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Schedule a leadership strategy conversation with Dr. Jeff Doolittle. Strengthen leadership, culture, and team performance through executive coaching and organizational consulting. Dr. Jeff Doolittle Founder, Organizational Talent Consulting Helping CEOs and leadership teams strengthen culture, leadership, and execution. Schedule a Leadership Strategy Conversation Save Contact LinkedIn Website Executive Coaching Organizational Consulting Focused Workshops Author: Life-Changing Leadership Habits Published thought leader on strategic leadership and organizational culture Doctorate in Strategic Leadership Advanced expertise in leadership development and organizational behavior 25+ Years Executive Experience Partnering with CEOs, executive teams, boards, and organizations Certified Executive Coach ICF-aligned coaching methodology with evidence-based frameworks Based in Zeeland, Michigan • Serving West Michigan and beyond FREE LEADERSHIP RESOURCE Life-Changing Leadership Habits 10 Proven Principles That Will Elevate People, Profit, and Purpose Get Your Copy on Amazon Learn More "Jeff's approach to leadership transformed how our executive team works together. His insights are practical, grounded, and immediately actionable." — CEO, Mid-Market Organization Get in Touch jeff@organizationaltalent.com organizationaltalent.com West Michigan - Zeeland - Holland - Grand Rapids

Real leadership case studies showing how executive coaching and organizational consulting drive clarity, engagement, and sustainable performance. Back to Home Leadership in Practice Real leadership work with CEOs, executive teams, boards, and mission-driven organizations CEO COACHING - GROWTH AND TRANSFORMATION Stabilizing culture and leadership trust during rapid growth Cultural strain emerged during rapid growth—reduced trust, leadership tension, and inconsistent communication. Increased consistency in leadership decisions, improved alignment, and greater confidence navigating rapid growth Read More ORGANIZATIONAL CONSULTING - STRUCTURE & EXECUTION Reducing organizational confusion to unlock growth and innovation Confusion around roles, workflows, and decision authority slowed execution and increased turnover. Clear decision accountability, faster execution, reduced turnover during sustained year-over-year growth. Read More EXECUTIVE TEAM DEVELOPMENT - TEAM EFFECTIVENESS Building trust, alignment, and performance within a marketing team A capable marketing team was operating as a working group—limited trust, inconsistent collaboration, and avoidance of productive conflict constrained performance. Stronger trust, open communication, and measurable gains in collaboration, conflict, and team performance. Read More EXECUTIVE TEAM CONSULTING - LEADERSHIP DEVELOPMENT Building leadership capability to sustain growth Informal leadership development was no longer sufficient to support organizational scale. Consistent leadership decisions, improved talent management, and stronger leadership bench strength. Read More STRATEGIC PLANNING FACILITATION - BOARDS, ASSOCIATIONS & NON-PROFITS Creating strategic clarity across diverse stakeholders Diverse stakeholder expectations and shifting pressures left leadership without clear, actionable priorities. Aligned priorities, confident decisions, and reduced strategic drift. Read More CEO COACHING - LEADERSHIP TRANSFORMATION Evolving from execution to capacity-building leadership A mission-driven leader relied heavily on personal execution, limiting scalability, delegation, and long-term sustainability. Increased delegation, improved decision discipline, 90% execution rate, and 38% organizational growth Read More CEO COACHING - GROWTH AND TRANSFORMATION Stabilizing culture and leadership trust during rapid growth A CEO leading a $25M technology and engineering organization was navigating rapid growth and organizational transition. Leadership lacked shared expectations for decision-making, communication, and behavior change. While business performance remained strong, early indicators of cultural strain emerged—reduced trust, leadership tension, and inconsistent communication across teams. THE SITUATION As complexity increased, the organization outgrew its informal leadership habits. Leaders were working hard but lacked shared expectations for how to lead, communicate, and make decisions during change. Without intentional leadership alignment, culture became fragile. THE LEADERSHIP CHALLENGE THE WORK As an executive partner, the work focused on helping the CEO and leadership team establish clear decision alignment and leadership expectations during rapid growth: Facilitated a structured alignment process and culture assessment to create a shared future vision and understanding of critical gaps. Translated alignment into clear expectations and greater consistency in communication across the leadership team . Reinforced decision-making leadership habits that are required to align and operate under increasing complexity. The emphasis was not on fixing people, but on strengthening leadership habits that drive consistent decisions, trust, and shape organizational culture. WHAT CHANGED Improved trust and working relationships across leadership based on direct leadership team feedback Clearer leadership expectations during change More consistent communication and alignment Increased confidence in navigating growth LEADERSHIP INSIGHT "Culture reflects leadership habits. When habits evolve with complexity, trust follows. CEO COACHING EXECUTIVE TEAM CONSULTING · LEADERSHIP DEVELOPMENT Building leadership capability to sustain growth A large, family-owned organization with multi-location operations recognized that continued success required stronger leadership capability at every level. Informal leadership development was no longer sufficient to support scale. THE SITUATION The organization lacked a shared leadership model and consistent expectations. Leaders performed well individually, but leadership behaviors varied widely across teams, limiting alignment and long-term performance. THE LEADERSHIP CHALLENGE THE WORK As an executive partner, the work focused on helping leaders: Listening to leaders and employees to understand culture and leadership needs Designing a company-specific leadership model using the organization's language Embedding leadership development into hiring, development, performance, and compensation Leadership development was treated as a system, not a program. WHAT CHANGED Improved leadership performance and bench strength Increased employee engagement and retention Clear leadership expectations across the enterprise External recognition for innovation in leadership development LEADERSHIP INSIGHT "Leadership development works when it is integrated into how the organization operates—not added on." EXECUTIVE TEAM ORGANIZATIONAL CONSULTING · STRUCTURE & EXECUTION Reducing organizational confusion to unlock growth and innovation A technology and engineering organization with complex workflows and cross-functional teams, entering a