Leading Strategic and Cultural Change at Linear
Chrysalis and Nick have been working with Linear Clinical Research since June 2016 when Dr. Michael Winlo joined as the new CEO. Nick has supported Michael and the Linear management team through a facilitated process to develop their strategy, leadership and business model. Significant to this engagement was facilitating cultural change to support the new Linear strategy. This included workshops for the senior executive to have the conversations they needed to work effectively and build trust, executive coaching for the leadership team and support in facilitating external partnerships and collaborations. The outcomes for Linear are a revitalised strategic direction, improved culture and engagement internally and externally, a redesigned organisational structure and significant growth in revenue.
Building a social catalyst at Faculty of Social Sciences, University of Wollongong
Nick was approached in mid 2016 by Professor Glenn Salkeld as the new incoming Executive Dean for the Faculty of Social Sciences at University of Wollongong to support him and the Faculty in undertaking a journey of strategic change to implement his ‘Social Catalyst’ vision. The Chrysalis engagement has included facilitation of a number of workshops for the Heads of Schools and Associate Deans of the Faculty to identify and confirm the strategy and culture required to bring the desired change to life. Nick and the Chrysalis team also undertook a review of Early Start (including the Early Start Discovery Space and the Early Start Research Institute) and Nick has been working with the Early Start Leadership Team to implement the findings. Nick is also acting as an Executive Coach for the Early Start Research Director Professor Tony Okely.
Transforming people and culture at Curtin University
Nick was approached in late 2016 by new People & Culture Director Ian Jackson to support Curtin University with helping them think through and implement transformation of the then named HR function. The engagement has focussed on three elements, designing a Talent Strategy, defining the People & Culture Enabling Plan (business plan) and to support and facilitate a new organisational design for the People & Culture team. Nick has worked across the People & Culture team, engaging widely to support the required shift in thinking.