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Executive Action is the best in the business
Jamie Buchan, CEO

I couldn’t commend Anne and her colleagues more highly… a brilliant service
Marc Wolman

I received an excellent service from Executive Action tailored exactly to my needs
Simon Oakes, Senior Civil Servant

Executive Action are demonstrably experienced in their field, well-connected and always went that extra mile
Ash Marston, Head of IT

Executive Action are a pleasure to work with, even after placement they keep in contact to ensure all is well
Chris Browning, Managing Director

Having someone to talk things through with, to support me and push me to focus my ideas was fantastic
David Blackwood, Group Finance Director

Empowering and very time-effective way of answering some key questions
Clara Swinson, Senior Civil Servant

Its great strength is that it is tuned to the individual instead of process-driven
Peter Whittle, Group Strategic Development Director

As well as my dedicated consultant, there was always someone on hand to help with whatever was needed, from interview training to research
David Blackwood, Group Finance Director

News and Articles

We like to keep our people informed and inspired through regular updates and news bulletins, and will keep adding articles here, so please check back regularly.

Currently Viewing: performance management

Getting the Balance Right

Posted: April 14th, 2016 | Author: | Filed under: Communication, Development | Tags: , , , , | No Comments »

John Renz on the virtues of acknowledging performance issues and personal satisfaction At this point in the year, organisations are either at year-end or preparing for it, and this inevitably means reaching a view of individual performance as well as assessing whether objectives have been achieved at an organisational level. This can often mean one […]

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Executive performance

Posted: December 1st, 2015 | Author: | Filed under: Communication, Development | Tags: , , , | No Comments »

At this point in the year, organisations are either at year-end or preparing for it, and this  inevitably means reaching a view of individual  performance as well as assessing whether objectives have been achieved at an organisational level.  This can often mean one of two things: a superficial assessment, only really focused on organisational objectives, or […]

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