Communication Skills For Psychological Safety

Eskil works extensively in psychology, communications & behaviours - this is a London Workshop about psychological safety

Speaking up at work can be difficult and this can be a result of a culture that stops us from communicating.  We worry what colleagues will say (and what our boss will think).  By fostering psychological safety, all employees can feel safe to speak up.

One of our primary areas of interest is psychological safety in the workplace.  Our work in this field covers psychology, communications, and behaviours.

Regardless of what you are doing – whether it’s with family, friends, or colleagues – we need to be able to communicate.

To achieve anything meaningful, we go further and faster when we collaborate.

A sense of psychological safety is critical.  We want to be able to speak our mind and to know that we will be listened to.  In doing so, we want to see that our opinions are as valid as anyone else’s.

In the workplace, so much relies on psychological safety.  We see causal links between this sense of safety and innovation, productivity, acceptance of change, and more.

Likewise, in the social context, we want to feel the same kind of psychological safety within our friends and family.

There are direct links between psychological safety and a person’s happiness and productivity.  Here is a half-day workshop to cover one of the key elements of this: how we communicate.

Practical & Applicable

In this four-hour session we will:

  • Explore the benefits of psychological safety in the workplace and home
  • Look at what’s ‘below-the-line’ – what interferes with the receipt of information
  • Practice the art of the conversation to build rapport, empathy, and trust
  • Consider how to build a relationship with someone with different opinions

This half-day is a fantastic introduction to building a stronger culture within a team or the wider organisation.

Check the flyer here or Book your ticket here.


Contact Information

Contact: Click here & send a message
Tel.: +44.7592.350.945
Email: [email protected]
Website: eskil.co

The Training Business Case


The international boardroom development company, Eskil launched Eskil Training in 2016 to provide Middle East Learning & Development with a focus on delivering.  This includes building the business case for learning & development.  We can help build your training business case.

Many members of our team have been involved in procurement / commissioning of training.  We have often asked the question, “what makes you different?” and far too many companies had no answer.  When we launched Eskil, we developed the business model in order to answer this question.  We have to show a value (and believe in our value) as we create learning & development to justify your business case for training.

Whether you are attending our in-house (corporate) or our open workshops, you want to know that you are going to get value for money.

Business Case For Learning & Development

And the future…

We are now looking to speak to key decision makers about corporate strategy and how learning & development can support your plans.  We work with you in setting out the business case as well as designing full programmes to ensure that your objectives are met by a motivated, focused and engaged workforce.

Facilitators within Eskil’s network are former CEOs / Directors for $50m+ organizations or leadership experts.  The majority of the facilitators are multi-lingual and have a background in applied business psychology.

Feel free to contact us to discuss your own business case for training.

Multi-Level Intervention Turnaround

Eskil Condition Recondition is a 100-day multi-level intervention turnaround program for the boardroom, leadership, high performing teams and key individuals - delivered in UK Europe GCC New York

We often use the phrase “every issue is an opportunity; every opportunity is an issue”.  Either way, if your organization is going through any form of change, it is likely that your key person will benefit from our 100-day multi-level intervention turnaround program, Condition / Recondition.  

Multi-level intervention

When we think of intervention and turnaround, the default is to think of corporations bringing in specialists to stop the decline and fix the problem.  In many respects, the same thing applies at the divisional and departmental level.

Eskil has taken this further by applying the principles at the individual level too.

In much the same way as at the corporate level, Eskil’s Condition / Recondition is here to help.

  • Discuss the issue with stakeholders and the individual to help determine the core opportunity
  • Assess the psychology of the individual
  • Reflect with the individual as they explore the causes and effects of the situation
  • Challenge & Support the individual – helping them to review and modify their world view as they build new knowledge
  • Collaborate with key stakeholders to support the evolution of the individual
  • Close of the engagement – we work to 100 days so that everyone knows from the outset that there is an end-point

Every issue is an opportunity

Issues and opportunities, to a degree are a reflection of mindset.  For example, someone with a signature emotional intelligence strength of ‘optimism’ will see opportunities everywhere.  Some are internal issues with an opportunity for resolution which, in turn, improve the business.  You may have an aggrieved customer and there is an opportunity not just to resolve the problem but exceed expectations.  Importantly, in both cases, the opportunities exist for embedding new process and modifying your culture.

