Reduce friction, increase capacity, and improve execution. Organizational effectiveness consulting for CEOs and leadership teams—decision rights, operating rhythm, role clarity, and accountability. Serving Grand Rapids & West Michigan. PEOPLE & CULTURE CONSULTING Organizational Effectiveness Reduce friction. Increase capacity. Improve execution. Many organizations don't have a strategy problem—they have an effectiveness problem. Work gets stuck in handoffs. Decisions slow down. Meetings multiply. Accountability blurs. And leaders spend too much time compensating for the system. Schedule a Leadership Strategy Conversation WHY IT MATTERS When Effectiveness Slips When effectiveness slips, the symptoms are predictable: Priorities multiply and focus erodes Teams operate in silos and rework increases Role confusion creates delays and tension Execution feels harder than it should Decisions bottleneck at the top Meetings consume time without producing outcomes Performance varies widely across leaders or departments Effectiveness is the difference between a capable organization—and one that is constantly "working around" itself. OUTCOMES What Organizational Effectiveness Delivers Our Organizational Effectiveness engagements help CEOs and leadership teams: Accelerate execution by removing operational friction Strengthen accountability with clean ownership and follow-through Simplify meetings and operating rhythms to produce outcomes Increase capacity so leaders spend more time on the highest-value work Clarify roles and decision rights so work moves without escalation Improve cross-functional collaboration and handoffs Align structure, systems, and talent to support strategic priorities Serving Grand Rapids and West Michigan (and nationwide). EVIDENCE-BASED PROCESS Our Approach to Organizational Effectiveness We focus on what drives results: clarity, operating systems, and leadership habits that are grounded in evidence from organizational psychology and real-world execution. 1 Diagnose the real constraints We identify what's actually slowing execution through: Interviews with leaders and key stakeholders Review of strategy, org structure, scorecards, and operating rhythms Workflow and handoff mapping (where work stalls, where rework happens) Decision flow review (what escalates and why) 2 Design a clearer way of operating We build an operating model that reduces friction: Priority stack and strategic alignment Role clarity and ownership (who owns what outcomes) Decision rights (who decides, who advises, how decisions stick) Meeting and governance cadence (less reporting, more decisions) 3 Strengthen accountability and performance systems We align the reinforcing systems so change holds: Scorecards and metrics that drive focus Performance expectations and feedback rhythms Talent alignment and capability needs Simple governance to sustain improvements 4 Implement and embed We help leaders execute the changes with: Practical rollout plans Leader enablement and coaching Communication and change support Check-in cadence and adjustment Typical timeline 4–12 weeks (depending on scope) Leadership time Focused & efficient—designed around existing routines Schedule a Leadership Strategy Conversation ASSESSMENT ARES What We Assess and Improve Every organization is different, but effectiveness work commonly focuses on: Operating rhythm: meetings, cadence, decision-making, governance Role clarity: responsibilities, handoffs, escalation paths Decision rights: speed, quality, and decision "stickiness" Cross-functional execution: collaboration, friction points, rework Accountability: commitments, follow-through, consequences Performance management: expectations, feedback, measurement Structure and workflow: spans/layers, bottlenecks, capacity constraints Leadership effectiveness: behaviors that reinforce the operating system STRATEGIC DECISIONS Decisions This Work Supports Organizational Effectiveness is especially valuable when leaders need clarity to decide: What operating model best supports the strategy Where to simplify structure and reduce bottlenecks How to clarify decision rights and reduce escalation What metrics matter most—and how to review them How to reset performance expectations and accountability Where capability development is needed to execute priorities How to sustain change without adding bureaucracy Related Services If adjacent needs surface, we can integrate: Culture Assessment Strategy & Succession Strategic Planning & Off Sites (as an engagement type) Organizational Effectiveness Enterprise Change & Alignment GETTING STARTED Your Path Forward 1 Start with a confidential conversation We'll clarify what you're seeing, what's at stake, and what "better" needs to look like. 2 Diagnose and align We gather input, identify friction points, and align on the leadership operating system. 3 Embed and sustain We reinforce the rhythm, agreements, and accountability so alignment holds under pressure. PRACTICAL ARTIFACTS Deliverables You Can Use Immediately You'll leave with a small set of practical artifacts such as: Organizational Effectiveness Diagnostic Summary Decision Rights Map and Decision Log Scorecard and Review Cadence Friction Map (bottlenecks, rework loops, handoff breakdowns) Role Clarity Map (owners, accountabilities, interfaces) 90-Day Action Plan and 6–12 Month Roadmap PEOPLE - PROFIT - PURPOSE ALIGNMENT SYSTEM Designing Organizations That Thrive A framework for boards and senior leaders to navigate growth, transition, and organizational complexity—designed to elevate people, profit, and purpose. FEEDBACK LOOPS The "engine" of the model — when these loops are aligned, performance compounds. When they're misaligned, you get friction, firefighting, and drift. Rewards → Culture What gets rewarded becomes normalized behavior. Processes → Learning Predictable cadence increases feedback quality, improves decisions, strengthens performance, raises confidence and engagement. Structure → Decision Speed Clear decision rights reduce delays, improving execution, building trust, reinforcing culture. People → Culture Leadership habits model expectations; expectations shape behavior; behavior becomes culture. How Aligned Is Your Organization? You can not change what you don't understand. Learn more and receive a free personalized report. Start The Assessment

Organizational consulting to improve clarity, accountability, and execution. Helping leadership teams align structure, strategy, and culture. Services: ORGANIZATIONAL CONSULTING Build the systems that allow people—and strategy— to perform. Organizational development is not about fixing people. It is about designing the conditions where people can do their best work. We blend strategy, behavioral science, and analytics to align structure, culture, and execution—so results are sustainable, not situational. Schedule a Leadership Strategy Conversation Trusted by CEOs, executive teams, and boards navigating growth, change, and complexity. ORGANIZATIONS WITH WELL-DESIGNED SYSTEMS CONSISTENTLY OUTPERFORM THOSE RELYING ON EFFORT AND INTENT ALONE +60% More idea submissions per employee in positive organizational cultures More creative and innovative organization +70% Of engaged employees are less likely to leave compared to disengaged employees Increased performance and morale +30% Increase in resource effeciency from aligned organizations Faster and reduced operating costs +6x To meet or exceed transformation goals Realized change management and organizational design Is This Work Right for You? This Work Is Designed For You If... Your strategy is clear, but execution breaks down Accountability is unclear or inconsistent across teams Turnover in key roles is rising—especially in high-demand areas Growth has outpaced the systems designed to support it Decisions stall because no one knows where authority sits The goal is building organizational capability—not consultant dependency. This Is Not For You If... Quick fixes or surface-level solutions Off-the-shelf programs that ignore your context Dependency on external consultants Change theater without real behavior change AREAS OF FOCUS Where Organizational Consulting Helps Culture & Accountability Diagnose and strengthen the cultural systems that shape how people lead, decide, and execute. Leadership at Scale Build leadership capability at every level so performance isn't dependent on a few individuals. Strategy Execution Close the gap between strategy and results by aligning structure, roles, and decision authority. Talent Systems & Succession Design systems for hiring, development, and succession that support long-term organizational health. This work goes beyond traditional consulting engagements. Download a one-page overview of how we work with leaders. THE APPROACH How the Work Unfolds A structured, evidence-based process designed to uncover root causes and build lasting solutions. 