new growth phase, experienced confusion around roles, workflows, and decision-making authority. Operational inefficiencies increased, innovation slowed, and turnover rose in high-demand roles. THE SITUATION The organization's structure no longer aligned with its strategy or culture. Employees were unclear where accountability sat, creating frustration and slowing execution. THE LEADERSHIP CHALLENGE THE WORK As an executive partner, the work focused on designing a company-specific leadership model to drive consistency in hiring, performance, and compensation management: Listening to employees and leaders across the organization Mapping critical workflows and decision points Defining leadership expectations and habits for consistent decisions, ownership of outcomes, and development Redesigning organizational structure aligned to strategy and culture Embedding change management to support adoption WHAT CHANGED Improved alignment and accountability Faster decision-making across teams Reduced employee frustration and employee turnover Stronger leadership bench and sustained year-over-year growth LEADERSHIP INSIGHT "As organizations grow, clarity—not effort—is the primary driver of performance and retention." Organizational Consulting STRATEGIC PLANNING FACILITATION · BOARDS, ASSOCIATIONS & NON-PROFITS Creating strategic clarity across diverse stakeholders A statewide industry association representing multiple organizations with diverse stakeholder interests and governance complexity faced shifting external pressures and expectations. Leadership needed a clear, actionable strategy to guide decisions. THE SITUATION While commitment to mission was strong, leaders lacked shared priorities, clear tradeoffs, and alignment between board governance and execution. THE LEADERSHIP CHALLENGE THE WORK As an executive partner, the work focused on helping leaders: Listening to board members, executives, and key stakeholders Facilitating strategic planning focused on clarity, priorities, and tradeoffs Translating strategy into actionable leadership and governance commitments The emphasis was on strategy leaders could execute—not aspirational plans. WHAT CHANGED Clear strategic priorities and success measures Stronger alignment between boards and executive leadership Improved decision confidence and focus Reduced strategic drift LEADERSHIP INSIGHT "Strategy works when leaders are clear on what to prioritize, what to stop, and how decisions get made." Strategic Planning If these stories reflect challenges you're navigating, a leadership strategy conversation can help clarify next steps. Start a Leadership Strategy Conversation EXECUTIVE TEAM DEVELOPMENT · TEAM EFFECTIVENESS Building trust, alignment, and performance within a North American marketing team The North American marketing team within a global manufacturing organization was operating as a working group rather than a fully aligned, high-performing team. While individuals were capable and committed, there was inconsistency in communication, collaboration, and how conflict was addressed. THE SITUATION The team had strong potential, but lacked the shared habits needed to operate as a cohesive unit. THE LEADERSHIP CHALLENGE THE WORK Through the Building Effective Teams experience, the focus was on embedding practical leadership and team habits: Establishing operating agreements to define how the team works together Leveraging Predictive Index behavioral insights to increase self-awareness and team understanding Introducing Thomas Killman's constructive conflict frameworks to normalize healthy debate Clarifying roles and accountability using tools like RACI, which evolved into project one-pagers Reinforcing strengths through exercises like “superpowers” identification The work emphasized application—not just insight—ensuring tools became part of how the team operated. WHAT CHANGED Within 90 days, the team demonstrated measurable and observable progress as: Conflict improved by 28%, with more open and unguarded discussion Collaboration increased by 26%, strengthening teamwork and alignment Performance improved by 16%, with greater accountability and recognition Communication and trust increased, with multiple areas reaching high-performance levels Team members reported: More honest and productive conversations Stronger respect and trust across the team Greater clarity in how to work together effectively Improvements were measured using a confidential third-party team effectiveness survey, with pre- and post-engagement assessments within a 90-day period. The team progressed from a working group toward a real, high-performing team. LEADERSHIP INSIGHT "Teams don’t become high-performing through effort alone—they evolve through shared habits of trust, clarity, and constructive conflict." Executive Team Development CEO COACHING · LEADERSHIP TRANSFORMATION Evolving from execution to capacity-building leadership A senior leader at a mission-driven organization experiencing rapid growth and increasing organizational demand. While deeply committed and effective, the leadership model relied heavily on personal execution rather than building capacity across the organization. THE SITUATION The organization was gaining momentum, expanding membership, increasing stakeholder engagement, and launching new initiatives. However, much of the execution depended on the leader directly. The leader was highly capable, but the model was not sustainable at scale. THE LEADERSHIP CHALLENGE THE WORK Through executive coaching and leadership reflection, the focus centered on evolving how leadership impact was created: Building strategic confidence and executive presence Strengthening decision-making discipline (saying “no” sooner, evaluating before committing) Increasing delegation and ownership across the organization Redesigning the role to align with organizational needs Encouraging productive challenge with the board and stakeholders Supporting a three-month sabbatical to reinforce distributed leadership and test sustainability The work emphasized shifting from personal output to organizational capacity. WHAT CHANGED Over a one-year period, the leader and organization demonstrated meaningful transformation as measured by direct feedback and organizational analytics: Strong improvements in confidence, strategic clarity, and leadership sustainability Increased stakeholder influence and executive presence Clear shift toward earlier delegation and stronger boundaries 90% initiative execution rate with zero regretted losses Membership organizations' growth rate of 38%, including expansion into new communities New funding opportunities, including invitations for $100,000+ annual support Increased team ownership, engagement, and leadership bench strength The organization moved from a reliance on a leader to shared ownership among members and stakeholders. LEADERSHIP INSIGHT "Sustainable leadership is not defined by how much a leader does—but by how much ownership they create in others." CEO Coaching There was an issue connecting to your network. Check your connection and try again.