At the time, however, your head is down, focused on the immediate fix.

Even with the examples above, we can see that, at the heart of these, your people play a key role.

More obvious ‘people’ issues are around performance – whether it’s dynamics, conflict, motivation, communication, collaboration… your people are the key.

The focus of our Condition / Recondition model is determined by the ambitions of the key stakeholders.  Our intervention turnaround model exploits key strengths whilst addressing underlying causes for non-performance.

Being mentored by Neil is not always comfortable but the challenges posed are always focused on exposing the underlying currents that constrain or inhibit positive action. There is no room to either hide or procrastinate so whilst I whole heartily endorse Neil as an effective business mentor, beware, he will challenge you and take you out of your comfort zone.

Every opportunity is an issue

This is a less-obvious area of organizational performance.

There is a lot of money invested into the intervention turnaround aspect of Condition / Recondition.  This is due to results being measured quite easily (‘have they improved?’).

When it comes to ‘opportunities’, it is less evident but it is just as crucial (if not, more so).

You have people progressing through the organisation – some are fast-tracked and some are being promoted because (harsh reality), they are the best of a bad bunch.

Your key people may have the right kind of ‘hard skills’ (technology, on-the-job experiences).  Our program is an opportunity to work on communications, mindset, psychology and more besides.

In this instance, we are, again, looking to leverage strengths and build the areas for improvement.

Facilitating Intervention Turnaround

As we see that every issue is an opportunity and every opportunity is an issue, the key thing for us is that we talk with the key stakeholders.  Any deployment of Condition / Recondition has to be aligned to corporate strategies and needs to have the full support of your main people.

After the initial consultation with the stakeholders, we sit down with the individual themselves.  This gives us a chance to build an appreciation of the situation from their point of view.

Beyond this, we use a blend of business psychology, mentoring, coaching, and critical friendship with a target of stepping back on day 100 with a facilitated meeting between the stakeholder(s) and the individual.

On working with one sales professional in a UK Plc, the complaint was made that “the underperformer is getting more attention than we are”.  The reply was simple, “when you’re the biggest underperformer, you’ll get the same treatment”.


Contact Information

For further information about accessing our Condition / Recondition program:

Contact: Click here & send a message
Tel.: +44.1527.852.405
Email: [email protected]
Website: eskil.co

Croatian Facilitator Signs With Eskil

Eskil is an international boardroom development company - based in Europe, operating on four continents, Eskil delivers projects, consultancy, training and mentoring to CEOs and Directors

Eskil Signs Up First Associate Croatian Facilitator

Business consultant and senior HR professional engaged as Associate Facilitator

WARWICK, UK, August 3, 2018 – the international boardroom development company, Eskil (https://www.eskil.co) has signed papers with the Croatian facilitator, consultant and L&D professional, Marino Miloš in the role of Associate Facilitator.

Marino Milos is a Croatian Facilitator and an Eskil Associate in Central Europe - a facilitator, trainer and consultant

With almost 20 year’s experience in the HR areas, Marino Milos is a highly experienced speaker, facilitator, consultant and advisor.

Marino has worked within IT Services as well as Banking & Finance including being HR Director with Allianz (Zagreb) and Chief Advisor (Asset-Liability Management) with Privredna banka Zagreb (PBZ).

Since 2012, he has been engaged as an independent management consultant, providing HR expertise to organizations in Central Europe.

Facilitation & Consultancy Skills

Eskil is able to access Marino’s expertise as an associate facilitator which includes:

  • Psychometric recruitment 
  • Employee Engagement
  • Performance management system
  • Accelerated professional development programs
  • Internal corporate university (ICU) framework
  • Leading assessment teams in evaluation and / or identification of critical talent
  • Re-designed job grading systems
  • Developed a new concept of remuneration and variable pay
  • Initiate and deploy organizational restructuring processes (radical ‘delayering’, job titles standardization, unifying employee and managerial contracts) 
  • Negotiation with union representatives, neutralizing litigations through dialogue and reaching agreement 

Multicultural Facilitator & Consultant

I knew of the reputation of Eskil and, specifically, Neil before I actually engaged him to work with people in an IT Services company in Croatia.  Eskil’s emphasis on introducing information and ideas in engaging ways resonated with my own style.  One thing that stood out was their insistence on working in partnership with a client as opposed to being a supplier.  This captured my interest in them as I could see how they would support me as an Associate Facilitator and their Client in a truly collaborative commitment.

