Leadership & Transformation
Mentoring & Team Development
In Action
Leadership development
Mentored junior staff into senior roles with clear pathways and expectations.
Training and coaching
Delivered structured development plans and on-the-job learning tailored to each individual.
Cross-functional communication
Helped finance engage credibly and consistently with non-finance colleagues.
Team restructuring
Redesigned roles and responsibilities to match capability and business needs.
Culture building
Created a no-blame environment that encouraged input, accountability, and growth.
Retention and progression
Supported career progression and stability during a period of transition.
Mentoring & Team Development
Building capability, confidence and culture.
Transformed a junior, unsettled team into a confident, collaborative function trusted across the business.
Challenge
When I stepped into the Finance Director role, the existing team was both junior and unstable. A previous FD had exited quickly, and one team member had aspired to the top role, creating internal tension. Confidence was low, and the team lacked structure, technical clarity, and purpose. Yet the business needed strong, commercially-minded finance support through a period of change and growth.
Approach
I began by designing a new structure that aligned with the business’s evolving needs and defined clear roles and responsibilities. I held one-to-one sessions to identify development areas, set expectations, and establish accountability. I introduced structured training, regular feedback, and mentoring that went beyond the technical — building confidence, judgement, and commercial understanding.
Culturally, I promoted openness, encouraged cross-functional engagement, and reinforced a no-blame approach to learning. The goal was not just to upskill individuals, but to develop a finance team capable of holding its own with senior leadership and supporting decision-making with clarity and confidence.
Impact
Upskilled and stabilised the finance function following a period of disruption.
Supported early-career professionals into more senior roles through structured development.
Successfully guided an apprentice through qualification and full-time transition.
Improved cross-functional trust and collaboration between finance and other departments.
Created a proactive, communicative finance culture focused on adding value — not just reporting numbers.