Organizational consulting for leadership teams in Grand Rapids, MI. Improve clarity, accountability, and execution across strategy, structure, and culture. ORGANIZATIONAL CONSULTING · GRAND RAPIDS, MICHIGAN Organizational Consultant in Grand Rapids, Michigan Systems, Culture & Performance Consulting for CEOs and Executive Teams Serving Grand Rapids and West Michigan organizations navigating growth, complexity, and the systems challenges that come with scale. Schedule Your Leadership Strategy Conversation When growth outpaces the systems designed to support it, even high-performing organizations experience friction—role confusion, stalled decisions, rising turnover, and execution that doesn't match strategic intent. Organizational Talent Consulting partners with Grand Rapids CEOs and executive teams to diagnose root causes, align systems, and build the organizational capability required for sustained performance. This is organizational consulting designed to build capability —not dependency. STRATEGIC PLANNING FACILITATION - BOARDS, ASSOCIATIONS, & NON-PROFITS Creating strategic clarity across diverse stakeholders A large regional association and several small-to-mid-sized nonprofit organizations faced increasing complexity, shifting external pressures, and diverse stakeholder expectations. While commitment to mission was strong, leaders lacked shared priorities, clear tradeoffs, and alignment between governance and execution. The Work: Listening to board members, executives, and key stakeholders Facilitating strategic planning focused on clarity, priorities, and tradeoffs Translating strategy into actionable leadership and governance commitments What Changed: Clear strategic priorities and success measures Stronger alignment between boards and executive leadership Improved decision confidence and focus Reduced strategic drift "Strategy succeeds when leaders listen carefully, apply foresight, and make deliberate choices about priorities, tradeoffs, and decision authority." — Leadership Insight Areas of Focus Organizational consulting engagements typically address: Culture Assessment and accountability systems Talent systems, succession , and readiness Strategy execution and decision clarity Change management and enterprise alignment Leadership effectiveness at scale Organizational structure and design The result: leadership that scales with the organization. What Organizations Experience Clients consistently tell us: Clearer roles, accountability, and decision authority Faster execution and reduced organizational friction Improved employee engagement and reduced turnover Stronger leadership capability at every level Systems that sustain performance after we step away This result: Organizations that perform - and keep performing. The Consulting Approach A structured, evidence-based process designed to uncover root causes and build lasting solutions. 01 Discover & Define Listen deeply to understand root causes, not just symptoms. 04 Test & Learn Pilot changes in controlled ways to validate before scaling. 02 Set Direction Align leadership on the strategic intent and success criteria. 05 Analyze & Decide Use data and feedback to refine the approach. 03 Design & Hypothesize Develop solutions tailored to your culture and context. 06 Implement & Sustain Embed changes into systems so results hold over time. Why Grand Rapids Organizations Choose Organizational Talent Consulting Deep experience with private, family-owned, and founder-led organizations Evidence-based frameworks and proven methodologies Practical, real-world business orientation Based in West Michigan. Serving organizations regionally and nationwide. Systems-level problem solving, not surface-level fixes Long-term partnerships focused on building capability, not dependency Local Service Area Organizational consulting services available throughout: Grand Rapids Kentwood Wyoming Ada Rockford Holland Zeeland Muskegon West Michigan Region On-site and virtual engagements available. Schedule a Strategy Conversation If your organization is ready to address the systems challenges limiting performance, start with a confidential strategy conversation. Schedule Your Leadership Strategy Conversation There was an issue connecting to your network. Check your connection and try again. Trending Coaching Insights Recommended F or You How Leadership Self-Awareness Improves Financial Performance The Hidden Cost of Leadership Blind Spots Whether you're the CEO or a frontline leader, financial performance is one important measure of effectiveness. Organizations rarely struggle because leaders lack good intentions. More often, they struggle because leadership teams operate with distorted self-perception while organizational systems suppress corrective feedback. As positional authority increases, candid feedback often decreases. Teams may begin managing executive reactio Embracing Leadership Pressure: A Path to Growth and Excellence Understanding Leadership Pressure Leadership creates pressure. In the Netflix series The Playbook , Doc Rivers shares the philosophy that inspired the Boston Celtics to a championship and his response to racism while coaching the Los Angeles Clippers. One valuable lesson he imparts is that "pressure is a privilege." What is the alternative to leadership pressure? No productive conflict? No aligned goals? No board meetings? No difficult customers? As an executive coach , I oft How Executive Leaders Build Trust Building trust is increasingly challenging and vital for executive leadership teams. Distrust in society is breeding polarization. Evidence suggests less than a third of employees are willing to help, live near, or work alongside someone who disagrees with their point of view on things that matter. Trust is the currency of any business and holds a company together during change. CEOs and top management teams are expected to be visionary change catalysts. However, many leaders How Leaders Can Get the Feedback No One Wants to Give Most leaders are not getting the feedback they want and need. Evidence suggests that eight out of ten employees feel their leader has an undiscussable flaw. You have the vision to be a great leader and grow your business. But, no matter how often or how directly you ask others for feedback, your request gets ignored or is focused on your strengths. Frequently, when critical feedback is provided to executives, it is too little and too late. The unfortunate truth is that there

Life-Changing Leadership Habits reveals practical, research-based principles to help leaders elevate people, profit, and purpose through better habits. EXECUTIVE LEADERSHIP BOOKS BY DR JEFF DOOLITTLE Based in Zeeland, Michigan • Serving West Michigan and beyond BOOKS & IP My weekly blog is where leadership research meets real-world execution. Each week, I translate the latest evidence-based leadership, culture, and performance research into practical insights through short stories and focused, actionable articles designed for senior leaders navigating growth, transition, and organizational complexity. My books go deeper. They provide a comprehensive, research-backed framework for building leadership habits that strengthen culture, sharpen execution, and drive sustainable results. Drawing on decades of executive coaching and organizational consulting experience, my work equips leaders with proven principles they can apply immediately in their business, boardroom, and personal leadership journey. Whether you are scaling a growing organization, leading through transition, or strengthening long-term performance, these resources are designed to help you lead with clarity, confidence, and purpose. NEW BOOK Life-Changing Leadership Habits: 10 Proven Principles