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John Fulkerson, Ph.D.

INDIVIDUAL EXECUTIVES / LEADERS / MANAGERS

All leaders work in the context of a competitive business environment within an organization or team that has its own unique characteristics and demands.  To become a more effective individual leader, personal strengths and limitations must first be clearly assessed and understood.  Change, if needed, must be clearly defined in terms of what success looks like in the given business /organization context.  Success must be defined in both business and personal outcome specific terms.

Once success is visioned and a path to success is charted, the individual is assisted / coached on methods to modify and improve the behavior, knowledge, skills, and motivation or passion required to achieve new levels of effectiveness.  The individual’s new personal competencies, both behavioral and internal are practiced and refined until the new leadership package becomes a natural part of the leadership repertoire.

TEAMS

Teams exist in a context of a competitive business environment and a larger organization.  Successful teams share a common set of behaviors and actions that assure the achievement of objectives.  Research has shown that successful teams share a common purpose, have the necessary resources and skills, and have strong alignment and commitment to shared objectives.

Successful team building is much more than simply getting along and avoiding conflict.  Becoming a high performance team requires a high level of awareness of the barriers and enablers that hinder or assist the team in achieving its objectives.  Once barriers and enablers are identified, the team strives for a high level of awareness and makes the new behaviors part of an ongoing operating system for getting things done.

ORGANIZATIONS

Organizations share common characteristics and have cultures (the way things are done) that are unique.  The effectiveness of an organization is based on the sum total of how business purpose, customer satisfaction, culture, organization structure, processes, reward systems, people, organization competencies / capability and leadership are aligned to achieve shared objectives.

Strategies for building organization effectiveness are based on an assessment and understanding of what organizations do well and not so well. After assessment, initiatives, tools and processes are adjusted to remove barriers to growth and enable / sustain higher levels of organization effectiveness.