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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

I have come to believe through my executive coaching that alignment may be one of the most powerful concepts for most organizations.  The lack of alignment, especially with leaders and their teams, creates a culture where many opportunities are lost.  This HBR post is extremely helpful: “Few issues garner more attention among top executives than how best to grow their organizations. However, few executives work systematically with the types of employees they need to realize various growth opportunities. Your organization’s growth opportunities fall into four different categories, and in order to develop your business in a commercially sustainable manner, you […]

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I have noticed recently two extremes in my coaching when it comes to team effectiveness.  One extreme has been around forever, the celebrity leader who basically uses the team exclusively for execution.  The other one is where the team becomes a great place to share ideas but nothing really gets done.  This post by Lauren Ruef will help you find the middle ground: “The answers to some of your toughest business problems are closer than you think. Creative solutions, new approaches, and potential solutions aren’t going to come from outside hires or consultants. More than likely, they’re sitting in an […]

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Collaboration is a much talked about concept in corporate culture but often misunderstood.  The reality is that it is a very effective process when teams are working on the development of strategic initiatives.  However, it is the wrong approach when trying to solve problems around tactical execution.  This Forbes post clarifies all of the issues: “Most executives agree that collaboration is more important than ever in today’s turbulent business environment. In fact, a company’s very survival may depend on how well it can combine the potential of its people and the quality of the information they possess with their ability […]

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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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Every day we have conversations with people who are trying to tell us something we already know.  Most of the time we interrupt them in mid sentence and complete their thought so we can move on to something else that we think is more important. There are sometimes when this is very appropriate, especially where timing is extremely important and we must make decisions quickly.  However, the vast majority of times our stopping them is totally inappropriate for a variety of reasons. First of all, we really do not know for sure all that they were going to say. Many […]

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