(Marino Milos, Croatian Facilitator)

Marino’s Bachelors in Psychology and Masters in International HR Management both underline his commitment to cross-cultural activity.  This includes assessing talent in Russia, Hungary, Slovakia, Serbia.  His speaking engagements have been in Croatia, Bosnia and Herzegovina, and Austria.

With our commitment to extending our profile into Central & Southern Europe, we have been actively seeking out Associates & Partners.  Marino’s multi-cultural experience is impressive and critical in the modern business world.  We could see how Marino’s expertise as a consultant would be hugely beneficial to our clients and the role of associate facilitator incorporates training, projects and advisory work.

(Neil Fogarty, Eskil)


About Eskil

With an emphasis on organizational health, Eskil is an international boardroom development company, specialising in governance, compliance, ethics, strategy, leadership capability, boardroom dynamics and wider organization transformation / development.

Using their Eskil PGCE® methodology, the organization engages with public and private sector organisations on four continents:

  • Projects – assigned by boards or board members to work on discrete projects.  This also extends into senior support of business-critical programs.
  • Guidance – with a strong foundation in business psychology, Eskil provides executive coaching, mentoring and critical friendship to board members, senior leadership teams in senior management teams.
  • Consultancy – working on behalf of boards and board members in such areas as policy, audit, and review.
  • Education – delivery of seminars, briefing sessions and broader learning & development in leadership, board dynamics, collaboration, strategy, intrapreneurship and more.

Facilitators within Eskil’s network are former CEOs / Directors for $50m+ organizations or leadership experts.  The majority of the facilitators are multi-lingual and have a background in applied business psychology.


Contact Information

Click here for further information about Marino:

Contact: Marino Miloš
Tel.: +44.1527.852.405
Email: [email protected]
Website: eskil.co

Middle East Workshops


When it comes to Middle East training, there are many organizations with a wide variety of skills to pick from.

Effective training in the Middle East is more than just having somebody reading out slides from a screen. Training needs to be practical and engaging.  We design our education so that you take knowledge away from the workshop back into the business straight away.

Eskil Middle East Learning & Development is a Middle East training company first launched in 2010

Our experience in Middle East training goes back to 2010 when I started to deliver open workshops in Egypt and Dubai on such subjects as collaboration and communications.

This has evolved over time to now specifically deliver corporate workshops designed to address particular issues including performance, conflict, culture, intrapreneurship (corporate entrepreneurs) and collaboration.

To underline our commitment to Middle East Learning & Development, we signed agreements with Arabic Associates as well as entered into a Joint Venture so that we could bring our entire catalog of workshops to the Middle East.

Eskil® PGCE™

In 2016, we started to introduce the Eskil® PGCE™ model.  We use education as a core part of any work we do, whether this is project-based, consultancy, coaching or mentoring.

Projects – commissioned by the board and / or individual directors, we undertake discrete, standalone projects.  This may include KPI definition, employee engagement, 360-degree assessments, or even senior level recruitment / resourcing.  In many cases, our facilitators can apply their boardroom expertise in providing senior support to organizational development programs.

Guidance – Eskil Middle East Learning & Development uses psychology tools, methods, and approaches.  We provide executive coaching, performance coaching, change coaching, mentoring, and critical friendship to your key personnel.

Consultancy – everyone within our network have provided consultancy to clients.  This includes HR Consultancy; audit and review of functions; policy writing, and more.

Education – whether through our personalized Tailored Learning programs or our facilitated corporate workshops, Eskil provides blended education incorporating dialogic facilitation, elearning, serious games, and mentoring.

We are continuing our expansion into the Middle East.  We are offering a 25% discount on all workshops until November 20, 2018. For further details about the opportunity to have specially-designed workshops delivered, email [email protected].


To organize a discussion with us about our work in the Middle East:

Associate Facilitator Joins Eskil

Eskil is an international boardroom development company - based in Europe, operating on four continents, Eskil delivers projects, consultancy, training and mentoring to CEOs and Directors

Latest Associate Facilitator Joins Eskil

Business consultant and senior L&D professional in Egypt signs up as an Eskil Associate

WARWICK, UK, July 1, 2018 – the international boardroom development company, Eskil (https://www.eskil.co) has signed papers with the Egyptian business consultant and L&D professional, Ahmed Reda in the role of Associate Facilitator.

