Robin Jacobs Email & Phone Number

Singapore,Dubai And London

Designing and facilitating high level ,leadership development programmes aimed at C-Suite clients in various locations in the Middle East, South East Asia and Europe. Six current programmes being delivered:- Succession Planning For Leaders.- Stakeholder Management - Becoming a More Influential Leader.- Leading High Performance Teams- Managing Your Executive Stress- Amazing Conversations - The Leader as a Coach- Transforming Yourself to Become a More Successful Sales Leader

Part of a group working on the design of a number of senior level programmes to do with the strategic introduction of new telecoms communication technology and systems along with the skills and knowledge required to operate it at a high level of competence. Overall, helping to ensure that the Network operates safely and efficiently.

Desborough,Northamptonshire

Conducted a complete review of the University's succession issues and designed a new, corporate wide, succession planning scheme ready for implementation in 2018

London, United Kingdom

Designed and delivered a new, pilot, succession planning project for the St Ives Marketing Activation Division (SIMA).

Part of an external team of consultants hired to manage a major, senior staff assessment and development programme for its top 100 people called 2020 Vision. This included the design of the overall process, designing and managing assessment centres, the selection and use of relevant psychometric testing and the design of a consistent structure to be used to supervise the executive coaching element. Along with colleagues, he was required to draft individual, final assessment reports for submission to the Vice Chancellor. In all, he coached nearly 20 senior staff throughout the programme.

Uk

Supported the UK Managing Director and Board of this rapidly growing packaging business to improve its leadership and performance culture from a traditional, top down, not untypical manufacturing sector business to a much more empowered, coaching style of leadership.Along with providing advice concerning the structure of the business to facilitate its continuing growth plans.This included advice on mergers and acquisitions. A key part of the role was also to establish a structured, learning and OD function within the business.

Peterborough, United Kingdom

I was brought in to devise the company's first, corporate L&D strategy. This required me to review and clarify the then current business strategy and design an L&D strategy to support it. Learning and development had previously been a somewhat ad hoc activity not particularly related to the requirements of the business strategy. My other responsibilities during this time included managing a small team of L&D specialists, external suppliers and the company's graduate programme.

The then new CEO of the business decided to initiate a major restructuring and change management programme. As part of the process, the 'walls' that divided the two parts of the business - PC World and Curries - were demolished (literally in some cases!). I was responsible for the design and delivery of two, change management programmes - improving customer service and coaching skills for managers. These were rolled out across al stores on a nationwide basis and included a front end, train the trainers programme to increase delivery capacity. I also designed and delivered a programme aimed at its most senior managers - advanced stakeholder management skills, again with a nationwide roll out.

Cambridge, United Kingdom

Supporting the Directors of HR and Organisation Development to address the endemic issue of transitioning senior electronics engineers into senior leadership roles within the business.Designing and delivering programmes of: one to one executive coaching,coaching skills development at both entry and more advanced levels,career and succession planning and senior team development.In addition promoting the development of a sustainable internal capacity to deliver these and other similar,new development initiatives in future.

Amersham,Uk.

Worked closely for three years with the HR Director and other Board members to design and roll out a senior manager, succession planning and development process. Briefly, this involved 25+ managers a year undertaking an intensive and structured programme of assessment and development to evaluate their future potential within the business.It included :advising the board on the selection of high potential candidates, the formation and development of talent pools, the design and delivery of workshops, psychometric assessment tools, the identification of temporary assignments and secondments, regular review meetings, one to one coaching and drafting detailed evaluation reports for each candidate to be considered by the Board.It also included metrics to measure the success and effectiveness of the programme as a whole as far as its impact on the business was concerned.In all nearly 75 senior managers undertook the programme.

Recruited into a then new human resources management consultancy - a wholly owned subsidiary of BDO.Its vision was to add value to existing BDO mid market clients by offering HR support in addition to its core, financial advisory services. Led by one of the senior partners,I helped to recruit key members of staff, developed an internal and external marketing and business development strategy, developed the service offering as well as delivering fee earning contracts to clients.support to a range of clients in organisation and leadership. I developed my own client group to offer leadership development, talent management, succession planning, executive coaching and senior executive assessment and profiling. Clients included; BP,Glaxo Smith Kline, Ikano (part of the IKEA Group),Bristol Myers-Squibb,Rhone Poulenc and KPMG .

Helped found a niche based consultancy business that focussed on the development of rapid growth, mid market businesses.From a standing start, helped to grow the business to a £1.5 million turnover at its peak mainly through the development and marketing of a rapid growth, business development programme called Supergrowth.The programme was marketed successfully in partnership with KPMG who had a strong interest and presence within the market sector at the time.Amongst the programme's unique features were its multi disciplinary approach to learning and business planning. Plans were presented as investment opportunities to leading venture capital firms.

Phd, Applied Psychology

Activities and Societies: Associate Fellow - British Psychological Society

Msc., Human Resources And Labour Relations

Part Time

Post Graduate Certificate In Education (Pgce), Further Education, Pass

Bsc, Development Economics