1. Discover and Define We begin by understanding the organization as it truly operates—not how it is described. Executive interviews, surveys, and data analysis Identification of root causes and systemic constraints Clear articulation of the current state 2. Set Direction We translate insight into focus. Affirmatively framed objectives Measurable outcomes aligned to enterprise strategy Clear definition of “what must be true” for success 3. Design & Hypothesis Grounded in research and experience, we design the future state. Practical hypotheses for improvement Multiple solution paths considered Stakeholder perspectives are intentionally integrated 4. Test & Learn We reduce risk by learning before scaling. Pilots, experiments, and prototypes Data collection through observation and measurement Rapid feedback loops 5. Analyze & Decide We let evidence guide action. Evaluation of results against hypotheses Identification of patterns and insights Clear conclusions grounded in data 6. Implement & Sustain Execution is where most strategies fail. We stay engaged. Hands-on partnership through implementation Capability transfer to leaders and teams Ongoing monitoring and course correction Reducing organizational confusion to unlock growth and innovation A technology and engineering organization entering a new growth phase experienced confusion around roles, workflows, and decision authority. The organization's structure no longer aligned with its strategy or culture. Through systematic diagnosis and redesign, the engagement delivered improved clarity around roles and accountability, faster execution, reduced turnover, and sustained year-over-year growth. "Jeff has a calm style and gets to understand problems at a systems level. He then works to fix the right things, not the symptoms. I'd highly recommend him to any company looking to take their organizational talent to the next level." — President & Founder, Technology & Engineering Firm View More Leadership Stories Dr. Jeff Doolittle Human Capital Consultant & Leadership Advisor Over 25 years of experience working with Fortune 500 executives and complex organizations to align strategy, culture, and performance. A former senior organizational development and talent leader across multiple industries, he brings a research-grounded, systems-level approach to leadership and organizational effectiveness. He holds a Doctorate in Strategic Leadership and is the author of Life-Changing Leadership Habits. Known for eevating leaders and empowering organizational effectiveness. Serving Grand Rapids & West Michigan Many leaders ask how this work compares to other consulting options. For a concise overview of my approach, download this 1-page summary. YOUR TRUSTED EXTERNAL ADVISOR Why Partner with an External Consultant We have worked with startups, mid-market firms, and Fortune-level organizations—solving challenges such as: Lack of “ready-now” leadership talent Low employee or customer engagement Strategy confusion and execution drift Change resistance and slow response Inefficient or bureaucratic talent systems Merger and acquisition integration Character & Credibility Our consultants bring both functional depth and leadership maturity—the combination required to work effectively with senior leaders. Fresh Perspective We provide an objective, research-grounded view so leaders can move faster with confidence. Cost Effectiveness You gain access to deep expertise when you need it—without carrying permanent overhead. PEOPLE - PROFIT - PURPOSE ALIGNMENT SYSTEM Designing Organizations That Thrive A framework for boards and senior leaders to navigate growth, transition, and organizational complexity—designed to elevate people, profit, and purpose. FEEDBACK LOOPS The "engine" of the model — when these loops are aligned, performance compounds. When they're misaligned, you get friction, firefighting, and drift. Rewards → Culture What gets rewarded becomes normalized behavior. Processes → Learning Predictable cadence increases feedback quality, improves decisions, strengthens performance, raises confidence and engagement. Structure → Decision Speed Clear decision rights reduce delays, improving execution, building trust, reinforcing culture. People → Culture Leadership habits model expectations; expectations shape behavior; behavior becomes culture. How Aligned Is Your Organization? You can not change what you don't understand. Learn more and receive a free personalized report. Start The Assessment Frequently Asked Questions How is organizational consulting different from coaching? Organizational consulting focuses on systems—structure, roles, processes, and accountability. Coaching focuses on the leader. Consulting is most effective when performance issues persist beyond individual behavior. Why do capable teams still struggle to execute strategy? Capable teams struggle when an absence of trust exists, priorities compete, decision rights are unclear, or systems send mixed signals. Execution breaks down when alignment—not talent—is the limiting factor. How do you fix performance problems at the system level? System-level performance improves by clarifying expectations, simplifying decision paths, aligning incentives, and removing structural barriers. This creates conditions where people can perform consistently. How do you improve accountability without damaging culture? Accountability improves when expectations are clear, ownership is shared, and leaders model consistency. When accountability with empowerment is built into systems rather than enforced through pressure, trust and performance rise together. Who offers organizational consulting in Southwest Michigan? Organizational Talent Consulting works with leadership teams and organizations in Southwest Michigan and across the U.S., helping leaders improve alignment, accountability, and execution. Partner Next Step If you’re navigating leadership complexity and want a thoughtful, evidence-based partner, the best place to start is a conversation. Executive coaching and organizational consulting grounded in evidence-based leadership, systems thinking, and practical application. Start a Strategy Conversation Trending Organizational Development Insights Recommended F or You Say Goodbye to Strategic Planning? What’s Next? When Strategic Planning Becomes Strategic Blindness Is it time for executives and teams to say goodbye to strategic planning? Strategic planning becomes a liability when it preserves confidence without improving organizational readiness. In many companies, the annual planning cycle no longer functions as a serious decision system. It functions as a ritual that updates language, reaffirms assumptions, and protects leadership from confronting the extent to which uncertainty now Understand Yourself Better. Lead Others Better. Assumptions become plans. Plans become liabilities—unless they’re tested early. Most leadership risk enters the business quietly—through a confident “yes” that becomes budget, headcount, and timeline. Self-awareness matters because it determines how accurate that “yes” really is. Evidence suggests that poor-performing businesses have 20% more leaders with blind spots than high-performing businesses. Leaders don’t just make decisions; they make forecasts about capacity, tradeo Leadership Matters—But Not for the Reasons You Think Leadership doesn’t “cause” results—it moderates them. A governance view of how leaders shape performance, trust, innovation, and execution under pressure. Decision Latency Is the Hidden Strategy Tax There are some things we don't enjoy and don't do well. Most executives secretly tell me strategic leadership falls into this category for them… A recent global study revealed that 90% of organizations are struggling to adapt quickly to market changes, and nearly half report poor coordination and ineffective strategic execution. Our Organizational Talent Consulting Guarantee We stand behind our work and the outcomes we commit to together. If we do not meet the agreed-upon objectives, we will refund 100% of our fees.