Ahmed Reda is an Associate Facilitator in the Middle East - a facilitator, trainer and consultantAhmed has over a decade’s experience in the field of L&D and this positions him will as a consultant working with colleagues in Eskil Middle East Learning & Development.

He joined MSA University in 2014, working in the Training and Organization Development department where he started to utilize his diverse background in training including designing materials and training development.

He currently holds the position of Senior Learning and Development Supervisor as well as acts as a Corporate Business Consultant for multinational companies.

Prior to MSA, Ahmed has held positions with Dale Carnegie Training and New Horizons.

We had worked with Ahmed on a series of conferences and workshops in Egypt and knew of his reputation as an  engaging and effective professional.   His outlook and creative talents are a fantastic fit with Eskil as we strongly believe that people learn more through activity and play.

(Neil Fogarty, CEO, Eskil)

Ahmed has trained, coached and consulted with over 20,000 people in more than 50 corporations with different backgrounds.

In addition, Middle East clients are able to access Ahmed’s experience in training delivery, training needs assessment, course instructional design, material development and business consultation. 

When we first heard about Ahmed, we knew that he had the right kind of skills, experience and personality for our business.  We particularly like his approach to business as it is the same as ours: we learn through play.  Our business games and serious games fit well with his own extensive experience in the local market.  He will be a valuable Associate Facilitator to Eskil.

(Gaby Saghbini, Eskil Middle East Learning & Development)


About Eskil

With an emphasis on organizational health, Eskil is an international boardroom development company, specialising in governance, compliance, ethics, strategy, leadership capability, boardroom dynamics and wider organization transformation / development.

Using their Eskil PGCE® methodology, the organization engages with public and private sector organisations on four continents:

  • Projects – assigned by boards or board members to work on discrete projects.  This also extends into senior support of business-critical programs.
  • Guidance – with a strong foundation in business psychology, Eskil provides executive coaching, mentoring and critical friendship to board members, senior leadership teams in senior management teams.
  • Consultancy – working on behalf of boards and board members in such areas as policy, audit, and review.
  • Education – delivery of seminars, briefing sessions and broader learning & development in leadership, board dynamics, collaboration, strategy, intrapreneurship and more.

Facilitators within Eskil’s network are former CEOs / Directors for $50m+ organizations or leadership experts.  The majority of the facilitators are multi-lingual and have a background in applied business psychology.


Contact Information

Click here for further information about Ahmed:

Contact: Ahmed Reda
Tel.: +44.1527.852.405
Email: [email protected]
Website: eskiltraining.co

Characteristics Of Effective Facilitators

Facilitate with impact - what are the characteristics of an effective facilitator

A client asked me the other day what makes a great facilitator and this made me stop and think.  I have been in facilitated sessions and have been a facilitator myself for many years and so I was able to give the client a breakdown of what I believe to be the top characteristics of an effective facilitator.

  • An effective facilitator is passionate about people, guiding each person and the group to uplift their potential;
  • They focus on the transformational process;
  • They inspires people by connecting emotionally with them;
  • They are authentic and walk their talk;
  • Their natural self leader attitude makes them seen as someone whom delegates can rely on and look up to;
  • They take care of the individuals and the group, being an exceptional empathic listener;
  • Importantly, they have fun!

The secret of great facilitation is a group process that flows – and with it will flow the group’s ideas, solutions, and decisions too. The key responsibility as a facilitator is to create this group process and an environment in which it can flourish, and so helping the group reach a successful decision, solution or conclusion.

I find that facilitation calls for working with passion, love and humor, and guiding people safely out of their comfort zone as the key to their sucess is just there, to reach the next level. People are always surprised by their own journey, as they ask me, “how did you bring us out of our comfort zone without us noticing?” I always smile and answer, “because this ‘difficulty’ is just an illusion, a self limitation.”

What’s the difference between a trainer and an effective facilitator ?
In June 2017, I facilitated a series of workshops for the sales people of the largest telecommunications company in France. These guys work in different stores and are really proud and commited to the company (which is not always the case in many companies, for the time being).

