performance environments through integrity, vision, and collaboration.
Key Strengths/Areas of Expertise
Coaching and People Development
Her coaching integrates a practical leadership model; the 3 C’s Framework; supporting leaders to navigate complexity, make confident decisions and sustain effective leadership during periods of organisational change.
Executive Coaching & Mentoring (ILM7,ICF) Leadership Growth & Development
Multi-Site & Matrix Management Communications & Stakeholder Influence
Strategic Leadership and Transformation
Change & Transformation Management Governance & Compliance
Workforce & Succession Planning Process Modernisation & HR Technology
Culture and Inclusion
Equality, Diversity & Inclusion Employee & Community Engagement
Culture & Values Alignment Reward & Recognition Strategies
HR and Employee Relations
Employment Law & Policy Development Union & Stakeholder Engagement
Performance & Talent Management Health, Safety & Wellbeing
Strategic Equality & Culture Reviews:
Alongside executive coaching, Anne undertakes strategic equality, culture and organisational effectiveness reviews for local authorities and public-sector organisations.
Drawing on extensive senior HR and organisational development experience, she works with leadership teams to assess culture, leadership behaviours and organisational systems through an equality and inclusion lens. Her approach moves beyond compliance, supporting councils to align equality ambitions with leadership practice, workforce experience and service outcomes.
Typical assignments include:
- Strategic equality and culture reviews
- Leadership and organisational diagnostics during change or reorganisation
- Independent insight to support inspection readiness and improvement planning
- Senior leadership facilitation and reflective challenge
- Translating equality strategy into practical leadership action
Anne brings extensive experience leading equality and cultural transformation programmes within complex public-sector organisations, including work recognised through national awards and inspection outcomes. She supports senior leaders to translate equality commitments into practical leadership behaviours, sustainable culture change and improved organisational performance.
Professional Qualifications
- Chartered FCIPD – 2025
- International Coaching Federation (ICF) – Associate Certified Coach (ACC) accreditation
- IOSH for Senior Executives – 2024
- NEBOSH – 2022
- ILM7 Diploma in Executive Coaching & Mentoring – 2017 – 2020
- PRINCE2 Project Management – 2014
- CIPD Chartered Membership – 2004
Notable Achievements/Value Added
• Strategic Vision and Workforce Planning: Spearheaded the People Strategy 2020–2025, aligning workforce goals with the Service’s vision and values. Delivered tangible outcomes including improved talent pipelines, increased workforce diversity, and enhanced succession planning. Lead implementation of the 2025–2030 People Strategy, embedding it into the Community Risk Management Plan to future-proof the Service.
• Cultural Leadership: Directed the Service’s successful response to HMICFRS thematic reviews on Values & Culture and Standards of Behaviour, achieving 100% on-time and within-budget delivery. Drove measurable improvements in organisational culture, resulting in strengthened staff engagement, enhanced public trust, and positive inspectorate feedback.
• Transformational EDI Leadership: HR lead for the HMICFRS People Pillar, driving sustained actions and initiatives through the Improvement and Tactical Boards. Delivered all strategic objectives, achieving marked KPI uplifts and tangible culture change. Praised by HMICFRS for exceptional progress, directly contributing to the Service’s successful exit from “Engage” (special measures) and restoring Service credibility and confidence.
• Strategic EDI Leadership: Set and delivered the strategic direction for EDI through a comprehensive review, resulting in the establishment of the Culture & Ethics Steering Group and Staff Networks. Introduced a dedicated People and Culture Officer role, embedded Equality Impact Assessments (EIAs) into governance, and implemented robust KPI reporting. Significantly enhanced employee EDI data capture, enabling evidence-based decision-making and targeted interventions. Outcomes included increased staff engagement, improved representation, and greater accountability, with EDI communications and visibility markedly improved across the Service.
• National Recognition: Under my strategic leadership, the Service achieved multiple high-profile accolades, including the Armed Forces Covenant Gold Award, ENEI TIDE Gold accreditation, White Ribbon status, and Disability Confident certification. These honours positioned the Service as a national exemplar of diversity and inclusion, reflecting a sustained commitment to equality and significantly enhancing employer brand and public trust.
• Delivered impactful EDI projects: Enhanced premises and incident welfare, fostered engagement through successful events such as recruitment initiatives – Positive action, Pride and Eid in the Park, and improved Service wide training programmes such as Bystander and EIA – resulting in increased employee engagement and positive cultural shifts, backed by actionable feedback leading to policy innovations.
• Diversity and Recruitment Success: Exceeded Firefighter recruitment target (300+), boosted diversity (42% of recent cohort being female), and enhanced succession planning through innovative community engagement and positive action statement and initiatives – demonstrating a commitment to inclusive hiring.
• Promise, Values and Behaviours Launch: Steered SMT in co-developing and embedding core Service values across all aspects of the employee life cycle – including induction, training, policies, appraisals, visualisation and leadership frameworks. Ensured visible integration and employee ownership, resulting in stronger cultural alignment, improved accountability, and enhanced organisational cohesion.
• Digital Transformation and process optimisation: Led HR digitisation initiatives, change management, and automation of processes, achieving significant cost savings and improved efficiency – achieving 100% DBS compliance, sharing our approach nationally, audits (i.e. HR Operations, Workforce planning, Payroll, Safeguarding) show sustained improvements and embedding best practice across the Service.
• Employee Engagement and wellbeing: Increased annual Culture survey participation to 75%+ for three consecutive years, implementing actions such as feedback loops, annual People awards, recruitment initiatives, training improvements and leadership visibility, resulting in improved employee engagement and cultural change.
Training/Coaching Programs/Workshop Offers
- EDI – strategic review, audit, setting strategy, policy review, training etc.
- Equality Impact Assessments – training on them and carry out a review of change, policy, project etc.
- Self Doubt to Self Trust
- Executive Leadership Coaching (1:1)
- Group Coaching for Leadership Teams
- Leadership Transition and Reorganisation Support
LGR Experience & Expertise
- Restructures
- Corporate realignments
- Change management
- Wellbeing of people
- Employee engagement
- TUPE in and out of the business
- Coaching Approach:Anne’s coaching approach combines constructive challenge with psychological safety, creating space for senior leaders to think clearly, strengthen confidence and make purposeful decisions aligned with organisational priorities.