Your team says yes in meetings—then nothing changes. Organizational Talent Consulting helps CEOs, executive teams, and boards turn strategy into sustained execution and accountability. Led by Dr. Jeff Doolittle, we combine evidence-based executive coaching with organizational consulting to clarify priorities, strengthen decision-making, and align the systems that shape performance and culture. Based in Zeeland, Michigan, we serve leaders across West Michigan and nationwide. Home: Welcome SERVING SENIOR LEADERS & BOARDS NAVIGATING GROWTH, TRANSITION & ORGANIZATIONAL COMPLEXITY Your team says yes in meetings—then nothing changes. Dr. Jeff Doolittle partners with West Michigan CEOs, executive teams, and boards nationwide to turn strategy into sustained execution and accountability. Schedule a Leadership Strategy Conversation EXECUTIVE COACHING & LEADERSHIP CONSULTING Based in Zeeland, Michigan • Serving West Michigan and beyond Executive Coaching Organizational Consulting Focused Workshops "Jeff walked us through a process to reorganize due to growing pains. The result solved a major problem I couldn't quite identify before." — President, Owner & Founder Mid-Sized Technology Firm • 25% annual growth achieved Explore Our Approach When this goes unaddressed, execution slows, accountability blurs, and leadership credibility erodes—despite strong results. Succession stalls. Key hires leave. Growth compounds complexity faster than your systems can handle. A Clear Point of View on Strategic Leadership & Organizational Results Most challenges are not a lack of capacity to perform or effort. They are the result of leadership beliefs that quietly shape habits—and organizational culture and systems that reinforce behaviors and outcomes. Sustainable improvement requires attention to both: How leaders think, decide, and show up How work is structured, measured, and reinforced That’s why our work focuses on proven coaching, consulting, and development practices that elevate people, profit, and purpose. Results WHY GRAND RAPIDS & WEST MICHIGAN LEADERS INVEST IN EXECUTIVE COACHING Evidence-Based Results from Strategic Leadership Development +80% Increased Self-Confidence ICF Global Coaching Study +70% Reduced Turnover Risk Gallup Research +15% Revenue Growth Impact Harvard Business Review +6x ROI on Coaching Investment Manchester Review CREDENTIALS & CERTIFICATIONS Certified Executive Coach International Coaching Federation Doctor of Strategic Leadership Literary Titan Gold Award Life-Changing Leadership Habits Regent University Best Experienced/ Senior Leaders Program HR.COM Trending Insights Recommended For You Say Goodbye to Strategic Planning? What’s Next? When Strategic Planning Becomes Strategic Blindness Is it time for executives and teams to say goodbye to strategic planning? Strategic planning becomes a liability when it preserves confidence without improving organizational readiness. In many companies, the annual planning cycle no longer functions as a serious decision system. It functions as a ritual that updates language, reaffirms assumptions, and protects leadership from confronting the extent to which uncertainty now Understand Yourself Better. Lead Others Better. Assumptions become plans. Plans become liabilities—unless they’re tested early. Most leadership risk enters the business quietly—through a confident “yes” that becomes budget, headcount, and timeline. Self-awareness matters because it determines how accurate that “yes” really is. Evidence suggests that poor-performing businesses have 20% more leaders with blind spots than high-performing businesses. Leaders don’t just make decisions; they make forecasts about capacity, tradeo Leadership Matters—But Not for the Reasons You Think Leadership doesn’t “cause” results—it moderates them. A governance view of how leaders shape performance, trust, innovation, and execution under pressure. Decision Latency Is the Hidden Strategy Tax There are some things we don't enjoy and don't do well. Most executives secretly tell me strategic leadership falls into this category for them… A recent global study revealed that 90% of organizations are struggling to adapt quickly to market changes, and nearly half report poor coordination and ineffective strategic execution. Get Weekly Inspiration Discover Your Leadership AHA Home: Service How I Partner with Leaders to Drive Results These services are often applied together to shape leadership habits and align organizational culture and systems—so results improve and are sustained. A confidential, goal-focused partnership that strengthens leadership judgment, decision-making, and performance through client-led experimentation and action. 1:1 leadership development Strategic decision support Performance optimization Executive Coach - Grand Rapids Executive Coach - West Michigan Learn More Executive Coaching Organizational Consulting Diagnosing and aligning systems, roles, accountability, and execution—so performance improves at the root and results hold over time. Culture transformation Systems alignment Change management Organizational Consultant - Grand Rapids Organizational Consultant - West Michigan Learn More Focused Workshops Sessions used selectively to create shared clarity, alignment, and capability around specific leadership, team, and organizational challenges. Leadership development Team alignment Strategic planning Learn More Home Page Services Download: How I Work With Leaders (1-Page Overview) Start a Leadership Strategy Conversation Real Results for Real Leaders See how our services create measurable impact for senior leaders navigating complexity and change. Current Stories Organizational Consulting Case Study Mid-Sized Organization Growth + Sustainability The Challenge Rapid growth created organizational strain—unclear functions, reduced efficiency, and turnover in critical technical roles threatened 25% YoY growth targets. Our Approach Used a DMAIC framework: conducted structured interviews and guided team formation to map critical workflows; evaluated organizational structure for alignment with culture and strategy while building leadership buy-in; developed trigger-based monitoring thresholds and change management plans to sustain the transformation. Key Outcomes Achieved 25% annual financial and operational growth targets Improved employee retention by 30% year over year Enhanced clarity and efficiency across critical business functions Established trigger-based thresholds for ongoing organizational health monitoring "Jeff walked us through a process to reorganize due to growing pains we were experiencing. His style was calm and respectful of our time. The result really answered a major problem I couldn't quite put my finger on previously." President/Owner/Founder Value Delivered Clear organizational roadmap Reduction in employee turnove Trigger-based monitoring system ensuring sustainable scaling Leadership clarity enabling faster, more confident decision-making Strategic Planning Case Study Large Organization Complexity and Scale The Challenge Declining membership required a strategic plan serving diverse stakeholders—from 2-3 truck operations to enterprises with 1,000+ employees. Our Approach Led a collaborative strategic planning process incorporating internal and external stakeholder input. Customized all member surveys, large focus group sessions, and one-to-one board and committee lead surveys were used to collect feedback. Used Scenario