Hi, I'm Anthony — a reformed primary school teacher turned Ed-Tech startup People Executive. I've carried my genuine curiosity for people and lifelong learning fostered in the classroom now into the work... room, meeting room, and boardroom. The overlap between teaching and People Leadership — particularly in startups — is greater than I ever imagined, and I lean heavily on my experience in both careers to bring more than the sum of their parts to my work, well, most days at least.

I aspire to take Senior Leaders on a data-informed yet deeply empathic, people-centric journey that develops them and, in turn, their teams. My proudest moments have been forged alongside the Edrollers I've ridden the startup rollercoaster with over the past decade, led now by the most bought-in SLT I could have imagined.

I'm looking forward to sharing how we deliberately built a truly lived, gold standard, company-wide culture of Feedback and Recognition — and the significantly impactful engagement trends that have followed and are now informing the sustained success of Edrolo 2.0, all with a mix of both metrics backed and hilarious anecdotal proof of course!

At Edrolo, transforming stagnant engagement scores began with our newly formed Senior Leadership Team becoming the first cohort through our revamped 'Edrolo Curriculum' — a bespoke 360 feedback and learning process weighting technical competencies equally with values alignment as performance metrics. Having experienced this firsthand, leaders cascaded the process to their teams, systematically building a culture of high performance company-wide. The result: realising that 'high performance drives high engagement' more so than 'high engagement drives high performance' with significant and sustained increases in ALL areas of employee engagement all underpinned by a new, some 'bought', some 'built', but ALL committed, group of leaders in Edrolo's 'post-Founder era'.

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What you'll leave with:

A practical union of strategies to help them be part of building a genuine Culture of High Performance through engaging with the following:

1. A genuine Culture of High Performance begins with engaging and empowering your Senior Leaders
2. A genuine Culture of High Performance requires a vow of incremental engagements over time
3. A genuine Culture of High Performance has SIGNIFICANT additional employee engagement benefits that compound in even further high performance