Rich Littledale

As a chartered psychologist I have nearly 20 years of experience and insight, and a network of contacts that gives me access to the latest evidence and research.

While at YSC Consulting - a global independent leadership consultancy - I evaluated and coached over 200 leaders across multiple sectors and including business heads in FTSE 100 companies. I advised high street brands on how their leaders need to change to meet their digital future.

I have created and implemented people processes (performance reviews, objective setting, job evaluation/grading, HRIS implementation) across global businesses. I have devised development events and psychometric tools to evaluate leaders and help them grow. 

Having been a team member at www.polihq.com I understand what it is like to work in a startup struggling for its existence. In my non-Exec role I was responsible for people, ethics and culture. 

I have had great successes and glorious failures, and you can benefit from what I have learned from both.

Outside of work, I am a dad of two, a husband, a cyclist and insect enthusiast. I live and work in Hackney.

Experience

2018 to present - Founder of PeopleUp and freelance consultant

2016 to 2019 - Poli
Non-Executive Director

2013 to 2018 - YSC Consulting
Managing Consultant and head of YSC's Digital Leadership Team

2006 to 2013 - Clifford Chance
Career Development Manager

2003 to 2006 - Capita
Senior Consultant Psychologist

2001 to 2003 - OTL
Consultant Psychologist

Qualifications

Diploma in Executive Coaching (AOEC)

Chartered Occupational Psychologist (CPsychol)

Registered with Health and Care Professions Council (HCPD)

Psychometric Test Use - Levels A & B

MSc Occupational Psychology - Institute of Work Psychology - Sheffield University Business School

BSc Philosophy and Psychology - University of Bristol

Values

  • Use the best available evidence and research

  • No intervention without measurement

  • Minimum viable HR

  • Align HR to value and to product

 

Case Studies

Below are some recent assignments either with startups, more established technology firms or organisations in digital transformation. 

 
 

PE Backed COrporate Learning PLatform

Brief: The CEO had identified a candidate to take on the newly created role of UK General Manager for this Sydney-based business. I was asked to provide a cost effective but in-depth assessment of the candidate's likely fit, strengths and development areas, as well as a summary of the support required to help them succeed.

Action: 1) A one hour in depth briefing with the CEO to understand product, company structure, role and critical capabilities. 2) A two hour psychometric led (Hogan Suite) coaching session with the candidate. 3) One page summary and one hour debrief with the CEO. 4) Three way debrief with candidate and CEO.

Result: The coaching session and debrief provided both CEO and candidate with insight and challenge around what needed to be in place to make the candidate successful. Specifically both had underestimated the amount of learning and support that would be required for the candidate to transition from a more specialist business development role to a role with full management responsibility -  including P&L - particularly when the functions that would support her would be based in Australia. 

 
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Poli

Brief: To facilitate the creation of the company mission and values. This was to be used for talent attraction, user engagement and internal decision making.

Action: 1:1 discussions with board members on what they value, and what they want to say to users, customers, investors and future employees. This resulted in a straw man mission and values, which was discussed and refined at board.

Result: A short but clear encapsulation of what Poli is for, what it is going to build, and how the team will work together. So far this has been instrumental in helping guide product decisions, and in demonstrating the team's passion and purpose to potential investors. 

 
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Stitched

Brief: To facilitate a session reviewing stitched values, whether they are still of value, and whether they are being adhered to.

Action: Quick and dirty survey with the team on the values, followed by a two hour team session to discuss.

Result: A reinforcement that the team values were of value, but I also pushed the team hard around their lack of progress around diversity. This resulted in me using my network to put the Stitched CTO with female tech leaders who were able to provide practical advice around making the company "ready" for gender diversity. 

 

FTSE 100 FInancial Services

Brief: To determine the qualities required by successful leaders in the company's digital transformation division.

Action: A series of job analysis interviews with successful leaders (Leaders of Customer Journeys) and review of the company's existing leadership success criteria. I used the insight from these interviews to create a beta leadership definition, as well as a more qualitative evaluation of the organisational factors which were impeding transformation (such as governance, balanced scorecards, secondment processes). 

Result: The beta leadership definition was used by the business to evaluate external and internal candidates for roles in the digital transformation team. This allowed them to make more informed judgements about their ability to bridge the agile culture of the transformation team and the more hierarchical and risk averse culture in the rest of the business. 

 

POST SERIES B fintech startup

Brief: Coaching for a high potential tech lead to help him grow into his new managerial responsibilities.

Action: A series of four two hour coaching sessions, exploring key leadership challenges and how he was perceived, and working toward specific developmental objectives. Collection of qualitative and quantitative feedback from the CEO, CTO and team members. 

Result: During the coaching my coachee successfully applied for a Fintech Head of Engineering role.

"Rich has helped me in my transition from an experienced freelancer to a tech manager. During his session we went through my strengths and what I wanted to improve in order to become a more effective leader, and thanks to his help I've managed to become a better professional."