That Will Elevate People, Profit, and Purpose My first book, Life-Changing Leadership Habits, offers a proven approach to achieving success and significance in life and work. It’s an everyday guide on how to lead in ways that life-changing habits emerge and bad habits disappear. LEARN MORE BUY NOW CLAIM YOUR FREE BONUSES BOOK TRAILER "A very relevant read for anyone who aspires to lead people in a very crucial time... a compelling call to action." Spencer Warren — Regional General Manager, Gordon Food Service “Dr. Jeff Doolittle has created an easy-to-use leadership guide supported by relevant statistics, personal experience, and practical examples. Life-Changing Leadership Habits equips leaders with a clear framework for making confident, values-driven decisions that create long-term impact.” Courtnee Turner Hoyle — Readers’ Favorite Literary Titan Gold Book Award Readers Favorite Five Star Award FEATURED SPEAKING ENGAGEMENT "Lead with Love" at Grand Valley State University I work with leadership teams, associations, and universities to translate leadership habits into practical action—through keynotes, workshops, and facilitated conversations tailored to your audience. → Explore Speaking & Programs About the Author Jeff Doolittle is an executive coach, organizational consultant, and leadership development expert who partners with CEOs, executive teams, and boards to navigate growth, transition, and organizational complexity. As Founder and Principal of Organizational Talent Consulting , Jeff brings decades of experience helping leaders strengthen culture, align strategy with execution, and build the leadership habits that drive lasting change. His work blends evidence-based research with practical, real-world application—equipping leaders to turn insight into action. Jeff is the author of Life-Changing Leadership Habits: 10 Proven Principles That Will Elevate People, Profit, and Purpose and a trusted advisor to organizations across West Michigan and nationwide. His frameworks are used in executive coaching engagements, leadership development programs, and university classrooms. Based in Zeeland, Michigan, Jeff serves senior leaders throughout Holland/Grand Rapids, West Michigan, and beyond. Executive Coaching Hire Jeff to help you find the answers Organizational Consulting Hire Jeff to provide the answers Keynote & Workshop Hire Jeff as a speaker or facilitator

Executive coaching for CEOs and senior leaders navigating growth, complexity, and change. Practical, evidence-based coaching rooted in trust and clarity. EXECUTIVE COACHING When organizational complexity outpaces leadership capacity, performance stalls. We creatively partner with CEOs and executive teams to restore clarity, alignment, and execution at scale. Schedule a Leadership Strategy Conversation Or start with a Leadership Breakthrough Package → Confidential · Diagnostic · No obligation What happens in this Leadership Strategy Conversation? Identify where execution is slowing (decisions, ownership, or communication) Pinpoint the one change that will create momentum fastest Build a 30–60 day plan you can use immediately Doctorate in Strategic Leadership • 25+ years • Evidence-informed approach Who This Work Is Designed For This is not personal development. It's a disciplined partnership to strengthen decision authority, organizational systems, and leadership leverage—grounded in evidence, focused on outcomes. Grounded in decades of advisory work with CEOs, boards, and executive teams navigating high-stakes decisions. This Work Is Designed For You If... CEOs, founders, and enterprise leaders Leaders navigating scale, succession, or board pressure High performers seeking stronger strategic leverage Executives carrying organizational accountability This Is Not For You If... Entry-level or emerging leaders Those seeking therapy or personal counseling Career pivots without enterprise responsibility Leaders looking for motivational support only WHAT CHANGES WHEN LEADERSHIP CAPABILITY CATCHES UP TO ORGANIZATIONAL COMPLEXITY Evidence Impact These aren't abstract benefits—they translate directly to enterprise performance. What changes when leadership capacity catches up to organizational complexity +80% Increased Self-Confidence Faster, more decisive action on strategic priorities (International Coach Federation) +70% Improved work performance & communication Fewer execution breakdowns and clearer organizational direction (International Coach Federation) +86% companies recouped coaching investment Defensible ROI for board and ownership justification (International Coach Federation) +6x ROI on Coaching Investment Reduced rework from misaligned executive calls (Price Waterhouse Coopers) What This Work Delivers Senior leaders don't need traits—they need effect. Each outcome is tied to organizational impact. Decision Authority Faster, clearer decisions under pressure with frameworks that reduce executive hesitation Leadership Clarity Increase precision in how you communicate direction—fewer execution breakdowns downstream Board & Stakeholder Alignment Increase credibility and effectiveness in high-stakes stakeholder relationships Organizational Leverage Build systems that multiply your impact without requiring your constant presence Enterprise Risk Management Strengthen your capacity to identify and navigate strategic and operational risks Leadership Bench Strength Develop the next tier of leaders to carry greater organizational weight Schedule a Leadership Strategy Conversation Dr. Jeff Doolittle Executive Coach & Leadership Advisor Trusted advisor to CEOs, boards, and executive teams. Deep experience with private, family-owned, and founder-led organizations across industries. Known for direct, candid feedback that challenges leaders when it matters—not affirmation that leaves blind spots untouched. Serving Grand Rapids & West Michigan YOUR STRATEGIC PARTNER The Approach This is not surface-level coaching. It is a disciplined, outcomes-driven partnership grounded in: Behavioral and leadership assessments Decision and accountability systems Organizational performance frameworks Evidence-based habit formation Examples include role clarity audits, decision-rights mapping, leadership habit diagnostics, and executive team effectiveness reviews. Standards of Engagement This is a mutual commitment to leadership effectiveness—not a consumer service with a satisfaction guarantee. Clear outcome alignment from the start Direct feedback, not affirmation Professional integrity over transactional promises Many leaders ask how this work compares to other coaching options. For a concise overview of my approach, download this 1-page summary. Leading After the Founder: Strengthening Culture and Confidence During Growth The Challenge A newly appointed President and CEO succeeded the founder during a period of strong growth. Despite solid performance, employee surveys revealed declining confidence and inspiration, and a stalled strategic initiative exposed underlying cultural misalignment requiring focused leadership attention. Our Approach Implemented a 12-month executive coaching engagement to strengthen senior leader presence, decision-making, and cultural alignment, using Appreciative Inquiry focus groups, a Competing Values Framework assessment, and a one-day culture alignment workshop. RESULT Employee engagement increased by 15%, accompanied by a 16% improvement in confidence in leadership. As cultural norms were clarified and realigned, passive resistance to change declined, and the previously stalled strategic initiative regained momentum, restoring organizational focus and execution. "Dr. Doolittle’s data-driven approach, broad experience, and strong interpersonal skills set