Planning and a Strategic Thinking-Acting-Influencing Assessment to go beyond traditional annual planning. Key Outcomes Designed a clear, actionable, multi-year strategic plan Defined organizational goals, priorities, and success metrics Incorporated input from diverse member companies Created actionable outcomes aligned with leadership priorities "This strategic planning process gave us a roadmap that actually reflects our diverse membership. The facilitation ensured every voice was heard." Association Executive Director Value Delivered Increased value and reduced operating costs Culture of trust and committed staff Excellent member service and leadership support Executive Coaching and Organizatioanl Consulting Case Study Mid-Sized Organization Executive Fit + Culture The Challenge Newly appointed President/CEO faced declining employee confidence and a stalled strategic initiative during a critical transition period. Our Approach Implemented a 12-month executive coaching engagement focused on senior leader presence, strategic decision-making, and assessing and realigning organizational culture. Leveraged Appreciative Inquiry through department focus groups and a culture assessment grounded in the Competing Values Framework, then facilitated a one-day culture workshop to clarify gaps between current and desired culture and align leaders around a shared path forward. Key Outcomes Employee engagement increased by 15% Less passive resistance to changes Identified cultural norms supportive of the previously stalled strategic initiative, restoring momentum Employee confidence in leadership improved by 16% "Dr. Doolittle's broad experience, data-driven processes, and strong interpersonal skills make him an invaluable resource and are what set him apart. We encountered several difficult decisions about our current and desired culture, and he aligned various teams through collaborative approaches and data-driven decision-making." President/CEO Value Delivered Accelerated leadership effectiveness during a critical transition Converted cultural insight into action Enhanced President/CEO Confidence Strengthened cross-department trust and collaboration What Leaders Experience Evidence-based results that make a measurable difference in leadership effectiveness and organizational performance. Sustainable improvements that elevate people, profit, and purpose Reduced friction, rework, and recurring performance issues Greater strategic alignment across leaders, teams, and priorities Accountability without erosion of trust or culture Clearer thinking and stronger decision-making under pressure Doctorate in Strategic Leadership Advanced expertise in leadership development and organizational behavior 25+ Years Executive Experience Partnering with leaders at Gordon Food Service, University of Michigan Health, Sherwin-Williams, and more Certified Executive Coach ICF-aligned coaching methodology with evidence-based frameworks Author: Life-Changing Leadership Habits Published thought leader on strategic leadership and organizational culture Who is Dr. Jeff Doolittle Dr. Jeff Doolittle Executive Coach & Organizational Consultant Doctorate in Strategic Leadership • 25+ Years Experience Based in West Michigan • Serving Clients Nationwide YOUR STRATEGIC PARTNER Leadership Challenges Require a Trusted Advisor When the stakes are high and clear answers are elusive, senior leaders need more than advice. They need a confidential partner who understands the weight of executive responsibility. Before starting Organizational Talent Consulting, Jeff held executive talent management and organizational development roles within multiple industries, such as pharma manufacturing, healthcare, retail, food service, and distribution. In these for-profit and non-profit organizations, he led a range of human capital transformation initiatives in support of strategic goals such as: Culture Building Employee Experience Leadership Competency Frameworks Organizational Design Performance Improvement Succession and Workforce Planning Strategic Planning "Dr. Doolittle's broad experience, data-driven processes, and strong interpersonal skills make him an invaluable resource. He aligned various teams through collaborative approaches and data-driven decision-making." — President & CEO Start a Confidential Conversation Connect with me AWARD WINNING BOOK Life-Changing Leadership Habits 10 Proven Principles That Will Elevate People, Profit, and Purpose Literary Titan Gold Book Award Get Your Copy on Amazon Learn More "A beneficial addition to any workplace... I highly recommend this book to anyone in a leadership position, no matter the level or organization." Literary Titan "A concise directional book on how to be successful at leading self, employees, customers, and shareholders." Dr. Rob Simpson — President, Global Business Leadership Center "Jeff distills a common-sense approach to leadership development into practical application for immediate use." Dr. Virginia Richardson, BCC — Business & Healthcare Futurist "A very relevant read for anyone who aspires to lead people in a very crucial time... a compelling call to action." Spencer Warren — Regional General Manager, Gordon Food Service Our Services Are For This work is designed for leaders who carry responsibility for people, profit, and purpose —especially valuable when: Growth or change begins to outpace leadership systems and decision clarity Culture becomes a risk instead of a consistent source of alignment and performance Decisions feel heavier, lonelier, and more consequential Execution falters despite capable, committed people Our Work Is Not For This work may not be the right fit if you’re looking for: Advice without accountability Motivational life-coaching or pep talks Generic off-the-shelf leadership training or one-size-fits-all programs Quick fixes that avoid examining how leadership habits and structure shape results This work is best suited for curious and open-minded leaders willing to think and act intentionally. How Our Work is Different Inner Game + Outer Game Leadership values and habits are developed alongside clarity and organizational systems—because our inner game determines what we will do, and organizational systems reinforce results. Performance Diagnosis This work relies on evidence-based insights to identify the organizational culture, system, and leadership signals actually driving results. Execution Without Burnout People, profit, and performance improve by removing friction, clarifying purpose, and aligning culture and systems—not by working harder and longer that exhaust leaders and teams. How We Work 1 Schedule a Strategy Conversation. Connect with Dr. Jeff Doolittle to understand your specific needs and goals so we can determine your best path forward. 2 Execute the plan. Receive a tailored roadmap built around your specific challenges and aspirations. Together, we'll move from insight to action. 