• Explore who they are, what they expect of themselves and how a self-directed development process can lead to a broader view of their capabilities within their organizations and learn new skills.
• Optimize self-assessment and multi-rater 360-degree feedback
• Gain awareness of the impact of his/her behaviors, address personal communication style, surface and manage conflict, and manage stress-related behaviors more effectively. 
• Create a personal leadership strategy for improvement to achieve business and performance objectives and successfully engage constituents
• Increase overall leadership effectiveness through reflection, seeing systems, and being a catalyst for change
• Successfully assimilate and integrate new leaders
• Assess, develop, and coach individuals and teams
• Develop and plan strategic management initiatives with teams to help deliver results and focus on building high performing teams

In coaching initiatives, Joe combines psychological training, experience and insight with a broad business background, including P&L, line and corporate level leadership and managerial experience in pharmaceuticals and diverse services industries. 

He enables clients to enhance the power of their leadership presence skill set – including self-regulation, being a compelling communicator, and reading the audience, and better conflict management, and has received praise from clients for his candor, his business understanding, his passion for the client’s learning and his ability to provide concrete suggestions for improving client performance and business results. 

Joe specifically supports his clients by raising their level of awareness with the use of customized assessments, how an individual’s behavior and unique personality traits impacts others and how they are being perceived. He is recognized for using a strengths-based approach, recognizing potential barriers to success with a focus on bottom-line results. 

Joe uses a unique combination of psychological expertise, assessment data, practical business knowledge, gained from years of experience in R&D, Manufacturing, Operations, General Management leadership and as a corporate officer, which makes him highly effective in helping leaders enhance their performance. Joe has coached and consulted senior executives in a variety of organizations and industries including financial services, pharmaceuticals, healthcare, utilities, media, luxury goods, publishing, technology, R&D, and engineering.   

The types of coaching we offer:

• Performance coaching
  

• New leader integration coaching
  
• High-Potential/Developmental coaching
  
• Coaching to provide feedback for debriefing and Development Planning
  
• Team coaching and development
  
• Targeted behavioral coaching
  
• Advanced Communication Skills coaching
  
• Coaching in conflict situations, managing stress, Becoming Conflict Competent
  
• Leader-led coaching for supervisors coaching others
  

What We Specialize In

Executive Coaching
Our practice centers on developing stronger leaders, building individual skills, and enhancing team culture to increase agility and alignment to better achieve business goals.

​​Leadership Solutions
Our practice focuses on essential leadership solutions that center on key business drivers to improve business performance. 

​Team Development
We specialize in helping secure better engagement through real conversations between leaders and their teams to enhance performance.

Talent Selection
We help build performance models and provide a science-driven approach to better selection of talent, to ensure better fit and prediction for employee performance. 

​Conflict Mediation
We bring deep experience in how to deal with the challenge and the beauty of difficult conversations with the aim of developing leader’s conflict competence.  We provide a comprehensive framework in five distinct areas required for a leader to be conflict competent:  

     •    Understanding the dynamics of conflict
     •    Understanding his or her own reactions to conflict
     •    Fostering constructive responses to conflict and reducing destructive responses
     •    Recognizing one’s hot buttons that sets one off in conflict
     •    Creating a conflict competent culture in your organization

​Learning a framework to better analyze, acquire skills, and apply this learning to their experiences is necessary for becoming conflict competent.    

​The most effective leaders constantly learn from their experiences and regularly seek opportunities for development.  Conflict management is an essential area for development opportunities.   It’s an area that involves a lifetime of ongoing learning with the upside for your relationships is infinite as is the impact a leader can have on others. 

​

How Our Coaching Makes a Difference

Exelligence provides a personal multi-faceted learning model of coaching rooted in science, using a transparent and discovery process designed to help clients be more effective in their role. 

Starting from where we want to end up, we employ a unique leader-led coaching model that’s targeted to sustain the commitment the client makes to specific changes and improve a leader’s workplace effectiveness through developing better conversations, relationships, and engagement with their team, going forward. 

Actionable Conversations

At the end stage of a coaching initiative our unique approach is designed to help sustain the micro behavioral changes a client typically makes and so the new skills won’t disappear.  Using a powerful leader-led platform that uses actionable conversations which enhance communication with the leader’s team, this process can dramatically improve workplace relationships which serve to improve employee engagement and performance while positively impacting organizational culture within a change management framework.     

