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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

One of the major issues I face with every client I help with leadership development is how to align managers who many times are Boomers with team members who are Millennials.  Productivity and job satisfaction are damaged because they do not understand each others core values and therefore trust is lost.  This post by Christine Comaford is the best I have seen in a long time: “How do we consistently get team members who say ‘I love my job, I trust my leader and l’m ready to rock today!’? According to Gallup, the purpose of performance management is to improve […]

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The best advice I have received in a long time was from a client who insisted that I become competent with Michael Porter’s work on strategy.  It is clearly still a work in progress but I now realize that without a sustainable competitive advantage you will eventually fail.  Growth for growth’s sake improves short term revenue but could destroy long term profitability.  This Forbes post is excellent: “GE has failed the cocktail napkin test. If you can’t explain your strategy to someone on the back of a cocktail napkin, it’s too complicated. The best-performing organizations have a single, overarching strategic […]

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I think lack of  alignment may be the most significant issue within most organizations.  This may lead to serious gaps between the demand on the people that consistently exceeds the capacity.  Many times these gaps can be closed by significantly improving daily feedback when problems occur.  This Fast Company post will help: “Not getting along with a coworker? Disagree with your team about the direction a project is heading? Chances are it’s not personal, even if it feels like it. But there’s a real risk that it’ll get personal if you aren’t careful. At the root of many of these issues is […]

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I recently spoke on this topic for a new client.  We are all accustomed to what I called developmental and market change.  To address this level of change we must constantly lean into process improvement and in some cases execute a significant realignment.  However, disruption requires nothing less than dramatic transformation to survive much less thrive.  This post by Steve Olenski was spot on: “Disruption has become the rule among companies of all stripes, and it’s coming from every angle. When PwC surveyed CEOs for its annual chief executive study in 2014, the majority of respondents said changing consumer behaviors, […]

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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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