3 Learn - Change & Thrive. Build sustainable leadership capacity and operational excellence. Lead with greater confidence, purpose, and impact. When a leadership challenge can't wait A focused conversation can unlock clarity and decisive next steps. Schedule your strategy conversation today. Schedule Your Strategy Conversation 100% Money-Back guarantee Frequently Asked Questions What does an executive coach actually do? An executive coach helps leaders think more clearly, make better decisions, and address challenges they can’t solve alone. Rather than giving advice or directives, coaching creates structured space to examine assumptions, behavior, and impact—so leaders can lead more effectively in complex environments. How do leaders improve performance without burnout? Leaders improve performance without burnout by removing barriers rather than adding pressure. By clarifying priorities, aligning systems, addressing root causes, and modeling sustainable leadership behaviors, leaders create conditions where people can perform consistently without sacrificing energy, trust, or engagement. Who benefits most from executive coaching? Executive coaching benefits leaders who carry significant responsibility for people, performance, and results—particularly CEOs and senior leaders navigating complexity, change, or increased decision pressure. It is most valuable for capable leaders who want clearer thinking, better decisions, and greater impact as the stakes of leadership rise. How is executive coaching different from consulting? Executive coaching focuses on the leader—how they think, decide, and show up under pressure. Coaching involves asking questions to bring out the best in the leader. Consulting focuses on the organization—clarity, systems, accountability, and structure. Consulting provides the questions and provides evidence-based answers. My work often integrates both because sustainable performance improves when leaders and systems evolve together. When should a CEO hire an executive coach? CEOs often seek coaching when complexity increases—during growth, transition, persistent performance issues, or heightened decision pressure. Coaching is most valuable when the stakes are high and clear answers are hard to find. Partner Next Step If you’re navigating leadership complexity and want a thoughtful, evidence-based partner, the best place to start is a conversation. Executive coaching and organizational consulting grounded in evidence-based leadership, systems thinking, and practical application. Start a Conversation Webinar Upcoming Webinar Series Free live leadership development webinars based on the latest research with no travel costs. We know you are going to love these events! LEARN MORE & REGISTER Organizational Espresso Get fresh ideas proven to stimulate individual, team, and organizational effectiveness Say Goodbye to Strategic Planning? What’s Next? Understand Yourself Better. Lead Others Better. Leadership Matters—But Not for the Reasons You Think VISIT OUR BLOG Read our article in the The 5 Best Resources Your online store to learn more about change management, coaching, culture, innovation & creativity, leadership style, servant leadership, and strategic planning CHECK IT OUT WHITE PAPER: FREE GUIDE Discover the critical steps to ARCHITECTING CULTURE In this powerful white paper, discover the proven principles that lead to extraordinary success in shaping organizational culture. A download link will be sent to your email. Architecting Culture

Organizational consulting for leadership teams in Grand Rapids, MI. Improve clarity, accountability, and execution across strategy, structure, and culture. ORGANIZATIONAL CONSULTING · GRAND RAPIDS, MICHIGAN Organizational Consultant in Grand Rapids, Michigan Systems, Culture & Performance Consulting for CEOs and Executive Teams Serving Grand Rapids and West Michigan organizations navigating growth, complexity, and the systems challenges that come with scale. Schedule Your Leadership Strategy Conversation When growth outpaces the systems designed to support it, even high-performing organizations experience friction—role confusion, stalled decisions, rising turnover, and execution that doesn't match strategic intent. Organizational Talent Consulting partners with Grand Rapids CEOs and executive teams to diagnose root causes, align systems, and build the organizational capability required for sustained performance. This is organizational consulting designed to build capability —not dependency. STRATEGIC PLANNING FACILITATION - BOARDS, ASSOCIATIONS, & NON-PROFITS Creating strategic clarity across diverse stakeholders A large regional association and several small-to-mid-sized nonprofit organizations faced increasing complexity, shifting external pressures, and diverse stakeholder expectations. While commitment to mission was strong, leaders lacked shared priorities, clear tradeoffs, and alignment between governance and execution. The Work: Listening to board members, executives, and key stakeholders Facilitating strategic planning focused on clarity, priorities, and tradeoffs Translating strategy into actionable leadership and governance commitments What Changed: Clear strategic priorities and success measures Stronger alignment between boards and executive leadership Improved decision confidence and focus Reduced strategic drift "Strategy succeeds when leaders listen carefully, apply foresight, and make deliberate choices about priorities, tradeoffs, and decision authority." — Leadership Insight Areas of Focus Organizational consulting engagements typically address: Culture Assessment and accountability systems Talent systems, succession , and readiness Strategy execution and decision clarity Change management and enterprise alignment Leadership effectiveness at scale Organizational structure and design The result: leadership that scales with the organization. What Organizations Experience Clients consistently tell us: Clearer roles, accountability, and decision authority Faster execution and reduced organizational friction Improved employee engagement and reduced turnover Stronger leadership capability at every level Systems that sustain performance after we step away This result: Organizations that perform - and keep performing. The Consulting Approach A structured, evidence-based process designed to uncover root causes and build lasting solutions. 01 Discover & Define Listen deeply to understand root causes, not just symptoms. 04 Test & Learn Pilot changes in controlled ways to validate before scaling. 02 Set Direction Align leadership on the strategic intent and success criteria. 05 Analyze & Decide Use data and feedback to refine the approach. 03 Design & Hypothesize Develop solutions tailored to your culture and context. 06 Implement & Sustain Embed changes into systems so results hold over time. Why Grand Rapids Organizations Choose Organizational Talent Consulting Deep experience with private, family-owned, and founder-led organizations Evidence-based frameworks and proven methodologies Practical, real-world business orientation Based in West Michigan. Serving organizations regionally and nationwide. Systems-level problem solving, not surface-level fixes Long-term partnerships focused on building capability, not dependency Local Service Area Organizational consulting services available throughout: Grand Rapids Kentwood Wyoming Ada Rockford Holland Zeeland Muskegon West Michigan Region On-site and virtual engagements available. Schedule a Strategy Conversation If your organization is ready to address the systems challenges limiting performance, start with a confidential strategy conversation. Schedule Your Leadership Strategy Conversation Frequently Asked Questions What size organizations do you typically work with? Most clients are established organizations with $20M+ in revenue, though the real qualifier is complexity—leadership transitions, growth challenges, or structural misalignment that