The feedback taken at the end showed that, across the board, people enjoyed the way I facilitated these workshops, mentioning the fact they had previous boring trainers.

A trainer is seen much more as an instructor, an educator who conveys a knowledge or skills to a group of people. It’s mainly based on a one-way direction. In other words, the trainer delivers the information and there is low interaction with the group which does not feel implicated. It can be of worth in some specific situations as technical skills, IT trainings etc.

However this model was also used for years in soft skills trainings. I remembered having attended trainings delivered this way. The most crazy thing happening would be role-play where participants were afraid of playing as, most of the time, the trainer put them down! I had experienced this myself and understand how miserable it can make you feel. How could participants build their self confidence in such conditions ? How could they grow and be successful ?

After this bad experience, I was determined to play the game differently.

In short, I followed the path of becoming a facilitator and I can tell you that the most difficult part of the facilitation remains the role-play as people keep recalling the old-fashioned way described above.

That’s the reason why the facilitator has to take care of the delegates, by creating an emotional connection based on respect, confidence, empathy, always recognizing the strengths of each individual and giving them the boost to grow to the next level.

Seeing the individuals and the group growing to the next level is the most rewarding part of being a facilitator and that’s my commitment each time I facilitate a group or coach individuals: I strive to be a facilitator with impact.


Contact Information
For further information about accessing effective facilitators:
Contact: Eskil (UK)
Tel.: +44.1926.497.211
Email: [email protected]
Website: eskil.co

Experiential Learning

Eskil is an experiential learning company

Experiential learning is the process of learning through experience.  It is more specifically defined as “learning through reflection on doing”.

We’ve all gone through an education system: primary and secondary schooling; college and / or university; corporate workshops – and we all have different educational experiences.

One of the common issues with education is simple: unless the experience is engaging, meaningful and embedded, then it isn’t retained.

When you consider the return on your corporate training investment, education that isn’t retained (and applied) is a waste.  In dollars and cents, it’s simple: measure your ROI and expect to see it.

Our approach to this is through Active Learning which includes ensuring that the education is tuned to individual requirement (this is the foundation for our Tailored Learning Intervention), dialogic facilitation, peer learning, action learning, serious games and mentoring.

Ebbinghaus Forgetting Curve

In 1885, Hermann Ebbinghaus collected data to plot a ‘forgetting curve’.  He ran a limited, incomplete study on himself and then published his hypothesis, “Über das Gedächtnis”.  This was later translated into English as Memory: A Contribution to Experimental Psychology.

As well as identifying the amount of information forgotten over varying periods of time, Ebbinghaus also came up with the effects of “overlearning” (e.g. if you practice something more than what is usually necessary to memorize it, the information is more impervious to being lost or forgotten).


Causes of forgetting & remembering

Whilst Ebbinghaus hypothesized that the basal forgetting rate differs little between individuals, he proposed that the speed of forgetting depends on such factors as:

  • The difficulty of the learned material (e.g. how meaningful it is)
  • Methods of how the knowledge is remembered
  • Physiological factors (e.g. stress and lack of sleep

He went on to suggest that basic training in mnemonic techniques can help overcome those differences in part as well as repetition based on active recall (especially spaced repetition).

His premise was that each repetition in learning increases the optimum interval before the next repetition is needed (for near-perfect retention, initial repetitions may need to be made within days, but later they can be made after years).

Later research suggested that, other than the two factors Ebbinghaus proposed, higher original learning would also produce slower forgetting.

The example we tend to use relates to programming in C++ whereby two of our directors attended a series of training sessions in the language in 1991.  Whilst the training included some basic exercises, neither director actually did any coding in between lessons.  Needless to say, this disjointed and ‘light’ training with no relevance or reinforcement led to zero capability in C++ !


Experiential Learning

In 1984, the American educational theorist David Kolb published his book, “Experiential Learning: Experience as the Source of Learning and Development” which introduced a four-stage cycle of learning and four separate learning styles.

Kolb’s ‘preference dimensions’

Kolb has defined one of the most commonly used models of learning. As in the diagram below, it is based on two preference dimensions, giving four different styles of learning.