him apart. He helped align teams through collaborative, evidence-based decision-making while navigating difficult cultural choices." President/CEO Accelerated leadership effectiveness during a critical transition | Converted cultural insight into action Enhanced President/CEO Confidence | Strengthened cross-department trust and collaboration CEO COACHING - GROWTH AND TRANSFORMATION Stabilizing culture and leadership trust during rapid growth Cultural strain emerged during rapid growth—reduced trust, leadership tension, and inconsistent communication. Improved trust, clearer expectations, and confident navigation of growth. Read More CEO COACHING - LEADERSHIP TRANSFORMATION Evolving from execution to capacity-building leadership A mission-driven leader relied heavily on personal execution, limiting scalability, delegation, and long-term sustainability. Stronger strategic clarity, increased delegation and ownership, expanded organizational capacity, and measurable growth in impact and funding. Read More "Jeff has a way of creating space that makes growth possible even when it’s uncomfortable. I’m so grateful for his impact on my leadership this year. Here’s to another year of growth ahead. Cheers." Executive Leader - Private Equity Firm West Michigan| 240 Million Schedule a Leadership Strategy Conversation The First 90 Days A preview of how the engagement unfolds—structured for clarity, designed for impact. 1 Discovery & Alignment Leadership context assessment. Stakeholder input where appropriate. Clear outcome definition and success metrics established. Weeks 1-2 2 Diagnostic & Framework Behavioral assessments. Decision-pattern analysis. Leadership habit identification. Initial framework development for priority areas. Weeks 3-6 3 Application & Calibration Real-world application of frameworks. Accountability rhythms established. Progress review and approach refinement based on results. Weeks 7-9 Confidentiality Standard All engagements are held in strict confidence. Board or ownership communication occurs only with explicit CEO consent and is carefully structured to serve the leader's effectiveness. Schedule a Leadership Strategy Conversation 90 days coaching Engagement Options Most leaders choose a coaching partnership that matches their role, pace, and business season. Typical starting point: 6–12 month partnership Cadence: usually 2 sessions per month (weekly available during high-stakes seasons) Tools as needed: stakeholder input, 360/behavioral assessments, and leadership habit tracking Support between sessions: lightweight accountability and action planning Coaching is priced as a monthly partnership based on cadence and scope. We’ll confirm fit and pricing in the strategy conversation. Book a Leadership Strategy Conversation Prefer a focused, fixed-scope start? Leadership Breakthrough Session Package → Why Leaders Choose This Work Deep experience with private, family-owned, and founder-led organizations Enterprise-focused—not generic leadership development Practical, real-world business orientation Trusted advisor to CEOs, boards, and executive teams Long-term partnerships, not transactional coaching Based in West Michigan. Serving leaders nationwide. How Leadership Self-Awareness Improves Financial Performance The Hidden Cost of Leadership Blind Spots Whether you're the CEO or a frontline leader, financial performance is one important measure of effectiveness. Organizations rarely struggle because leaders lack good intentions. More often, they struggle because leadership teams operate with distorted self-perception while organizational systems suppress corrective feedback. As positional authority increases, candid feedback often decreases. Teams may begin managing executive reactio Embracing Leadership Pressure: A Path to Growth and Excellence Understanding Leadership Pressure Leadership creates pressure. In the Netflix series The Playbook , Doc Rivers shares the philosophy that inspired the Boston Celtics to a championship and his response to racism while coaching the Los Angeles Clippers. One valuable lesson he imparts is that "pressure is a privilege." What is the alternative to leadership pressure? No productive conflict? No aligned goals? No board meetings? No difficult customers? As an executive coach , I oft How Executive Leaders Build Trust Building trust is increasingly challenging and vital for executive leadership teams. Distrust in society is breeding polarization. Evidence suggests less than a third of employees are willing to help, live near, or work alongside someone who disagrees with their point of view on things that matter. Trust is the currency of any business and holds a company together during change. CEOs and top management teams are expected to be visionary change catalysts. However, many leaders How Leaders Can Get the Feedback No One Wants to Give Most leaders are not getting the feedback they want and need. Evidence suggests that eight out of ten employees feel their leader has an undiscussable flaw. You have the vision to be a great leader and grow your business. But, no matter how often or how directly you ask others for feedback, your request gets ignored or is focused on your strengths. Frequently, when critical feedback is provided to executives, it is too little and too late. The unfortunate truth is that there GROW Model Frequently Asked Questions Is executive coaching therapy? No, executive coaching is not therapy. While therapy often focuses on healing past trauma or mental health diagnoses, executive coaching is about future-focused growth, performance, and leadership effectiveness. It addresses professional blind spots, decision-making, and character development. Feedback on values, character, and gaps in virtues are not commonly provided in the workplace. Engaging a dedicated and skillful coach can improve character feedback and purposeful character reflection. Coaching helps you move from accidental habits to intentional transformation — not from dysfunction to function, but from good to great. What happens in an executive coaching session? Sessions are confidential, structured, and practical. Leaders bring real challenges, and we work to clarify thinking, examine assumptions, and define next actions that improve leadership effectiveness. How confidential is executive coaching? Executive coaching is confidential. Any organizational reporting expectations are agreed upon upfront, while session details remain private unless the leader chooses to share them. What is the typical duration of executive coaching? Executive coaching engagements typically range from several months to a year, depending on your goals, leadership complexity, and organizational context. Is this only for struggling leaders? No. Many high-performing leaders use coaching to stay effective as complexity increases. “Striving for life-changing habits is a competitive advantage available to any leader looking for a powerful point of differentiation.” – Dr. Jeff Doolittle Where can I find executive coaching in Grand Rapids and West Michigan? Organizational Talent Consulting provides executive coaching to business owners, CEOs, and senior leaders in Grand Rapids, West Michigan, and across the United States. Coaching is available in person, virtually, and in hybrid formats. Leadership Strategy Conversation A confidential, diagnostic conversation to assess fit and explore how this work might serve your leadership context. No pitch. No pressure. Strategic clarity. For CEOs and senior leaders evaluating next-level leadership effectiveness SCHEDULE A STRATEGY CONVERSATION Ready? Schedule a Leadership Strategy Conversation Not ready for an ongoing partnership? Start with a Leadership Breakthrough Session Package.

