IMPACTING change
CULTURE CHANGING
"Thanks TBone! (Tom) Your latest leadership training course "Lead Like You Care" is fire. The transformation over the past 3 months with our millennials and inexperienced leaders has been great. The training is producing the culture and atmosphere we needed to empower our team and put everyone on the same page. Your innovative engaging training is hitting the mark. We all loved the "Power Leadership"section and neuroscience of creating trust."
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- Jean Whitaker, General Manager
EXECUTIVE CONFLICT RESOLUTION
"TBone (Thomas) we are in debt to you. Our non-profit group had been stifled for over a year, due to in-fighting in the leadership. We ignored it and hoped it would resolve itself. Then members began leaving, projects and programs unfinished. You were recommended by another group we knew that used your services. Your way of using strengths to help resolve conflicts is uncanny. You helped us to focus on the strengths, while also discussing the dreaded elephant in the room. I don't know how you got us to unite on one single goal, but you did. Now we are moving forward."
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- Brian Davidson, Director
TRAINING GROUPS
​"Thomas (aka TBone), excellent job on providing some conflict resolution leadership training. We were ready to simply disband the group and go our separate ways. Your "shared understanding" techniques and application really worked well for our group and even created a closer bond. it was freakin awesome! Thanks for helping while you were here. We are now helping more people, productivity for the project increased . Both groups are working together. You were worth the investment."
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- Chris, NewZ Sustainable
Q&A
Name one of your challenging group cases?
An organization from a city in Texas contacted me regarding a workplace issue. Initially, they avoided addressing the core problem, but after I pressed them, they acknowledged the real concern—racial tensions between two departmental groups responsible for monitoring healthcare services in the community.
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On the day of the conflict resolution training, I began by introducing strategies and tools for managing conflict. In the second half of the session, we applied these tools to address the actual issues at hand.
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Two weeks later, during a follow-up, the organization reported significant progress. They had successfully resolved their conflicts, developed new communication strategies, and begun working together as a more cohesive unit.
A Challenging 1:1 executive case you worked with?
I received an email from the HR department of a tech corporation. They were at their breaking point with an executive who was on final probation. His leadership style had led to a 40% attrition rate in his department, costing the company millions in lost employees and retraining.
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As a last resort, they offered him my executive coaching services. Typically, I work with executives for a year, but in this case, I was given only six months. Through multiple assessments, we identified a critical gap in emotional intelligence skills. Over the next six months, we focused intensely on developing these skills, transforming his leadership approach.
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By his next performance review, his peer and employee ratings had jumped from 60 to 87 out of 100—a remarkable improvement that ultimately saved his job. Impressed by the results, he then hired me personally to continue coaching him.
Coaching philosophy or strategies that work best for you?
" I have a coaching program called "Build the Person____(Builds/Impacts or Changes) the _________! You fill in the space. The crucial element has been what we call in neuroscience the "Keystone Effect" By focusing and working to change one, two or three major obstacles and goals with the individual, creates a phenomenal shift that affects everything else. This is one reason my program are intense. We don't have time to waste with the bull, we need to bring your future creative, productive, empowered and conscientious self to the present. So you can be most effective."