Perception dimension

The perception dimension is how people perceive things (ranging from ‘concrete experience’ where we look at things as they are, without any change, in raw detail through to ‘abstract conceptualization’ where we look at things as concepts and ideas, after a degree of processing that turns the raw detail into an internal model).
This spectrum is very similar to the Jungian scale of Sensing vs. Intuiting.

Processing dimension

In the processing dimension, people will take the results of their perception and process it in preferred ways along the continuum between ‘active experimentation’ (take what they have concluded and try it out to prove that it works) through to ‘reflective observation’ (take what they have concluded and watch to see if it works).

Working on the point that there are different learning styles in the workplace, experiential learning is based on:

Divergers (Concrete experiencer / Reflective observer)

  • Take experiences and think deeply about them
  • Diverge from a single experience to multiple possibilities in terms of what this might mean
  • Like to ask ‘why’
  • Will start from detail to constructively work up to the big picture
  • Enjoy participating and working with others
  • Prefer a calm & stable environment to one driven by conflict
  • Generally influenced by other people and like to receive constructive feedback
  • Like to learn via logical instruction or hands-one exploration with conversations that lead to discovery

Convergers (Abstract conceptualization/Active experimenter)

  • Think about things and then try out their ideas to see if they work in practice
  • Like to ask ‘how’ about a situation
  • Like to build an understanding how things work in practice
  • Prefer facts
  • Will seek to make things efficient by making small and careful changes
  • Prefer to work by themselves, thinking carefully and acting independently
  • Learning through interaction and computer-based learning is more effective with them than other methods

Accomodators (Concrete experiencer/Active experimenter)

  • Have the most hands-on approach
  • A strong preference for doing rather than thinking
  • Like to ask ‘what if?’ and ‘why not?’ to support their action-first approach
  • Do not like routine and will take creative risks to see what happens.
  • They like to explore complexity by direct interaction
  • Learn better by themselves than with other people
  • Prefer hands-on and practical learning rather than lectures

Assimilators (Abstract conceptualizer/Reflective observer)

  • Have the most cognitive approach, preferring to think than to act
  • Ask ‘What is there I can know?’
  • Like organized and structured understanding
  • Prefer lectures for learning, with demonstrations where possible, and will respect the knowledge of experts
  • Learn through conversation that takes a logical and thoughtful approach
  • Often have a strong control need and prefer the clean and simple predictability of internal models to external messiness
  • Prefer to learn through  lectures that start from high-level concepts and work down to the detail
  • Like reading material
  • Prefer to ‘stay serious’ and do not enjoy to learn through play

Regardless of what type of Learning & Development you go through, ‘one size does not fit all’.

In our experience, the majority of corporate learners are assimilators (we can point to many observations in our feedback forms where learners have strongly disliked learn through play) and the hands-on learning of accommodators has been historically low.

Our learning & development programs build capability in leadership, strategy, and wider organizational development  all focus on the question, “how will you apply this back into the workplace?”  With over forty different workshop exercises (of different complexity and length), we design build & deliver activity-driven workshops with activities, comprehensive workbooks with a huge amount of supplementary information, exercise books for assessment towards CPD Credits and also post-workshop mentoring (1:1 and virtual classrooms) – all with an ambition to satisfy Kolb’s four learning styles.

Working With The Association For Business Psychology

Neil Fogarty is announced as the Midlands Representative of the Association for Business Psychology.

 

 

NEIL FOGARTY BEGINS WORK WITH ABP

Eskil CEO announced as regional representative of Association for Business Psychology

 WARWICK, UK, January  3, 2018 – Neil Fogarty, CEO of the international boardroom development company, Eskil has been appointed in a role as regional representative of the Association for Business Psychology.

 

Neil Fogarty is a business writer, speaker, advisor and facilitator. He is CEO of the international boardroom development company, Eskil.Neil began her career in IT in 1986 before progressing into business services in 1989.

After selling Mosaic Associates in 2000, he set up what became Eskil with a focus on working with business owners, divisional directors, managing directors and CEOs.

Working with public and private sector organizations in various countries, Neil is now an international business speaker, a contributor to both virgin.com and Business in Gulf magazine in Bahrain.

In 2017, he was appointed as an Advisor to the Corporate & Business Services Division (CBSD) of MSA University in Cairo and is actively involved in building different corporate development models.

As the co-owner of Eskil, Neil has managed the merger of the business with Spark Najah in the Middle East and has developed partnerships in The Caribbean and West Africa.

