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Client Stories

“One of our company’s core values is ’employee development.’ For the past three years Dan has played a significant role in helping us achieve that goal while increasing the leadership capital within our entire company where the business operations include manufacturing, distribution, sales, marketing and administration.

Dan has displayed a profound ability to absorb the specific challenges of each of our department leaders and develop specific coaching strategies to assist in their growth. Along with his Executive Coaching, Dan has developed training strategies and delivered world class speeches at our national meetings.

As a Christian business man I have a deep desire not only to provide for our employees physical needs but also offer a means for them to develop as a whole person. With Dan’s background and business acumen he has been able to support both their personal and professional development. Everyone that Dan has worked with has expressed tremendous appreciation to our company for providing him to assist in their growth.

If you are interested in nurturing a culture of personal development and improvement I highly recommend Dan to lead that effort.”

Steve Tucker

President CEO Circle Y Saddles, Inc.


“Dan Greer is a true and passionate leader of people. In all of my professional and personal dealings with Dan in the past, he truly adds value to the team and leads by example.

I can think of no better person to rely on when consulting on individual or corporate success strategy. I consider him a true motivator, leader and friend and would not hesitate to recommend him for your needs.”

Dan Kaufman

Vice President- Division Manager

R.J. Griffin & Company



“Over the years I have come to value your opinion on many things, but specifically your ability to effectively carry an organization through change and trying times without compromising your, and the group’s integrity, yet coming out a stronger entity.

This speaks to your leadership and ability to build the leadership skills in individuals to build an organizational culture that is strong fundamentally. Where individuals have a great grasp on not just its core mission, but more importantly, on what the organization’s values are so that personal and organizational growth and success are complimentary to each other.

In essence, a culture that can withstand the constant challenges evident in our ever changing business environment.

I know your company will be a success, as your uncanny ability to effectively merge faith and values in a business environment is a necessity for all organizations.”

Elisa V. Gaspart

President Strategic Consulting Group

“Anyone in a leadership role has a responsibility to understand that leading today has changed. Critical shifts in social behavior have created new opportunities for leading.

Dan Greer showed our executive conference what it means to lead with integrity and understanding. He did not speak from theory. He knows from personal experience how to be an effective leader. He received the highest marks of any speaker at our annual conference.”

Philip W. Arbuckle, CMP

Conference Manager, Utility Supply Management Alliance

My passion is to help develop leaders to reach their maximum potential. I focus on the three critical areas of character, chemistry and competency to increase their effectiveness. Leadership development is an investment to insure that the future will be better than the present.

Dan Greer Personal Development Dan Greer Professional Leadership Dan Greer Content Stream

Everyone knows that getting the important things done each and every day and walking away from everything else is the secret to success.  We all have to process tremendous amounts of information all the time and there are so many things we simply cannot fit into an already loaded schedule. Sometimes we take relatively simple concepts and make them too complicated.  This is my conviction about the subject of personal productivity.  When something hits my “inbox”, regardless of its source: email, cell phone, mail, interruptions, there are only four possible things I am going to do. DELETE—If it is not […]


In sharp contrast to the breakthrough impact of the companies that practiced the flywheel effect all of the organizations that could not transition from Good to Great were caught in The Doom Loop.  Instead of the consistent daily movement of the flywheel they went for the big impact event that would give the immediate impression of progress only later to regress into failure. They were not willing to use the deliberate process of figuring out what needed to be done and then simply doing it.  “The comparison companies frequently launched new programs-often with great fanfare and hoopla aimed at motivating […]


The greatest waste of leadership capacity for any organization is the underutilization and lack of development of key people within their own company.  The key reason in my mind is that these executives are overvaluing delivering results at the expense of not developing the next generation of leaders.  This HBR post drives this issue to the top of the list: “It’s not that development itself isn’t important. In a Deloitte study of 7,000 organizations this year, 89% of executives rated “strengthening the leadership pipeline” an urgent issue. That’s up from 86% last year, and the trend makes sense. Organizations are […]


In my opinion the best organizational leadership book that has been written is Good to Great by Jim Collins.  It proves beyond any doubt some things we have always know about effective leadership but he discovers some key principles that fly in the face of everything we have been taught in the past. One thing that is really not new but clearly prioritized in his book is the importance of character in the life of any leader.  Character ensures that the motives of the leader are always focused on what is best for the people they are leading and not […]


Leaders used to draw a lot of significance from being the smartest person in the room with all the answers.  That position allowed them to be more directive in their leadership style because everyone else was there to simply carry out the plan.  Now with such a high value being placed on collaboration, these key things posted by Forbes must be a part of a leaders approach: “Here are five things strong managers — confident people who are not afraid to hire competent and honest team members like you — can handle easily. They aren’t afraid to have human conversations […]