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“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

678-781-2567

dkaufman@rjgriffin.com

“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. To accomplish this you must give equal importance to character and competency. 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

Organizational culture consists of the beliefs and values that allow people and processes to work together for producing the greatest results.  It is far more strategic than tactical, however there are some best practices that cross over most organizations.  This post by Micah Solomon contains some great advice: “Whatever kind of company culture you’re looking to create, here is a sequence of seven steps that can help you get there.  As a customer service consultant, I’ve limited my practice to cultures that aspire to focus on the customer and support employees as multi-dimensional human beings. So if you have more transactional, customer-agnostic cultural goals, […]

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We all like to tell ourselves the little self-talk lie that yes I’m overworked today but very soon its all going to get better.  Then we get hit with another list of critical projects and we have to push through with the every growing doubt setting in that this stress is never going to get better.  Eventually, unless major changes are made burnout is coming.  This HBR post is a must read: “In the last weeks prior to the event, however, her stress levels attained such high levels that she suffered from severe burnout symptoms, which included feeling physically and […]

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While many global markets are going through disruption, the best practices of leadership cannot remain static.  Some things like leading with honesty and integrity will never go out of style but the generational perspectives of most millennial workers are forcing dramatic change.  This Forbes post deals with many of the critical factors: “Company leaders are facing a crisis. Nearly one-third of employees don’t trust management. In addition to this, employers now have to cater to the needs of the millennial generation. On average, after graduating from college, a millennial will change jobs four times before they are 32. Most of […]

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Leadership is certainly not for everyone.  It requires in my opinion a passion to make things better and not to settle for the status quo.  A leader is a change agent who sees potential in other people and is highly committed to bringing that talent out for everyone to see.  This Forbes post covers the bases: “Anyone can be a leader, whether it’s your official job title or not. Leadership is most often thought of in terms of title, but it’s also a mindset. If you view yourself as a leader, you’re already on the path to success.  There are […]

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There is nothing worse than a bad meeting. The lost productivity for everyone in the room not to mention the ongoing withdrawals of trust are painful.  In a collaboration culture they are necessary but they must be prioritized for maximum effectiveness.  This Fast Company post is helpful: “Meetings can be the bane of working life, but they don’t have to be a waste of time if you ask yourself a series of questions before every meeting, and only attend meetings that are really necessary. So before you click “accept” on that new calendar invitation, look out for these signs that indicate it’s […]

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