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White Papers

White Papers

We invite you to take a more in-depth look at the powerful methodologies we use to conduct our consulting and coaching work by reading our white papers listed below.

Our advanced training and specialized expertise have allowed us to assemble a high-impact set of tools, techniques, and processes.

Below, you’ll get a close-up look at how we do what we do and why it’s so effective. Please feel free to click on the links to read right now or download for future reference.

Caution: Career Derailment Ahead ©
Why do even key, talented employees flounder or derail? In the vast majority of cases, career derailments occur because an individual has a psychological blind spot that is all too visible to others. However, both patience and termination are extremely expensive responses to a potential derailment situation.

Read this White Paper to learn about a significantly more effective solution and one that is dramatically less expensive than some combination of patience and outplacement.

Enhancing Effectiveness: Coaching Managers, Professionals, and Leaders ©
Even if Executive Coaching were to cost $50k – which it doesn’t – it would be barely a rounding error to invest in the coaching of a key player who has the responsibility for millions of dollars and for critical human resources.

Find out how our four-phase Coaching cycle works and how it will help key players in your organization turn potential into performance.

Executive Coaching: Creating Masterful Leadership ©
As a result of the chaotic and transformational business environment of the ’70s and ’80s, the art and science of management has also been radically transformed. Read this White Paper and learn what the six primary leadership roles are now.

Our firm knows how to help leaders and leaders-to-be hone their leadership acumen by showing them how to improve in four critical areas: Mental Agility, Interpersonal Finesse, Change Mastery, and Goal Orientation.

Executive Development and Succession Planning ©
Strong executives and leaders don’t grow on trees. They are, instead, grown by leading-edge companies that have the foresight and strategic clarity to provide their high-potentials the nurturing and the developmental experiences required to mature into high-impact contributors in their organizations.

Discover in this White Paper what the four most reliable and valid predictors are of leadership potential. Further, find out how to design and implement a potent Succession Planning Process.

Hiring By Design, Not By Chemistry ©
Every new hire will ultimately contribute either to moving your business forward or to holding it back. The acquisition of intellectual capital has quickly become the primary competitive advantage for most companies in this new millennium.

So, why handicap your organization’s drive to acquire new talent by not exploiting the most advanced technology available for selecting the strongest and best-fit candidates and for avoiding costly selection errors?

Learn from this White Paper how our firm, with its proprietary methodology, can identify critical information about job finalists that most hiring managers are unable to dig out.

Managers and Development in the Information Age ©
As organizations have moved into this new millennium, many are more keenly aware than ever of the primary challenge of our age: mastering permanent white water (i.e., mastering change) in order to remain competitive.

Key to this mandate is the design of powerful human performance methods. And, central to this challenge is the re-engineering of your Leadership Development Programs. Learn from this White Paper what the underlying parameters and objectives must be to ensure that your organization achieves its strategic business results.

Family-Owned Businesses ©
Is There a More Difficult Type of Business To Run?

Creating, building, and sustaining a family business is not only a fundamental American dream (over 20 million family businesses in the U.S. – 92% of all U.S. businesses), but is also a powerful dream in most other modern capitalist economies (for example, over 75% of all U.K. businesses are family owned).

The benefits of family businesses are manifold, genuine, and in many cases psychologically profound.