The role with the ABP is very exciting – there is an opportunity to build the membership in the UK Midlands whilst engaging with organizations who are starting to use psychology methods, tools and approaches on a much broader scale.  Whether it is recruitment, conflict & mediation, change managment or building cohesiveness in the boardroom and down through the structure, we see psychology at play.


About Eskil

With an emphasis on organizational health, Eskil is an international boardroom development company, specialising in governance, compliance, ethics, strategy, leadership capability, boardroom dynamics and wider organization transformation / development.

Using their Eskil PGCE® methodology, the organization engages with public and private sector organisations on four continents:

  • Projects – assigned by boards or board members to work on discrete projects.  This also extends into senior support of business-critical programs.
  • Guidance – with a strong foundation in business psychology, Eskil provides executive coaching, mentoring and critical friendship to board members, senior leadership teams in senior management teams.
  • Consultancy – working on behalf of boards and board members in such areas as policy, audit, and review.
  • Education – delivery of seminars, briefing sessions and broader learning & development in leadership, board dynamics, collaboration, strategy, intrapreneurship and more.

Facilitators within Eskil’s network are former CEOs / Directors for $50m+ organizations or leadership experts.  The majority of the facilitators are multi-lingual and have a background in applied business psychology.


Contact Information

For further information about Eskil:

Contact: Scott Taylor
Tel.: +44.1926.497.211
Email: [email protected]
Website: eskil.co

Eskil Chair Sue Smith Awarded MBE

Eskil is an international boardroom development company - based in Europe, operating on four continents, Eskil delivers projects, consultancy, training and mentoring to CEOs and Directors

Eskil Chair awarded MBE

Former local government CEO receives MBE in Queen’s New Year’s honours

 WARWICK, UK, December  29, 2017 – the chair of the international boardroom development company, Eskil (https://eskil.co) has been recognised for her services to local government in the Queen’s New Year’s Honours List.

Sue Smith is Chair of Eskil, and Graven Hill Development Company, Chair, Vice President of the Confederation of Chinese Business (U.K), and Non-Executive Director, Swim England

Sue Smith began her career in local government as a recreation assistant at Anglesey Borough Council in 1979 and moved up the ranks across four other councils before leaving her post as chief executive of Harborough District Council in 2011 to become the first joint chief executive of Cherwell District and South Northamptonshire Councils.

As the first joint chief executive for both councils, Sue oversaw the biggest transformation of local government in Cherwell and South Northamptonshire since the 1970s.

Soon after she was appointed she was central to the expansion of the shared services model which cut out duplication between the two councils and has saved millions of pounds each year.

In South Northamptonshire she oversaw the planning of housing expansion in Brackley and Towcester to help meet the national housing shortage, the development of the Silverstone Masterplan, the regeneration of Moat Lane in Towcester and the construction of a new community building with a new library and council offices.

In Cherwell, Sue presided over the growth of Bicester as an Eco Town and saw it awarded Healthy New Town Status in 2016. She was also instrumental in the evolution of the Graven Hill development in Bicester, the UK’s largest self and custom build development, of which she continues to be chair.


About Eskil

With an emphasis on organizational health, Eskil is an international boardroom development company, specialising in governance, compliance, ethics, strategy, leadership capability, boardroom dynamics and wider organization transformation / development.

Using their Eskil PGCE® methodology, the organization engages with public and private sector organisations on four continents:

  • Projects – assigned by boards or board members to work on discrete projects.  This also extends into senior support of business-critical programs.
  • Guidance – with a strong foundation in business psychology, Eskil provides executive coaching, mentoring and critical friendship to board members, senior leadership teams in senior management teams.
  • Consultancy – working on behalf of boards and board members in such areas as policy, audit, and review.
  • Education – delivery of seminars, briefing sessions and broader learning & development in leadership, board dynamics, collaboration, strategy, intrapreneurship and more.

Facilitators within Eskil’s network are former CEOs / Directors for $50m+ organizations or leadership experts.  The majority of the facilitators are multi-lingual and have a background in applied business psychology.


Contact Information

For further information about Eskil:

Contact: Neil Fogarty
Tel.: +44.1926.497.211
Cell: +44.7592.350.946
Email: [email protected]
Website: eskil.co