One of the key themes that emerged from our recent interview with MatchFit consultant Alison Phelan was how much divergence of opinion there could be within a team during the initial research and analysis phase of a MatchFit programme. Whether it’s thoughts on the culture; day-to-day experiences; or leadership, there are often wide-ranging opinions.

The professional development of employees can be a sizeable financial commitment for organisations, and it is all too easy for budgets to be spent on short-term benefits that quickly fade away. Core to our MatchFit values, we work in partnership with our clients to facilitate the development process that drives real change, and empowers participants to embed this change in organisational culture.

The MatchFit team have been expanding rapidly over the last year, and have been fortunate to welcome a number of highly experienced consultants with diverse range of skills and credentials on board.

One of the issues at the forefront of this challenge for organisations is that we live in a commercial world. Our economic system is built around making money and long hours, which doesn't necessarily fit naturally with the work-life balance. The complexity for a lot of businesses is that ultimately the goal is performance, so we want people working hard, engaged and smashing their targets.

The MatchFit team have been expanding rapidly over the last year, and have been fortunate to welcome a number of highly experienced consultants with diverse range of skills and credentials on board.

We were lucky recently to interview Lyn McDonald of the Cabinet Office, who was generous in sharing her insights and learning from MatchFit’s CLIMB programme she’s been participating in.