Improve relationships, communication, productivity, trust, and teamwork amid polarization and an increasingly diverse workforce. In-Person Leadership DiSCovery If you want to go fast, go alone; if you want to go far, go together. Improve relationships, communication, productivity, trust, and teamwork amid polarization and an increasingly diverse workforce. About Using the DISC personality profile assessment, we start by enhancing each leader's understanding of personality and temperament. Participants complete the assessment online and receive a personalized DISC report with individualized feedback on four aspects of their work style: dominance (D), influence (i), steadiness (S), and conscientiousness (C). Next, we leverage a highly interactive leadership development workshop and team culture report to enhance self- and team awareness. Finally, we help embed workstyle understanding into team interactions and daily leadership routines with DISC leadership and coaching tools to bring out the best in people and the business results. It's not just training: it's an assessment-informed structured approach that busy leaders and teams can successfully apply. Who should attend? Leaders and managers who are curious about how to improve their emotional intelligence skills. Leaders and managers needing to improve their relationships, communication, productivity, trust, and teamwork. Why you want to learn it? Every business is vulnerable to threats. But too few businesses and leaders stop to consider the possibility of becoming irrelevant. Harnessing the potential of company growth takes well-equipped leaders. "If you believe that training is expensive, it is because you do not know what ignorance costs." Leboeuf Well-equipped leadership makes a difference. Here is how: Team Performance: Several research studies have investigated the connection between the leader and business performance. Studies have demonstrated that effective leadership improves follower performance and promotes higher business results, follower job satisfaction, and follower organizational commitment. Innovation and Creativity: Evidence suggests that leadership is essential for driving innovation in a company. A study involving over 400 executives from 48 companies connected strategy and innovation performance directly with good leadership habits. Trust and Change: Studies have demonstrated that the level of trust in leadership directly correlates to employee retention, organizational commitment , and support for organizational change. Furthermore, when executives build trust, evidence suggests that organizational change readiness increases. Internal Communication & Relationships: Words shape worlds. Studies have revealed that influential leaders enhance two-way communication, creativity, collaboration, job attitudes, and organizational commitment. Leadership Transitions: Leadership transitions, whether successful or not, are costly. Evidence suggests that, on average, 35% of internally promoted executives fail, and direct reports spend 10-20% of their time helping a new leader transition. Successful leadership transitions increase company revenue, have 13% lower attrition rates, and are 90% more likely to achieve long-term performance goals. Leadership development is a leadership transition acceleration tool. Want to personalize or bring Leadership DiSCovery training to your business? LEARN HOW Schedule US $325 Date & Time (EDT) Date: 1.17.2024 Time: 11:00 AM - 1:30 PM Location Crossroads Conference Center6611 Clay Avenue SW, Grand Rapids, MI, 49548 Language English Terms and Conditiions Here is our cancellation and refund policy . More Details DISC assessment and lunch is included in the registration price. Early Bird Special: Save $50 if purchased 2 weeks before the event start date. Questions? Interested in training your team of 10 or more? Fill out our contact form to get started. Next REGISTER NOW Objectives At the completion of this workshop, participants will be able to: Recognize your own work style and develop a beginning understanding of how work styles may affect relationships, communication, and productivity Identify how you respond under pressure and what are your triggers Recognize, respect, appreciate, and value individual differences Explore how to increase your interpersonal effectiveness with your coworkers How it will help you No one of us is as smart as all of us, and on a team, one plus one can be greater than two. The benefits of high-performing teams and leaders extend beyond reducing costs and improving operational performance, including well-being, managing change, and productive conflict. Challenges Addressed • Trust, authentic communication, and collaboration • Psychological safety and team cohesion • Productive and un-productive conflict • High-quality leader-follower relationships • Appreciation of diversity and individual differences • Leadership self-awareness and situational leadership There was an issue connecting to your network. Check your connection and try again. FAQs

Find all the bonuses by purchasing your copy of Life-changing Leadership Habits. Hello Thank you for purchasing Life-Changing Leadership Habits:10 Proven Principles That Will Elevate People, Profit, and Purpose! Sign-up below to claim the free bonuses that will help you explore, build, and apply Life-Changing Leadership Habits. Step 1: Join our member's area or Login Log In Step 2: Upload your purchase receipt to claim your free bonuses Upload Purchase Receipt Upload supported file (Max 15MB) Submit Thank you for your purchase of Life-Changing Leadership Habits! After you log in to the member's area and your receipt is confirmed, you can use the link above to claim your free bonuses.

In today's complex and fast-paced digital marketplace, no organization is looking to stay the same year over year. The goal is not to predict the future but to enable better decision-making and preparedness so that leaders can grow revenue amid uncertainty In-Person Becoming Future Ready Enable better decision-making to be future-ready In today's complex and fast-paced digital marketplace, no organization is looking to stay the same year over year. The goal is not to predict the future but to enable better decision-making and preparedness so that leaders can grow revenue amid uncertainty. About During this workshop, you will learn about strategic foresight principles, engage in an activity, and learn how to use a couple of strategic foresight tools that help you understand the future better. The world is complicated with accelerated change. Many organizations and individuals can not implement change fast enough. In this workshop, you learn how to apply STEEPLE and a Futures Wheel to become future-ready. Who should attend? Leaders and managers who are curious about how work and leadership will be different in the future. Leaders and managers who feel skeptical about preparing for the future or even a bit exhausted by the idea. Why you want to learn it? Every business is vulnerable to threats. But too few businesses and leaders stop to consider the possibility of becoming irrelevant. Harnessing the potential of company growth takes well-equipped leaders. "If you believe that training is expensive, it is because you do not know what ignorance costs." Leboeuf Well-equipped leadership makes a difference. Here is how: Team Performance: Several research studies have investigated the connection between the leader and business performance. Studies have demonstrated that effective leadership improves follower performance and promotes higher business results, follower job satisfaction, and follower organizational commitment. Innovation and Creativity: Evidence suggests that leadership is essential for driving innovation in a company. A study involving over 400 executives from 48 companies connected strategy and innovation performance directly with good leadership habits. Trust and Change: Studies have demonstrated that the level of trust in leadership directly correlates to employee retention, organizational commitment, and support for