Search this site

Optimize your leadership. Organizational Talent Consulting provides leaders and businesses with deep insights, clarity, and coaching to make transformational development investments that deliver the best results. 360 Leadership Surveys Optimize your leadership. Organizational Talent Consulting provides leaders and businesses with deep insights, clarity, and coaching to make transformational development investments that deliver the best results. SCHEDULE A MEETING DOWNLOAD 360LS PRODUCT BROCHURE Why it matters We all see the world from our point of view. But leading with a limited point of view creates potential blind spots and distortions that can seriously jeopardize goals and derail careers. B eyond individual and company performanc e, the proven benefits of enhancing self-awareness extend to improve d job satisfaction, role clarity, and decreased turnover. 1 LEADERSHIP ASSESSMENT TOOL YOU NEED TO TRY Our Approach to 360 Leadership Surveys Clarify leadership goals and expectations, i dentify survey items and participants. Prepare leaders and the organization to launch 360 surveys successfully. Create 360 reports that reveal deep insights into leader perceptions and performance. Debrief leaders in confidential one-to-one meetings to identify high-leverage development goals . Apply leadership coaching and provide transformational tools to help busy leaders achieve their goals and create life-changing daily and weekly routines. It's not just enhancing self-awareness: it's a targeted learning approach for busy leaders that changes how a leader shows up daily. GET ACCESS DOWNLOAD 360LS BROCHURE Our Clients' 360 Leadership Surveys Success Organizational Talent Consulting helped a large manufacturing business assess and develop frontline leaders. By embracing assessment-driven leadership development and coaching leaders on their blind spots and hidden strengths, the company reinforced a culture of safety and enhanced leader alignment to organizational goals and their ability to achieve their goals. Our Solutions for 360 Leadership Assessment Leadership Framework 360 Survey Templates Survey & Report Customization GROW Model Coaching Process Development Toolkit Your Path to Optimize Your Leadership Explore Our Insights on 360 Leadership Surveys 1 Schedule a Meeting Help us understand your specific needs so we can determine your best next steps. 2 Partner with Us We assess and analyze your situation, provide insights and partner to develop solutions that bring out your best. 3 Learn - Change & Thrive With a plan that is proven to work for getting more out of life and work, you'll have the confidence and competence needed to maximize your full potential! GET ACCESS 100% Money-Back guarantee Our 360 Leadership Survey Guarantee We’re so confident you’ll love our 360 leadership survey services and experience growth we offer a 100% satisfaction guarantee. If we do not meet your objective, we will refund your full fees. Connect with Jeff Doolittle Ready to optimize your leadership? Hi, I'm Dr. Jeff Doolittle . I'm determined to make your personal and professional goals a reality. My only question is, are you? GET ACCESS