requires experienced outside perspective. How do you ensure confidentiality when working with local organizations? Confidentiality is foundational. I do not disclose client identities, and all engagement details remain private. Many clients value working with someone who understands the West Michigan business landscape without creating visibility concerns. What does the first 90 days typically look like? The first phase focuses on diagnosis—listening to key stakeholders, identifying root causes, and aligning on priorities. From there, we move into focused execution with clear milestones and accountability. Do you work directly with boards and ownership groups? Yes. Many engagements involve board-level facilitation, governance alignment, or ownership transitions alongside executive team work. Trending Coaching Insights Recommended F or You Embracing Leadership Pressure: A Path to Growth and Excellence Understanding Leadership Pressure Leadership creates pressure. In the Netflix series The Playbook , Doc Rivers shares the philosophy that inspired the Boston Celtics to a championship and his response to racism while coaching the Los Angeles Clippers. One valuable lesson he imparts is that "pressure is a privilege." What is the alternative to leadership pressure? No productive conflict? No aligned goals? No board meetings? No difficult customers? As an executive coach , I oft How Executive Leaders Build Trust Building trust is increasingly challenging and vital for executive leadership teams. Distrust in society is breeding polarization. Evidence suggests less than a third of employees are willing to help, live near, or work alongside someone who disagrees with their point of view on things that matter. Trust is the currency of any business and holds a company together during change. CEOs and top management teams are expected to be visionary change catalysts. However, many leaders How Leaders Can Get the Feedback No One Wants to Give Most leaders are not getting the feedback they want and need. Evidence suggests that eight out of ten employees feel their leader has an undiscussable flaw. You have the vision to be a great leader and grow your business. But, no matter how often or how directly you ask others for feedback, your request gets ignored or is focused on your strengths. Frequently, when critical feedback is provided to executives, it is too little and too late. The unfortunate truth is that there How Leadership Self-Awareness Improves Financial Performance Whether you're the CEO or a frontline leader, financial performance is a measure of effectiveness. But how do you improve bottom-line performance amid economic uncertainty and the reality that only 3 in 10 employees are engaged? One key is self-awareness. A study involving 486 companies found it moderated business success and poor-performing businesses had 20% more leaders with blind spots. Unfortunately, self-awareness is rare in leadership. A global study found that 95% of

Schedule a leadership strategy conversation with Dr. Jeff Doolittle. Strengthen leadership, culture, and team performance through executive coaching and organizational consulting. Dr. Jeff Doolittle Founder, Organizational Talent Consulting Helping CEOs and leadership teams strengthen culture, leadership, and execution. Schedule a Leadership Strategy Conversation Save Contact LinkedIn Website Executive Coaching Organizational Consulting Focused Workshops Author: Life-Changing Leadership Habits Published thought leader on strategic leadership and organizational culture Doctorate in Strategic Leadership Advanced expertise in leadership development and organizational behavior 25+ Years Executive Experience Partnering with CEOs, executive teams, boards, and organizations Certified Executive Coach ICF-aligned coaching methodology with evidence-based frameworks Based in Zeeland, Michigan • Serving West Michigan and beyond FREE LEADERSHIP RESOURCE Life-Changing Leadership Habits 10 Proven Principles That Will Elevate People, Profit, and Purpose Get Your Copy on Amazon Learn More "Jeff's approach to leadership transformed how our executive team works together. His insights are practical, grounded, and immediately actionable." — CEO, Mid-Market Organization Get in Touch jeff@organizationaltalent.com organizationaltalent.com West Michigan - Zeeland - Holland - Grand Rapids

Leadership gets harder as responsibility increases. Most of the leaders I work with are thoughtful, capable, and deeply committed to their organizations—yet they’re navigating complexity that can’t be solved with more effort, better intentions, or another leadership book. I help CEOs and executive teams think clearly, diagnose what’s really happening, and improve performance at its root—without burning themselves or their organizations out. How I Help Schedule a Leadership Strategy Conversation DOWNLOAD OUR COMPANY FLYER About: Inner_about Who is Jeff Doolittle EXECUTIVE COACH & HUMAN CAPITAL CONSULTANT About the Founder - Dr. Jeff Doolittle For over 25 years, I've worked alongside senior leaders navigating high-stakes decisions, organizational complexity, and the isolation that often comes with executive responsibility. My work centers on helping leaders develop the clarity, habits, and systems that translate vision into sustained results. AUTHOR THOUGHT LEADERSHIP Life-Changing Leadership Habits: 10 Proven Principles That Will Elevate People, Profit, and Purpose This book distills decades of executive coaching and organizational consulting into practical principles leaders use to improve decision quality, accountability, culture, and performance. It provides the conceptual backbone for my coaching and consulting work—helping leaders translate insight into sustained results without burnout. Gold Book Award "A beneficial addition to any workplace... I highly recommend this book to anyone in a leadership position, no matter the level or organization." Literary Titan Get Your Copy on Amazon Learn More My background spans Fortune 500 executive coaching, board advisory, and organizational transformation across industries including healthcare, technology, financial services, food service, and manufacturing. I've guided leaders through mergers, turnarounds, succession planning, and culture redesign—always with a focus on building leadership capacity that outlasts any single initiative. Academic Foundation Doctorate in Strategic Leadership with deep expertise in behavioral science, change management, and executive development. Executive Credentials ICF-Certified Executive Coach with board governance experience and senior leadership roles across multiple industries. Select Corporate Experience Culture Building Employee Experience Leadership Competency Frameworks Organizational Design Performance Improvement Succession and Workforce Planning Strategic Planning Beyond the professional work, I'm driven by a belief that leadership done well creates ripple effects—healthier organizations, stronger communities, and more fulfilled individuals. 