Effective leadership fosters
We focus on building core leadership competencies and associated behaviors utilizing a Leadership Competency model consisting of 6 key area and organizational Core Values.
Each competency is divided into three descriptive themes. Within each theme are three measurable behaviors. Input is solicited online from Self, Manager, Peers and Direct Reports (behaviors may be modified if desired and your stated values are assessed). We help you determine how responses patterns may be analyzed and addressed. (See sample graphic in the next column of Personal Effectiveness competency behaviors below).
These 6 Leadership competency areas are:
Personal Effectiveness
Conducts him/herself in an effective, efficient and responsible manner by balancing priorities, personal responsibilities and expectations.
Interpersonal Effectiveness
Seeks input as a means of generating information, ideas, opportunities and synergies. Takes into account the concerns, needs and interests of others. Builds work relationships to achieve high value results.
Team Effectiveness
Establishes and implements team-based work practices within and between work groups and areas to maximize business effectiveness through collaboration.
Strategic Alignment
Assists employees and teams in developing a clear understanding of both desired performance outcomes and the boundaries/conditions within which they are free to make choices about how they achieve those outcomes.
External Alignment
Focuses on the forces influencing the business, community and customers (internal and external) and anticipates their needs. Improve products and services to satisfy stakeholders’ needs and drive our mission and brand.
Operational Effectiveness
Seeks to continuously improve the performance and profitability of work practices, processes and systems.
Core Values
Conducts himself/herself in a manner that is consistent with the company core values and expects the same of others.
Harry connects with individuals at all levels of an organization because he’s been there.
In companies, he served in a wide variety of functional roles progressively from individual contributor to leadership roles including: Team Leader, Functional Manager, Regional Manager, Global Director and ultimately, Executive-level Vice President.
Harry has 14 years of experience as a consulting company CEO and over 30 years in corporate roles. He also has served as a commissioned military officer and as a volunteer leader for various organizations.
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