Reduce friction, increase capacity, and improve execution. Organizational effectiveness consulting for CEOs and leadership teams—decision rights, operating rhythm, role clarity, and accountability. Serving Grand Rapids & West Michigan. PEOPLE & CULTURE CONSULTING Organizational Effectiveness Reduce friction. Increase capacity. Improve execution. Many organizations don't have a strategy problem—they have an effectiveness problem. Work gets stuck in handoffs. Decisions slow down. Meetings multiply. Accountability blurs. And leaders spend too much time compensating for the system. Schedule a Leadership Strategy Conversation WHY IT MATTERS When Effectiveness Slips When effectiveness slips, the symptoms are predictable: Priorities multiply and focus erodes Teams operate in silos and rework increases Role confusion creates delays and tension Execution feels harder than it should Decisions bottleneck at the top Meetings consume time without producing outcomes Performance varies widely across leaders or departments Effectiveness is the difference between a capable organization—and one that is constantly "working around" itself. OUTCOMES What Organizational Effectiveness Delivers Our Organizational Effectiveness engagements help CEOs and leadership teams: Accelerate execution by removing operational friction Strengthen accountability with clean ownership and follow-through Simplify meetings and operating rhythms to produce outcomes Increase capacity so leaders spend more time on the highest-value work Clarify roles and decision rights so work moves without escalation Improve cross-functional collaboration and handoffs Align structure, systems, and talent to support strategic priorities Serving Grand Rapids and West Michigan (and nationwide). EVIDENCE-BASED PROCESS Our Approach to Organizational Effectiveness We focus on what drives results: clarity, operating systems, and leadership habits that are grounded in evidence from organizational psychology and real-world execution. 1 Diagnose the real constraints We identify what's actually slowing execution through: Interviews with leaders and key stakeholders Review of strategy, org structure, scorecards, and operating rhythms Workflow and handoff mapping (where work stalls, where rework happens) Decision flow review (what escalates and why) 2 Design a clearer way of operating We build an operating model that reduces friction: Priority stack and strategic alignment Role clarity and ownership (who owns what outcomes) Decision rights (who decides, who advises, how decisions stick) Meeting and governance cadence (less reporting, more decisions) 3 Strengthen accountability and performance systems We align the reinforcing systems so change holds: Scorecards and metrics that drive focus Performance expectations and feedback rhythms Talent alignment and capability needs Simple governance to sustain improvements 4 Implement and embed We help leaders execute the changes with: Practical rollout plans Leader enablement and coaching Communication and change support Check-in cadence and adjustment Typical timeline 4–12 weeks (depending on scope) Leadership time Focused & efficient—designed around existing routines Schedule a Leadership Strategy Conversation ASSESSMENT ARES What We Assess and Improve Every organization is different, but effectiveness work commonly focuses on: Operating rhythm: meetings, cadence, decision-making, governance Role clarity: responsibilities, handoffs, escalation paths Decision rights: speed, quality, and decision "stickiness" Cross-functional execution: collaboration, friction points, rework Accountability: commitments, follow-through, consequences Performance management: expectations, feedback, measurement Structure and workflow: spans/layers, bottlenecks, capacity constraints Leadership effectiveness: behaviors that reinforce the operating system STRATEGIC DECISIONS Decisions This Work Supports Organizational Effectiveness is especially valuable when leaders need clarity to decide: What operating model best supports the strategy Where to simplify structure and reduce bottlenecks How to clarify decision rights and reduce escalation What metrics matter most—and how to review them How to reset performance expectations and accountability Where capability development is needed to execute priorities How to sustain change without adding bureaucracy Related Services If adjacent needs surface, we can integrate: Culture Assessment Strategy & Succession Strategic Planning & Off Sites (as an engagement type) Organizational Effectiveness Enterprise Change & Alignment GETTING STARTED Your Path Forward 1 Start with a confidential conversation We'll clarify what you're seeing, what's at stake, and what "better" needs to look like. 2 Diagnose and align We gather input, identify friction points, and align on the leadership operating system. 3 Embed and sustain We reinforce the rhythm, agreements, and accountability so alignment holds under pressure. PRACTICAL ARTIFACTS Deliverables You Can Use Immediately You'll leave with a small set of practical artifacts such as: Organizational Effectiveness Diagnostic Summary Decision Rights Map and Decision Log Scorecard and Review Cadence Friction Map (bottlenecks, rework loops, handoff breakdowns) Role Clarity Map (owners, accountabilities, interfaces) 90-Day Action Plan and 6–12 Month Roadmap PEOPLE - PROFIT - PURPOSE ALIGNMENT SYSTEM Designing Organizations That Thrive A framework for boards and senior leaders to navigate growth, transition, and organizational complexity—designed to elevate people, profit, and purpose. FEEDBACK LOOPS The "engine" of the model — when these loops are aligned, performance compounds. When they're misaligned, you get friction, firefighting, and drift. Rewards → Culture What gets rewarded becomes normalized behavior. Processes → Learning Predictable cadence increases feedback quality, improves decisions, strengthens performance, raises confidence and engagement. Structure → Decision Speed Clear decision rights reduce delays, improving execution, building trust, reinforcing culture. People → Culture Leadership habits model expectations; expectations shape behavior; behavior becomes culture. How Aligned Is Your Organization? You can not change what you don't understand. Learn more and receive a free personalized report. Start The Assessment

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

Handle change well and win; handle it poorly and fail. In an environment of perpetual change, the enemy of great change leadership is good change management. Discover the leadership attributes behaviors that drive change and the tools to plan and implement change well. In-Person Leading Organizational Change Produce change Handle change well and win; handle it poorly and fail. In an environment of perpetual change, the enemy of great change leadership is good change management. Discover the leadership attributes, behaviors that drive change, and the tools to plan and implement change well. About No company would brag about its status quo and sameness compared to when it began. But, change imposed is often change opposed. One of the most critical leadership challenges is leading organizational change. Any organization can move forward with small incremental changes, but building for the future in today's rapidly evolving environment means making bold changes. This workshop introduces leaders to organizational life cycles, Kotter's 8 steps of organizational change, a positive framework for change, a tool for keeping a pulse on what matters most during major organizational change . Who should attend? Leaders and managers curious about how to lead positive changes in organizations. Leaders and managers who are skeptical of the ability to create positive organizational change. 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 Leading Organizational Change 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: Explain the essential leadership attributes and behaviors during change Articulate the steps of Kotter's organizational change proces s Articulate the steps of the Appreciative Inquiry Utilize the ADKAR model to measure change progress and lead change How it will help you A common perception is that most changes in the workplace fail. Mckinsey and Company surveyed over 1,500 executives on their perceptions of change and concluded that most changes fail because only a third of the executives in the study indicated that changes were completely or mostly successful. No matter your perception of change, the reality of a fast-moving economy and complex business environment makes the "change problem" increasingly difficult. Change is complex, whether broad or incremental. Like running a successful marathon, the work begins well before the first steps of the race and before the visible aspects of a change take place. If organizations move too quickly or out of order, they get into trouble, leading to faulty decisions and wasted efforts. There was an issue connecting to your network. Check your connection and try again. FAQs

