Developing competent, confident leaders of teams


Do you believe that your organization is not living up to its full potential with exceptional leadership and a caring, engaged workforce? Does a clear vision and set of priority objectives exist? Have you recently acquired or merged with other businesses and are struggling with their integration?  Are all members of the organization aligned on this future destination and know what their individual contribution is to helping achieve success? Do your people have all skills and support they need to be successful?

When organizations need change, they often spend lots of money on initiatives and training programs that do not result in any significant, long term real change. Having a clear understanding of the fundamental needs of the organization and its people is key to ensuring the highest return on investment of any strategy to address change and improve performance.

My methodology to help organizations is described briefly in four phases.


I.  Assessment. A comprehensive assessment of the strengths and challenges in the organization sets the foundation for future goals. Assessments are conducted to determine the priority needs of the organization to improve business outcomes. The results are discussed with leadership and agreement is secured on the priorities to be addressed.

II.  Plan. A plan of action is developed based on priorities. I am committed to using proven methods based on my own experience and my partnerships with world-class leadership development organizations. Recommendations may focus on strategic priorities like creating winning cultures or gaining alignment in the organization through the development of a comprehensive business plan. At the operational level, recommendations may focus on individual leader skill development, executive team building or individual or group coaching.

III. Execution. The approved plan is put into action.

IV.  Sustainment. Inherent in every successful strategy is the follow-up phase to cement the concepts and ensure that the people apply what they learned. Reinforcement strategies include refresher initiatives, sustainability modules, use of action plans, connecting new behaviors to performance management systems, and adopting best practices.  The key here is to acknowledge that training is not a one-time event – rather an on-going process that enables refinement of skills and behaviors that ultimately lead to improved performance.  Sustainment efforts can be led either internally by the organization or through external assistance. Failure to address sustainment will result in lost leadership capacity and the erosion of those skills learned in phase III. Sustainment is the key to maximizing the return on investment of the leadership development strategy.

  “Jeff’s facilitation of the Values Based Decision Making program has been invaluable to our organization – assisting every decision we make. I highly recommend this program to business leaders in any industry. ” 

—Jay B. Forrester, Executive Vice President, Georgia Bank & Trust



Rules & Tools for Leaders

“Rules & Tools for Leaders (4th Edition): From Developing your Own Skills to Running Organizations of Any Size, Practical Advice for Leaders at All Levels.”  By Perry Smith and Jeff Foley (August 2013) Available wherever books are sold, including on-line retailers,, Powells.comiTunes and Google Play.

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