Dr. Jeff Van Meter’s ability to ask the hard questions helped me realize how powerful it is to be vulnerable as a CEO.” – Dennis Giannetti
ABOUT THE HUMAN LEADER
HUMAN LEADER TESTIMONIALS
“Dr. Jeff was educational, informational and inspirational. His ability to ask the hard questions helped me realize how powerful it is to be vulnerable.”Dennis Giannetti
“Jeff was able to help me cut through my emotional baggage and clearly see the issues in front of me. Not only that, but he helped me make some fast decisions that saved us time, pain, and effort. We all need someone with outside perspective. For me, that’s Dr. Jeff.”Gini Dietrich
IDENTIFY KEY TEAM DYNAMICS
It is well known that the leader sets the tone for an organization. What is less well understood is that the organization is an external manifestation of the leader’s priorities and values. Rather than Dr. Evil’s mini-me, it is a mega-me. The leader’s strengths and weaknesses are amplified throughout the entire organization, even large corporations. This amplification occurs through the relationship dynamics a leader brings into every interaction that leader has, whether positive or negative. By definition, we don’t know what we don’t know. Excellence in leadership demands that we discover what we don’t know in order to lead our organization. We start by identifying the dynamics a leader brings into their leadership and how they impact the organization.
GAIN ACTIONABLE INSIGHTS
Knowing is only the first step. Utilizing that knowledge in a way that moves the organization forward is always the desired outcome. During this step, the leader does a deep dive into both how and why the organization is responding the way it is. These insights organically lead to actions for the leader to take which change the dynamics and set the stage for massive growth.
IMPLEMENT & THRIVE
The insights and actions identified in the first two steps are crafted into a plan for the organization. Key influencers are recruited and the plan is implemented. Adjustments are made as needs are identified and change begins. The environment of the organization changes slowly at first, then like an avalanche, the change picks up speed and power as it cascades through the organization. Ultimately, the organization starts to thrive in this new environment. The new culture is firmly established, employee satisfaction is high, turnover is low and profits soar.