Sebastian Carro MBPsS, MABP, Assoc CIPD
MSc Occupational Psychology
email: [email protected] / Mobile: +44 776 660 6924
An experienced L&D practitioner focused on training individuals and work groups through strategic
interventions. Holding a proven ability to work effectively under pressure, I portrait a positive and
professional attitude through strong organisational and interpersonal skills, while embracing a flexible
approach to work. As a consultant I take full responsibility and ownership for advising clients and
colleagues, particularly on face face to face interactions such as workshops and seminars. Fully
experienced in blended technologies, I apply psychological knowledge to all stages of Analysis,
Design, Development, Implementation and Evaluation of Instructional Design focusing both in
behaviourism and social learning principles. A seasoned project manager with experience in multiple
industries, always willing to learn and able to operate in multitasking environments
Professional Experience as a consultant
Team Moderator & Facilitator at ckju.net - Gemeinsam ans Ziel [online] / October 2016 - Present
CQ Net is a facilitated Team Consulting & Learning online platform. My colleagues and I team up to 15 people in order to combine knowledge related to a progressive topics following Agile principles during a fortnightly sprint. CQ (Collaborative Quotient) stands for co-creation of knowledge resulting in high motivation through teamwork, achievable sustainable results, unlimited flexibility towards establishing a Learning Organisation.
QHSE Training & Development - WSH at the London Borough of Islington / May 2014 - Present
Summary: A initially one year project was destined to evaluate and further develop the QHSE training services within the contracted organisation, growing in scope and complexity currently reaching its 4th year.
a) During initial phases, I focused on identifying training and development opportunities through exhaustive analysis of current job descriptions and observation of organisational processes. This was followed by the design and development of specific training and development interventions based on organisational and individual targeted objectives.
b) On the second year, I created fresh training paths containing new training materials, taking into account essential updates on former induction and onboarding programs. After negotiating a new budget, additional external resources were recruited to complement in-house initiatives. This raised the need for me to develop new evaluation and auditing procedures destined to ensure that a minimum retention of statutory training was satisfactory.
c) Consequently, the newly established development plans needed to reflect the ever changing reality of the workplace and, with new metrics and updated reporting procedures in place, this lead to the appropriate recognition of individual and group merit. Higher levels of presentism, wellbeing and job satisfaction were measured over the last two years. A future development foresee the expansion of the apprentice scheme to other areas of the organisation.
d) As my role as consultant expanded outside the project, this allowed department and area managers to address satisfactorily specific issues, such as underperformance, conflict between individual and inadequate group dynamics. I own a constant appetite for new knowledge demonstrated through attending industry events and being and active member of the relevant professional associations. This allows me to provide with sound and actualised advice to clients and colleagues.
New Contracts and Performance Assessments - Accent. / Sept 2013 - May 2014
To provide consultancy services on HR and L&D to the Operations team in the launching of new business. TUPE staff training needs assessment and further delivery of statutory and HR content including management and leadership skills, budgeting & finance, conflict management and effective due diligence.
Education
Birkbeck College,
University of London
My dissertation research project was on Employment Relations exploring business attitudes towards collective representation. Fully conversant on Employee Relations; Engagement and Motivation; workplace counselling; Life Career Development; Quantitative and Qualitative Research Methods; Applied Economics; Job Design, Job Selection and Assessment, Organisational related Stress and other Health issues; Organisational Development and Change Management; Strategic Learning, Learning and Development, Performance Management, Project Management and effective methods of employee consultation at the workplace.
The Open University
BSc (Hons) Psychology 2.1
Conducted research projects in: - Gender differences towards stereotyped speech (General Psychology) - Misinformations effects in different types of media (Cognitive Psychology) - Current attitudes towards same-sex parenting (Critical Social Psychology) - Effects of Caffeine in Academic Performance (Biological Psychology) - Understanding the Autism Spectrum
Kingston College
CIPD accredited qualification in Learning and Development with over 130 hours of classroom practice focused on Evaluating L&D Outcomes, Managing & Supporting Change Calculating ROI and Business Impact, Design and Delivery of L&D effective interventions.
Professional Memberships
- Association of Business Psychologists, Member 2055
- British Psychological Society, Member of the Division Occupational Psychology 384733
- CIPD Associate Member 45074319
- The National Autistic Society Member 85357
- elearning Guild Member
Languages
Fluent also in Spanish and Italian (MT),
Portuguese (C), French (C) & German (B)