Organizational Talent Consulting leader's guide to succession planning. In-Person A Leader's Guide to Succession Planning How to identify, prepare, and nurture successors Increase the availability of experienced and ready employees in the right jobs now and in the future with proven practices and tips for how to overcome common risks. Play Video Facebook Twitter Pinterest Tumblr Copy Link Link Copied About "I've got an opening on my team; do you know of anyone?" How often have you initiated this conversation or been a part of it recently? Most leaders struggle to find and develop the ready-now talent they need. Workforce challenges are nothing new. However, industry experts forecast that your talent challenges will become increasingly severe by 2030. Building a pool of qualified candidates ready to fill newly created or vacated positions can be challenging. This workshop includes succession planning topics such as talent identification, talent calibration, talent review best practices, and high-impact and low-cost employee development strategies. Who should attend? Leaders and managers who are curious about succession planning best practices. Leaders and managers who are skeptical of their ability to identify or nurture successors. 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 A leader's Guide to Succession Planning training to your business? LEARN HOW Schedule US $275 Date & Time (EDT) Wednesday, April 9th 2025 11:00 AM - 1:00 PM (EST) 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. 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: Articulate the importance and benefits of succession planning. Articulate succession planning best practices, roles, responsibilities, attributes, and behaviors for leaders and employees Identify and evaluate employee performance and potential. Articulate high-impact employee development strategies. Articulate common succession planning risks and solutions. How it will help you You might be thinking to yourself, no one knows the future for sure, so why bother trying to build a pool of ready-now candidates? One of the most significant downfalls of strategic planning in today’s turbulent marketplace is that the process often fails to consider future changes in the environment. But, only relying on short-term planning is gambling with your company’s future. Succession planning is intended to increase the availability of experienced, capable, and diverse talent, ensuring the right people in the right jobs now and in the future. There was an issue connecting to your network. Check your connection and try again. FAQs

Leadership training on steps leaders can take to build a positive culture that reinforces personal and organizational ownership necessary for achieving results. In-Person Creating A Culture of Accountability See It, Own It, Solve It, and Do It. Steps leaders can take to build a positive culture that reinforces personal and organizational ownership necessary for achieving results. Play Video Facebook Twitter Pinterest Tumblr Copy Link Link Copied About Accountability is a frustrating topic for many leaders and business owners. Despite careful hiring practices, well-designed employment policies, and digital monitoring, accountability remains puzzling. Why do some employees take accountability for their actions and others don't? Holding others accountable isn't easy, but it significantly impacts your leadership and business results. An organizational culture of accountability is architected. It doesn't just happen. During this workshop, leaders will learn how to recognize and effectively apply five psychological levers for creating workplace accountability: attribution, observation, obligation, and consequences. You will also use a tool to assess the current degree of accountability in your company culture and identify specific actions that will best drive accountability. Who should attend? Leaders and managers who are curious about creating a culture of accountability. Leaders and managers who are skeptical of the degree of accountability in their culture. 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 Creating a Culture of Accountability training to your business? LEARN HOW Schedule US $275 Date & Time (EDT) TBD Please contact us to ask about additional 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. 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 the attributes of a culture of accountability. Assess the degree of accountability in the culture. Apply five psychological levers for creating a culture of accountability: attribution, observation, obligation, and consequences. How it will help you A recent CEO benchmarking report found that nearly one in five CEOs surveyed identified holding others accountable as their greatest weakness, and almost as many struggled with letting go of underperformers. Holding employees accountable is difficult for leaders, even when they are responsible to others for business results. Evidence from various studies links employee accountability to: Job satisfaction Motivation Stress Ethical behavior Job performance Discretionary effort There was an issue connecting to your network. Check your connection and try again. FAQs

