“Very challenging - gave an opportunity for rich and deep thinking - lots to take away and ponder on”

“Appreciated the focus and the relevance to the pressing issues of now. Excellence of inputs and multi-professional nature”

“It chimed with the challenges we’re facing at the moment. High quality presentations”

“This was very relevant during times of change and upheaval in my own work. Great organisation and delivery -very good content and themes discussed/presented”

Leadership Development Programme:

“The findings of the evaluation indicated that the programme had been beneficial to the Council as a whole both through individual staff development, networking and the recommendations made by participants about the recruitment and retention of senior women.

• 72% of participants had changed their plans/aspirations for the future, particularly in terms of considering themselves more likely to apply for senior posts.

• 94% suggested that there had been changes to their personal development

• all participants reported changes to their skills and awareness of their skills

• almost all (89%) reported changes to their ways of working which linked to the development of more effective management and improvements to team working.”

Excerpt from independent external evaluation quoted in submission to COSLA re Chrysalis programme. The development workshops had been designed and delivered by Marie Kane, who also facilitated and provided the individual coaching for the RWG 360 degree leadership feedback process

“I miss my visits and meeting with you. I got lots of positive feedback from x at my supervision session. I can’t thank you enough for putting stuff in perspective for me. I think about our conversations when I reflect on my practice, so in some way we are still working together on all aspects of my work that have to be improved”

Excerpt from e-mail from Service Manager, public sector organisation

“An examination of the results of the pre-review survey revealed significant progress in terms of the agreed changes which team members had decided upon 6 months previously. There had been an appreciable difference in team members’ perception of how the team as a whole managed to embody the three Team Behaviours which they had agreed to prioritise for improvement, and which would help them decrease the gap between the way they were and the way they wanted to be. These three Team Behaviours were:

Increased Trust

Increased Respect

Increased Team Responsibility”

“The day exceeded my wildest hopes for it. The positivity in the room was high and contributed greatly to the outcomes - we have a way to move forward and some commitment to actions. It was also good to have felt safe enough not to avoid talking about the difficult issues. It was very well facilitated, letting us think together in a supportive but provocative (in the best sense) way.”

Senior Manager commenting on Strategy Day which brought together a range of private and public sector partners to discuss collaborative working

Excerpt from Evaluation of Stirling University Leadership Development Work:

“Really appreciated having 'time out' and a chance to reflect on my practice and role. Marie was an enthusiastic tutor and ensured a lot of involvement. Good overall content. Liked mixture of theory and practice. I found all the action learning sessions to be really thought provoking and is something I will try to implement in my workplace”

Excerpt from Evaluation of Service Review Day: medium sized care sector organisation:

“It was efficiently and gracefully and intelligently led. It held my interest and helped us to achieve our aims. It was well researched - prior questionnaire was a good idea, and you facilitated with great clarity and respect. A model of good communication.”

Excerpt from evaluation of Staff Review and Development Day, childcare sector:

What did you like about the event?

• The atmosphere, the welcome and the well organised programme
• Morning session useful in orientation for the day
• Very good facilitator. Positive approach. Team morale was very low - we needed this.
• Facilitation style - open discussion/focussed
• Content of transitional theory. Quotations. Drawing activity. Good discussion about confidence.
• Taking time to acknowledge transitional phase for the team - start to explore future/think about options
• Acknowledgement of confusion, uncertainty of future of our team.
• Some direction about where we are going in the future.
• Time to reflect and as a whole group directly deal with relevant issues facing the team
• An opportunity to express views and feelings about significant changes/losses experienced by the team over the last two years. To explore impact on the team.
• Greater sense of identity as a team of where we're going
• People leaving the day feeling they have some sense of hope

Excerpt from evaluation of Scottish Natural Heritage Springboard programme:

“This course was amazing and came at just the right timing for me career wise (although didn’t know that at the time of selecting the course). Our facilitator, Marie, was amazingly skilled in assessing and then getting the best out of all the various different people on the course”