- Do you need help preparing a CV or personal statement?
- What tasks would you prefer to handle on your own?

I am open to a conversation to see how I can best support you. The best ideas always come from those using a service.

I have learned that trust builds strong partnerships. Leave space for your people to act. Give them the power to own decisions. You will see the difference in your culture, your results, and your confidence as a leader.

What steps have you taken to move from control to trust in your teams?

No one grows by being told what to do all day. Micromanagement might feel safe, but it only leads to confusion and missed goals. People stop caring, they stop thinking, and some will quietly leave.

1/ People say what is on their mind, even if it is tough
2/ Problems come out early, not too late
3/ Everyone knows they own their part
4/ Results come faster because people act, not wait
5/ Teams feel strong enough to try, to fail, and to learn

His team and clients feel let down. Motivation has faded.

In construction, I often hear this. When trust breaks down:

• Motivation drops
• Projects slow down
• Good ideas go nowhere

Now, look at teams that build real trust. Here is what happens:

→ Good people lose their spark

I spoke to a candidate last week. He works hard with his team. They share ideas, they talk openly, and they want to deliver. But above them, ownership wants to control every move, checks every detail, never lets go. The result? He cannot stand behind those choices.

It’s about helping people and businesses grow, together.

What matters most to you when building a true partnership? Let’s discuss where you see the biggest opportunity for change. 🚀

- Building trust, one conversation at a time

Fast forward a few months-partnerships born at these events are leading to:

→ Stronger teams
→ More inclusive sites
→ Real support for new leaders

That’s what makes this work worth it. Not ticking boxes. Not just placements.

Through the work that Constructing Excellence, Build UK and DESIGN AND BUILD PUBLISHING LTD, the help that they provide, they are there to open doors to new standards.

- Pushing for more accreditations (we can always raise the bar)
- Using my network to help others see what’s possible

Across all these events, one thing is clear. Connections last long after the panel is over. A handshake leads to a coffee. A coffee leads to a real partnership. That’s where growth happens.

- Nominees who show what strong leadership looks like
- Sponsors and speakers, lifting others up
- The next wave of talent waiting for their shot

- Leaders who want to share real stories (not just stats)
- Conversations on recruitment that actually mean something
- Events where talent, not titles, takes centre stage

I see the same at the Women in Construction Awards. The energy is different.

A strong interview process is not just about finding the right person. It’s about building a reputation as a company that cares about people. In a competitive market, this makes all the difference.

How do you approach feedback in your hiring process? Let’s discuss.

And when possible, I offer real feedback-not just a polite “no.” This simple step has led people to recommend our business, even if they weren’t successful.

It often turns disappointment into respect.

I make it a point to ask, “Is there anything you didn’t get a chance to tell us today that you think we should know?” It gives candidates a sense of closure.

But the most overlooked step is what happens after the interview. Most candidates will not get the job. How you reject them says everything about your brand. A short, generic message can leave people feeling ignored. Taking time to give constructive feedback shows you value their time and effort.

If you’re not prepared or if each interviewer asks the same questions, people notice.

I’ve seen it many times. The best candidates have options. They are not only being assessed-they are assessing you, too. From the first greeting to the final feedback, every moment matters. A cold welcome or a lack of structure sends a message about your culture.

Every interview is a reflection of your business. The process shows candidates what it’s like to work with you. Even if they don’t get the job, they will share their experience with colleagues, friends, and sometimes even competitors. This can shape your reputation in ways you may not expect.