organizational change. Furthermore, when executives build trust, evidence suggests that organizational change readiness increases. Internal Communication & Relationships: Words shape worlds. Studies have revealed that influential leaders enhance two-way communication, creativity, collaboration, job attitudes, and organizational commitment. Leadership Transitions: Leadership transitions, whether successful or not, are costly. Evidence suggests that, on average, 35% of internally promoted executives fail, and direct reports spend 10-20% of their time helping a new leader transition. Successful leadership transitions increase company revenue, have 13% lower attrition rates, and are 90% more likely to achieve long-term performance goals. Leadership development is a leadership transition acceleration tool. Want to personalize or bring Becoming Future Ready training to your business? LEARN HOW Schedule US $275 Date & Time (EDT) Sorry, there are no upcoming dates scheduled for this locati on at this time. Please contact us to ask about upcoming dates! Location Railside Golf Club - Alder Room 2500 76th St. SW Byron Center, MI 49315 Language English Terms and Conditiions Here is our cancellation and refund policy . More Details Lunch is included in the registration price. Questions? Interested in training your team of 10 or more? Fill out our contact form to get started. Next REGISTER NOW Objectives At the completion of this workshop, participants will be able to: Describe the purpose of strategic foresight List the benefits associated with strategic foresight Apply the Futures Wheel strategic foresight tool How it will help you It is clear that today's leaders and employees can benefit from giving thought to becoming future-ready. Falling behind in a fast-changing workplace can become career-limiting. Although the amount of change may feel overwhelming at times and it is important to never give up on the person you are capable of becoming. If I am unable to attend the session I signed up for can I transfer to a new date? How? Yes, you can transfer into a new session by contacting info@organizationaltalent.com and making your request in writing. Please indicate the class/date you would like to reschedule in the subject of the email. Review the available course offerings and indicate the class/date of interest. How do I get a refund on a course? What is your cancellation and refund policy? How do I contact you with questions about my training? Where can I book leadership development workshops in the Grand Rapids area? FAQs

Strategy and succession planning to ensure leadership continuity, informed decision-making, and long-term organizational health during growth and transition. STRATEGIC SERVICES Strategy & Succession Clarity. Alignment. Continuity. When strategy and succession are treated as separate workstreams, organizations drift. We help CEOs, executive teams, and boards connect strategic direction with leadership depth so execution stays strong through growth, turnover, and uncertainty. Schedule a Leadership Strategy Conversation THE REAL CHALLENGE What We Help You Solve Executive leaders are under pressure to make high-stakes decisions, execute faster, and build leadership capacity, often at the same time. Many strategies don't fail because the ideas are wrong. They fail because. Decision rights are unclear and priorities compete The organization lacks bench strength for critical roles Leaders aren't aligned on tradeoffs and sequence Succession is informal, politicized, or disconnected from future capability needs Strategy gaps are usually execution and leadership-capacity gaps. That's where this work lives. Our Clients' Success in Strategic Planning Organizational Talent Consulting partnered with a state-wide Association to design a forward-looking strategic plan that reflects the evolving needs of its members and the industry. Through stakeholder interviews, member surveys, and a collaborative planning process, the Association clarified its priorities, strengthened alignment across its Board and leadership, and created a focused roadmap for the future. By integrating best-practice governance principles and fostering open, constructive dialogue, the Association is now equipped with a clear, actionable plan that supports long-term member value and organizational resilience. HOW WE HELP Our Strategic Services 01 Strategic Planning Facilitation Build a strategy your team believes in—and can execute. We guide leaders through a structured process that clarifies priorities, tradeoffs, and measurable outcomes. The goal is not a long plan; it's a decision system and an execution-ready roadmap. WHAT'S INCLUDED Pre-work interviews and alignment assessment External/internal scan (lightweight but decision-relevant) Strategic priorities + clear definitions of 'what we will / won't do' Roadmap with owners, milestones, and success measures Board-ready strategy narrative + communication summary Best for: Organizations entering a new chapter—growth, restructuring, market shifts, or a need to restore clarity. 02 Strategic Alignment for Executive Teams & Boards Reduce decision latency. Improve cohesion. Increase accountability. Even strong strategies stall when the top team isn't aligned on decision rights, escalation paths, or shared priorities. These sessions align leadership around how decisions get made and how execution is governed. COMMON OUTCOMES Clear strategic "non-negotiables" Decision-rights clarity (who decides, who inputs, how fast) Role clarity at the top (where leaders must stay out vs lean in) Operating cadence that sustains execution (meetings, scoreboards, reviews) Escalation paths that resolve conflict quickly without derailing momentum Best for: Executive teams and boards navigating complexity, misalignment, or decision bottlenecks that slow execution. 03 Succession Planning & Leadership Bench Strategy Build leadership continuity for the roles that matter most. Succession is not a list of names. It's a disciplined way to ensure the organization has the leadership capability required for the next 2–5 years. WHAT'S INCLUDED Critical role identification + success profiles Readiness assessment (evidence-based, not popularity-based) Bench strength map (now / soon / later) Development roadmaps and stretch assignments Governance process for keeping succession current and usable Best for: Organizations with key-role risk, founder/CEO transition planning, or rapid growth requiring new leadership capability. EVIDENCE-INFORMED Why This Approach Works Our work is grounded in evidence-informed practices and designed for real-world execution. We focus on the few levers that most influence results. Decision System Faster, clearer decisions with less rework Priority Discipline Fewer priorities, better sequencing, higher follow-through Leadership Continuity Reduced key-role risk and improved readiness Governance Rhythm A cadence that sustains execution quarter to quarter A PRACTICAL PROCESS Strategy Alignment Succession 1 Clarify Direction Priorities, tradeoffs, outcomes 2 Align the Top Team Decision rights, roles, operating cadence 3 Build the Bench Success profiles, readiness, development roadmaps Trending Insights on Strategic Services A Pathway to Growth Amid Uncertainty Uncertainty rarely reveals a motivation problem. It reveals whether the organization can absorb complexity without losing alignment, accountability, and execution control. Say Goodbye to Strategic Planning? What’s Next? When Strategic Planning Becomes Strategic Blindness Is it time for executives and teams to say goodbye to strategic planning? Strategic planning becomes a liability when it preserves confidence without improving organizational readiness. In many companies, the annual planning cycle no longer functions as a serious decision system. It functions as a ritual that updates language, reaffirms assumptions, and protects leadership from confronting the extent to which uncertainty now Decision Latency Is the Hidden Strategy Tax There are some things we don't enjoy and don't do well. Most executives secretly tell me strategic leadership falls into this category for them… A recent global study revealed that 90% of organizations are struggling to adapt quickly to market changes, and nearly half report poor coordination and ineffective strategic execution. Strategy Isn’t a Plan. It’s a Decision System. Inclusive strategic planning builds commitment when it clarifies decision rights, tradeoffs, and execution. Design an inclusive process without bias or drag. SP SA OD SC CL Who We Work With Our strategic services are built for: CEOs & founders Senior leadership teams Boards & executive committees Family-owned businesses Associations & mission-driven organizations Growing mid-market companies If you're navigating complexity, growth, or leadership transitions, we can help you move from debate to decision—and from intention to execution. Ready to Strengthen Strategy & Succession? Schedule a confidential strategy conversation and we'll clarify your priorities, risks, and the fastest path to alignment and continuity. Schedule Your Leadership Strategy Conversation