The process, which the leader facilitates, is centered on a monthly one-hour conversation, actions selected, and insights gained from have real-time insight into the leader’s team members.         

How We Work

The Exelligence approach centers on the application of leading-edge development solutions designed to match personal and professional needs and promote self-growth. Our aim is to enable clients to collaborate effectively, lead, and develop key alliances that result in transformational team performance and leadership effectiveness.

This comprehensive Exelligence model and facilitation process emphasizes those core foundation strategies that support people-management processes. Using tailored assessment, challenge, and support, team performance-gap analysis, solution design, measurement, and executive coaching and follow up, we help leaders recognize the value of development opportunities and help create and implement a successful development plan targeted at improving performance. The desired outcome and learning realized is synergistically engineered to grow skills, enhance personal accountability, potential, and professional development. Interventions result in improving organizational capabilities, aligning individual and team performance with the work environment, strategy and vision, and better meet the challenges of achieving business goals.

This external consulting perspective has assisted many clients to achieve new levels of personal effectiveness, heightened collaboration, and exceptional performance results. 

Today's Climate

The demand for immediate results to do more with less and the importance of addressing people issues has never been greater. As organizations continue to stay lean and competitive, and as the numbers of people in place to do the work and deliver results shrink, how people connect, collaborate, and commit within their network—ultimately, how work gets done—become critical.

The reality of ongoing change has made the management task much larger, creating a widening gap between the manager of results and those on the line. This shift is taking place within a traditional model, which is less concerned with communication flow and more concerned with the movement of power. It follows that the perceptions, structures, and practices that constitute and emanate from this traditional model may become over time less and less connected to the actual marketplace.  

This management model also runs the risk of compromising the environment of trust that is essential to
maximizing a firm's social capital and its output.  In the face of the current adversity the smart companies
will invest in their most important resource.

As leadership assumes a followership and centers on outcomes – what leaders bring about, as a collective process, in how one sets direction, achieves alignment, and gains commitment – it increasingly differentiates the leader from the manager.  Given the current fiscal climate, the stakes are greater than ever and will likely be for the extended near term. 

Talent Selection
We help build performance models and provide a science-driven approach to better selection of talent, to ensure better fit and prediction for employee performance.

Equipped with two decades of knowledge and a variety of executive tools, we provide executive and organizational assessment and development opportunities for both individuals and teams, ensuring that the coaching requirements of your unique organization are met.

Leadership Solutions
Our practice focuses on essential leadership solutions that center on key business drivers to improve business performance. 

The demand for immediate results to do more with less and the importance of addressing people issues has never been greater. As organizations continue to stay lean and competitive, and as the numbers of people in place to do the work and deliver results shrink, how people connect, collaborate, and commit within their network—ultimately, how work gets done—become critical.

The reality of ongoing change has made the management task much larger, creating a widening gap between the manager of results and those on the line. This shift is taking place within a traditional model, which is less concerned with communication flow and more concerned with the movement of power. It follows that the perceptions, structures, and practices that constitute and emanate from this traditional model may become over time less and less connected to the actual marketplace.  

This management model also runs the risk of compromising the environment of trust that is essential to
maximizing a firm's social capital and its output.  In the face of the current adversity the smart companies
will invest in their most important resource.

As leadership assumes a followership and centers on outcomes – what leaders bring about, as a collective process, in how one sets direction, achieves alignment, and gains commitment – it increasingly differentiates the leader from the manager.  Given the current fiscal climate, the stakes are greater than ever and will likely be for the extended near term. 

Team Development
We specialize in helping secure better engagement through real conversations between leaders and their teams to enhance performance.

Coaching
Our practice centers on developing stronger leaders, building individual skills, and enhancing team culture to increase agility and alignment to better achieve business goals.

What We Do

​Exelligence provides a personal multi-faceted learning model of coaching rooted in science,
using a transparent and discovery process designed to help clients be more effective in their role. 
Starting from where we want to end up, we employ a unique leader-led coaching model that’s targeted to sustain the commitment the client makes to specific changes and improve a leader’s workplace effectiveness through developing better conversations, relationships, and engagement with their team, going forward. 

Conflict Mediation
We bring deep experience in how to deal with the challenge and the beauty of difficult conversations with the aim of developing leader’s conflict competence.  We provide a comprehensive framework in five distinct areas required for a leader to be conflict competent.