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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

Dan Greer Personal Development Dan Greer Professional Leadership

The days of all decisions being made solely at the top with a few people involved are fading fast.  Throughout the Industrial Age of leadership during the last half of 20th century this was the only model of leadership.  The overwhelming percentage of the workforce was for the most part simply telling time based on the clear instructions that were given for them to follow. Today we are leading from an Information and Idea Age model of leadership.  The entire development process has been delegated to various teams so that everyone who can contribute will be involved.  In essence people […]

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Great leaders always give credit to others when things are going well and they assume responsibility when they fail.  Leadership is about inspiring others and empowering them to reach their potential.  It is also about becoming an example for everyone to see you own your part of the problem and commit to getting better.  This post by Forbes helps in both areas: “Are you getting the results that you want from your team? Do you blame them for not taking initiative, underperforming, or not completing projects quickly enough?  As you think about your complaints, think about what your part is […]

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I have never known a great leader who did not know how to establish goals, develop plans, execute priorities and finally evaluate success in their career.  Every day they proactively plan ahead and solve problems to everyone can be successful. However, tragically for most people that is exactly what happens to them in their personal lives.  They say this part is ultimately the most important but they never take the time to write down what they want their legacy to be for the people that matter the most. Because the personal does not get the priority of the professional the […]

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There are many leaders today that want to move beyond just making a profit to really making a difference.  They want to be successful and that’s great but they also want the significance that only comes from adding value to other people. When leadership is approached from a Christian perspective a new model starts to develop where the leader becomes more of a shepherd to their people than a boss to their employees.  They do care about performance and productivity but they also feel responsible for developing alignment around core values and creating the right culture for work-life balance for […]

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Leaders have always been evaluated based on the two extremes of the tasks that must be done compared to the relationship skills involved in motivating the people who will actually do the work.    The theory was some leaders are born project managers and others are great in customer service. In the old industrial age model of the last century based these either high task or high touch leaders were placed in jobs that maximized their strengths and overlooked their weaknesses.  So if someone could always hit their numbers but had higher rate of turnover they were viewed as someone who […]

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