How can we help? Do you have a question or are you interested in working with Organizational Talent Consulting? Just fill out the form. We'd like to chat. How can I help? When leadership challenges become complex, having the right thinking partner can bring clarity, alignment, and momentum. Share a few details below, and we’ll explore how Organizational Talent Consulting can help you move forward with confidence. Choose company size Service Area Executive Coaching Executive Mastermind Focused Workshops Organizational Consulting Speaking Development Program Submit Thank You! We look forward to helping you.. Ready to talk through a leadership challenge? Book a Leadership Strategy Conversation This is not a sales call. It’s a focused conversation to clarify what’s happening and what would make the biggest difference. Organizational Talent Consulting partners with CEOs, executive teams, and boards across West Michigan and nationally. While much of our work is conducted virtually or on-site with clients, our firm is based in Zeeland, Michigan. or schedule a short 20-minute discovery call now... Connect With Us Online Contact Us By Phone or Text 616-803-9020 Contact Us By Email Contact Us By Mail info@organizationaltalent.com Zeeland, MI 49464 Serving organizations across West Michigan and nationwide.

Change management leadership development to help leaders help others make change work. In-Person Helping Others Make Change Work Being a change agent Thoughts and beliefs influence behaviors and actions. Learn how to gauge change reactions and the steps to effectively help yourself and others become change-resilient. About More than a few things have recently changed, and one thing that experts can agree on is that the world and workplace will remain turbulent in the future. We all will likely need to make some changes soon. Being able to make change work and help others is one of those leadership skills that are more important now than ever. This workshop builds leadership skills and awareness of the challenges and rewards for helping others become change-resilient. During this workshop, leaders learn a proven cognitive and behavioral change framework that can be applied to any change to help others make productive choices. Who should attend? Leaders and managers curious about how to close the gap between company strategies and employee commitment. Leaders and managers who are skeptical of their personal or leadership team's ability to think, act, and influence strategy development and execution. Why you want to learn it? Every business is vulnerable to threats. But too few businesses and leaders stop to consider the possibility of becoming irrelevant. Harnessing the potential of company growth takes well-equipped leaders. "If you believe that training is expensive, it is because you do not know what ignorance costs." Leboeuf Well-equipped leadership makes a difference. Here is how: Team Performance: Several research studies have investigated the connection between the leader and business performance. Studies have demonstrated that effective leadership improves follower performance and promotes higher business results, follower job satisfaction, and follower organizational commitment. Innovation and Creativity: Evidence suggests that leadership is essential for driving innovation in a company. A study involving over 400 executives from 48 companies connected strategy and innovation performance directly with good leadership habits. Trust and Change: Studies have demonstrated that the level of trust in leadership directly correlates to employee retention, organizational commitment , and support for organizational change. Furthermore, when executives build trust, evidence suggests that organizational change readiness increases. Internal Communication & Relationships: Words shape worlds. Studies have revealed that influential leaders enhance two-way communication, creativity, collaboration, job attitudes, and organizational commitment. Leadership Transitions: Leadership transitions, whether successful or not, are costly. Evidence suggests that, on average, 35% of internally promoted executives fail, and direct reports spend 10-20% of their time helping a new leader transition. Successful leadership transitions increase company revenue, have 13% lower attrition rates, and are 90% more likely to achieve long-term performance goals. Leadership development is a leadership transition acceleration tool. Want to personalize or bring Helping Others Make Change Work training to your business? LEARN HOW Schedule US $275 Date & Time (EDT) Sorry, there are no upcoming dates scheduled for this locati on at this time. Please contact us to ask about upcoming dates! Location Railside Golf Club - Alder Room 2500 76th St. SW Byron Center, MI 49315 Language English Terms and Conditiions Here is our cancellation and refund policy . More Details Lunch is included in the registration price. Questions? Interested in training your team of 10 or more? Fill out our contact form to get started. Next REGISTER NOW Objectives At the completion of this workshop, participants will be able to: Recognize how others are reacting to change and adapt coaching accordingly Help those resistant to change overcome negative feelings and reframe unproductive thoughts and actions Help those receptive to change but unable to move forward try new behaviors Help those instinctive to change discover the impact they have on others R ecognize when others need to explore alternatives and make productive, positive choices. How it will help you Benjamin Franklin suggested that the only certainty in life is death and taxes. We would add change. And as the world changes, leaders and businesses must change too. Too often, organizational change management is simply a series of communications where executives or project managers inform the business that change is coming. Leading during change is more than communicating the features, advantages, and benefits of change. Adopting an organizational change framework helps you and others manage the people side of change and create organizational inertia. Culture is one thing that influences everything in your organization. An organization's culture is composed of norms of behavior and shared values. Employees and leaders do not reinforce behaviors they do not value. A leader alone can create the organizational inertia needed to change without followers, not even the CEO. If I am unable to attend the session I signed up for can I transfer to a new date? How? Yes, you can transfer into a new session by contacting info@organizationaltalent.com and making your request in writing. Please indicate the class/date you would like to reschedule in the subject of the email. Review the available course offerings and indicate the class/date of interest. How do I get a refund on a course? What is your cancellation and refund policy? How do I contact you with questions about my training? Where can I book leadership development workshops in the Grand Rapids area? FAQs