Get the Leadership Habits Newsletter and take the free 5-minute Leadership Habits Assessment. Identify the 3–5 habits that improve clarity, decision quality, and execution for CEOs and senior leaders. Get the Leadership Habits Newsletter + Free Assessment Weekly insight for CEOs, owners, board members, and executives—plus a free 5-minute assessment that pinpoints 10 life-changing leadership habits that will elevate people, profit, and purpose this year. Executive Coaching + Organizational Consulting • Author of Life-Changing Leadership Habits LEADERS USE THIS TO: Reduce decision overload and regain clarity Strengthen execution through clearer priorities and expectations Improve difficult conversations and team alignment Lead with more consistency under pressure Leadership gets heavy when everything depends on you When decisions stack up, priorities compete, and people issues linger, most leaders don't need more information—they need a clearer view of what's driving outcomes and a simple plan they can actually execute. This newsletter + assessment helps you quickly identify what to tighten so you can lead with more confidence and less drag. Get The Newsletter + Start the Free Assessment You'll get two things This is not just leadership development. It's a disciplined partnership to strengthen decision-making authority, organizational systems, and leadership influence—grounded in evidence and focused on outcomes. Based on the latest strategic leadership research and decades of experience with CEOs, boards, and executive teams navigating high-stakes decisions. The Leadership Habits Newsletter WEEKLY Short, useful insights for leaders who prefer practical tools and content over buzzwords—focused on leadership and organizational clarity, decision quality, communication, execution, and culture. The Free Leadership Habits Assessment 5 MINUTES A quick self-check that highlights: Your strongest leadership habits Likely blind spots under pressure The habits most worth strengthening next Practical next steps you can apply immediately Designed for leaders who… Carry responsibility for people, performance, and profit Navigate complexity, change, and constant decisions Want a confidential, direct, research-based approach Prefer practical behavior change over vague inspiration Want traction in the next 30–90 days—not someday Not a fit if: You're looking for generic leadership tips or a one-size-fits-all course. Want a faster reset after the assessment? If you finish the assessment and want to turn insight into action quickly, you'll have the option to start the Leadership Breakthrough Bundle—a focused new-client intro experience that combines executive sessions, objective insight, and a personalized habit action plan. You'll see the Bundle option immediately after you complete the assessment. Get The Newsletter + Start the Free Assessment There was an issue connecting to your network. Check your connection and try again. Start here Get the newsletter and complete the free assessment. In a few minutes you'll have a clearer picture of the habits creating lift—and the habits creating drag. Start Here

I work with CEOs, boards, executive teams, and high-potential leaders navigating growth, change, and complexity across organizations and industries. Who I Work With I partner with senior leaders who carry enterprise responsibility for results, culture, and long-term direction. My work is most effective when leaders are navigating growth, complexity, transition, or inflection points that demand clearer judgment and stronger systems. Schedule Your Leadership Strategy Conversation Not sure if this applies to you? See what typically changes CEOs & Owners You are accountable for enterprise performance, leadership credibility, and long-term value creation. As organizations grow, the complexity of decision-making, succession, and execution often outpaces existing leadership systems. I work with CEOs and owners who want to strengthen judgment, align their executive teams, and ensure strategy translates into sustained execution. Organizational Talent Consulting partners with CEOs to align leadership behavior, culture, and decision systems so execution keeps pace with ambition. Rapid growth or organizational complexity Leadership team misalignment Succession or ownership transition Strategic clarity without execution traction Learn More: Executive Coaching Strategy & Succession COMMON SITUAIONS I SUPPORT Executive Teams High-performing executive teams are not defined by talent alone—but by shared decision rules, trust, and execution discipline. I work with executive teams to strengthen alignment, clarify roles, and improve how decisions are made and carried out. This work often follows CEO or board sponsorship. Organizational Talent Consulting works with executive teams to surface hidden friction, reset leadership norms, and create operating rhythms that drive accountability and results. COMMON SITUAIONS I SUPPORT Strategic alignment and role clarity Trust, conflict, and accountability Operating cadence and decision frameworks Enterprise mindset vs functional silos Learn More: Executive Team & Board Advisory Organizational Effectiveness Boards I support boards in strengthening governance effectiveness, leadership transitions, and strategic clarity—often in partnership with CEOs and executive teams. My role is advisory and facilitative, helping boards focus on the decisions and systems that matter most. Organizational Talent Consulting helps boards strengthen leadership effectiveness, succession readiness, and enterprise alignment through disciplined assessment and facilitation. CEO transition or succession planning Strategy clarification and risk alignment Board–management role clarity Enterprise-level perspective during inflection points Learn More: Strategy & Succession Executive Coach Grand Rapids COMMON SITUAIONS I SUPPORT Who this work is not for This work is not designed for leaders looking for quick fixes, motivational events, or transactional training. It is best suited for senior leaders willing to examine how leadership habits, culture, and systems shape results over time. Not Sure Where You Fit? A short strategy conversation can help determine whether coaching, consulting, or another approach is the right next step. Start a Leadership Strategy Conversation Not Sure Where You Fit Frequently Asked Questions Do you work only with CEOs? No. While many engagements begin with CEOs or owners, this work often includes executive teams and boards—typically with senior leadership sponsorship. Does your work focus more on coaching or consulting? Is this work industry-specific? When is this work most effective?