15% of profits are donated to non-profits supporting orphans and vulnerable children , reflecting a commitment to leadership that extends beyond the boardroom. Who I Serve I work with senior leaders who recognize that continued growth requires intentional development—not just harder work. CEOs & C-Suite Executives Executive leadership teams Boards & Associations My clients are rarely failing. They are often successful leaders facing harder problems—where decisions carry more weight, tradeoffs are real, and simple answers no longer exist. Organizational Talent Consulting is a premier executive coaching and business consulting firm based in Zeeland, MI, servicing West Michigan and nationwide. How I Help Coaching + Consulting, Intentionally Integrated Most challenges are not a lack of capacity to perform or effort. They are the result of leadership beliefs that quietly shape habits—and organizational culture and systems that reinforce behaviors and outcod They require both personal leadership growth and organizational clarity. That’s why my work intentionally blends executive coaching and organizational consulting. COLLABORATION A long-term view of relationships and partnership. AUTHENTICITY Honest with ourselves and our clients. HUMILITY No one of us is as strong as all of us. DRIVE The passion for getting things done and unafraid of hard work. Personal and Organizational Development to Thrive Problems I Help Leaders Solve Leaders typically reach out when they notice patterns like: Performance issues that don’t improve despite capable people and hard work A culture that has drifted from what made the organization successful Decision-making has slowed down or become politically charged A strategy that makes sense but isn’t translating into execution High performers are leaving while underperformers persist The executive team lacks alignment or productive conflict Carrying strategic weight that feels increasingly isolating Leadership team misalignment or unspoken tension Accountability systems have eroded or never existed Burnout risk at the senior leadership level These challenges are not motivation problems. They are leadership habits and system problems—and they are solvable. How I Diagnose Leadership and Performance Rather than reacting to symptoms, I use evidence-based frameworks to understand what’s actually driving outcomes. We look at: Clarity of direction and expectations Capability and support Motivation and meaning Resources and constraints Leadership behaviors Organizational systems and signals This diagnostic approach helps leaders stop guessing—and start fixing what matters. References Executive Coaching Coaching focuses on how leaders think, decide, regulate emotion, and show up—especially under pressure. In coaching sessions, leaders work on: Making better decisions in complex environments Examining leadership habits and behavioral patterns Clarifying priorities and tradeoffs Strengthening accountability without eroding trust Leading with steadiness during uncertainty and change Sessions are confidential, structured, and grounded in real work—not theory. Organizational Consulting Consulting focuses on the systems and conditions shaping behavior and results. Together, we examine: Role clarity and expectations Accountability and decision rights Organizational structure and workflow Cultural signals and incentives Barriers to execution embedded in the system This ensures leadership growth translates into measurable organizational impact. What Changes as a Result Leaders and organizations typically experience: Clearer thinking and more confident decisions Reduced friction, rework, and unnecessary pressure Improved execution and accountability Healthier leadership behavior under stress Greater trust and alignment across teams Sustainable performance—not short-term spikes What an Engagement Typically Looks Like Engagements are tailored to the leader and organization, but often include: Executive coaching sessions Targeted organizational diagnostics Leadership and team development Practical tools leaders can apply immediately The goal is always the same: elevate people, profit, and purpose Frequently Asked Questions How do you help leaders improve performance? I help leaders improve performance by addressing both leadership behavior and the systems shaping results. By combining executive coaching with organizational consulting, we clarify decisions, align expectations, and remove barriers so improvements are sustainable—not short-lived. How do you diagnose leadership and performance issues? Rather than reacting to symptoms, I use evidence-based frameworks to examine clarity, capability, motivation, leadership behavior, and organizational systems. This diagnostic approach helps leaders focus on what is actually driving outcomes. What makes your approach different from other coaches? My approach integrates executive coaching with organizational consulting by addressing both the inner game and outer game of leadership. Leaders grow personally—strengthening self-awareness, decision-making, and emotional regulation—while the surrounding systems of accountability, decision rights, and expectations are aligned, ensuring insight translates into measurable and sustainable impact. What problems are most often misdiagnosed in organizations? Performance issues are frequently misdiagnosed as motivation, attitude, or talent problems. In reality, they usually stem from unclear expectations, competing priorities, misaligned incentives, or leadership signals embedded in the system. What typically changes as a result of this work? Leaders experience clearer thinking, better decisions, and healthier leadership under pressure. Organizations see stronger execution, improved accountability, reduced friction, and more consistent performance over time. How many employees do the organization's you typically work with have? Most clients lead organizations ranging from roughly 25 to several hundred employees. Complexity matters more than size. Next Step If you’re navigating leadership complexity and want a thoughtful, evidence-based partner, the best place to start is a conversation. Executive coaching and organizational consulting grounded in evidence-based leadership, systems thinking, and practical application. SCHEDULE A STRATEGY CONVERSATION

Leadership keynote speaker and facilitator delivering practical, research-based insights on culture, trust, execution, and life-changing leadership habits. Keynote Speaker for Associations & Conferences Equip your event participants with life-changing leadership habits they'll apply long after your event ends Make Your Event Unforgettable with Dr. Jeff Doolittle Book Dr. Jeff Doolittle Download Keynote Details Based in Grand Rapids, MI • Travels Nationally | Ideal for 50–2,000+ attendees | Fee: Please inquire TRUSTED BY LEADING ASSOCIATIONS & ORGANIZATIONS What Event Planners & Exeuctive Say Event organizers and senior leaders consistently rate Dr. Doolittle among their top speakers 4.9/ 5.0 Average Post Event Rating 10,000+ Leaders Impacted 50+ Events Delivered Requested Return 100+ attendees "What a great webinar! Thanks for sharing all your research, wisdom, and insight with us, Jeff! I will most definitely reach out to you for future opportunities!" Dani Lauer Event Director Grand Valley State University Career Center Lasting Behavior Change 50+ attendees "Engaging and thought-provoking—I still have leaders who talk about this today and actively use what they learned." Steve Polega Chief Nursing Officer University of Michigan Health - West 5 Star Rated Session 50+ attendees "Thank you for presenting at last week’s Safety Leadership Conference. I received an overwhelming amount of positive feedback, and I am so grateful for your support! " Tracey McLenon Vice President of Operations Construction Association of Michigan 5 Star Rated Session 50+ attendees "I have heard very positive feedback and people felt that the information shared is very helpful." Ken Flowers & Nkenge Bergan Conference Co-Chair Michigan Community College Association Practical Application 50+ attendees "Dr. Jeff Doolittle shared evidence-based insights on leadership habits. I’m especially excited to apply tools like the BEM Fishbone (Ishikawa) Diagram going into the new year" Lynn Marie Francis Digital Marketing & eCommerce Madcap Coffee Company Customized Content 100+ attendees "I had several people that mentioned just how much they liked ending the seminar with your message and that it seemed purposeful. Some asked to take an additional book. You made a real impact on the crowd!" Rebecca Vought Food & Drug Administration Event Chair Michigan Department of Agriculture and Rural Development Join these organizations in delivering a memorable event Request Availability YOUR SPEAKER Dr. Jeff Doolittl e Author, Life-Changing Leadership Habits Founder, Organizational Talent Consulting Much of the success of an event depends on the quality of its speaker. With Dr. Jeff Doolittle, you're giving your guests access to an inspiring strategic leadership and organization development expert, a respected executive coach on leadership habits, and an award-winning author. Speaking Topics Leadership Habits Strategic Leadership Culture Executive Coaching Servant Leadership Pychological Safety Performance Accountability Board Governance WATCH BEFORE YOU BOOK See Dr. Jeff Doolittle in Action Preview both live and virtual presentation styles to envision how Dr. Doolittle will engage your audience Virtual Event Full virtual keynote demonstrating engaging delivery for remote and hybrid audiences Live Event Recent in-person speaking engagement showcasing Dr. Doolittle's dynamic presentation style A transformational keynote that equips leaders with practical tools for lasting change This keynote is perfect for leaders: seeking ways to get more out of life and work. needing a practical plan to make transformational changes that deliver results. aspiring to maximize the impact of their careers. striving for better habits and a powerful point of differentiation. The audience will leave with: proven tools busy leaders can successfully apply to get more out of life and work. ways to recognize the absence or presence of life-changing leadership habits. strategies to break accidental habits and overcome common challenges to lead with life-changing ones. ...and much more. KEYNOTE OVERVIEW Life-Changing Leadership Habits Frequently Asked Questions What topics does Dr. Jeff Doolittle speak about? Dr. Doolittle speaks on leadership development, life-changing leadership habits, organizational culture, psychological safety, talent management, and strategic execution. His signature keynote focuses on proven principles that help leaders develop life-changing habits that stick. Where is Dr. Jeff Doolittle based and where does he travel? Dr. Doolittle is based in Zeeland, Michigan and travels nationally for speaking engagements. He frequently speaks at events throughout the Midwest—including Michigan, Ohio, Indiana, Illinois, and Wisconsin—and across the United States. What types of events are ideal for Dr. Doolittle? Dr. Doolittle is ideal for association annual conferences, leadership summits, corporate retreats, healthcare leadership events, HR and talent management conferences, and executive development programs. He's particularly effective with audiences of 50 to 2,000+ attendees. Can the keynote be customized for our association or industry? Absolutely. Dr. Doolittle researches your organization, industry challenges, and audience demographics to tailor examples, case studies, and actionable takeaways specifically for your members. What is the typical keynote length? The signature keynote is typically 45-60 minutes, with options for extended workshops (half-day or full-day) that include interactive exercises and implementation planning. How far in advance should we book? We recommend booking 3-6 months in advance for the best availability, though last-minute requests are sometimes accommodated. Popular dates (spring and fall conference seasons) fill quickly. MEETING PLANNER RESOURCES Everything You Need to Book Download materials, review technical requirements, and access all speaker assets Keynote Details Full overview of the presentation, outcomes, and customization options Download PDF AV Needs & Intro Technical requirements and speaker introduction for event planners Download Rider Speaker Bio Dr. Jeff Doolittle's background, credentials, and expertise View Bio Videos Watch past speaking engagements and leadership insights Watch Now (Virtual) Watch Now (Live) BOOK NOW Interested in Having Dr. Jeff Doolittle at Your Event? Fill out the form below and we'll get back to you within 48 hours to discuss how we can make your event extraordinary. First Name Last Name Email Phone Event Title Who is this event serving? Number of people attending What is the date of the event? Why are you interested in having Dr. Doolittle at your event? Submit Inquiry Thank you for your interest in booking Dr. Jeff Doolittle!! Let's discuss how Dr. Doolittle can inspire and equip your audience. Ready to Elevate Your Next Event? Schedule a Call

Align executive teams and advisory boards with clear priorities, decision rights, and an execution rhythm. Strategic planning and governance facilitation in West Michigan. PEOPLE & CULTURE CONSULTING Executive Team & Advisory Board Alignment. Trust. Clear decisions. Strong follow-through. When the executive team and board are aligned, the organization moves faster—with fewer surprises, cleaner accountability, and a culture leaders can sustain. When alignment slips, decision latency increases, priorities multiply, and execution becomes costly. Schedule a Leadership Strategy Conversation WHY IT MATTERS Even Strong Leaders Get Stuck Even strong leaders can get stuck in predictable patterns: Strategic priorities compete instead of stack Roles blur between governance and management Accountability feels uneven (or personal) Decisions get revisited—or avoided Trust erodes and conflict becomes indirect The CEO becomes the bottleneck Executive Team & Advisory Board work creates a shared operating system for how leadership will decide, align, and execute—together. OUTCOMES What This Service Delivers This work supports CEOs, executive teams, and boards to: Clarify decision rights and reduce second-guessing Align on strategy and priorities that drive execution Improve meeting effectiveness (agenda discipline, outcomes, and ownership) Increase trust and candor (psychological safety for the hard conversations) Strengthen accountability through clear commitments and follow-through Create a healthier governance rhythm between the CEO, executive team, and board Serving Grand Rapids and West Michigan (and nationwide). STRUCTURED & PRACTICAL Our Approach This is structured, practical, and designed for leaders who don't have time for vague facilitation. 1 Baseline + reality check We build a clear picture of what's working and what's slowing you down through: Short stakeholder interviews (CEO, executives, select board members) Review of key artifacts (strategy, operating cadence, committee charters) Quick diagnostic on team effectiveness, decision flow, and accountability 2 Align on the leadership operating system We establish the core agreements that reduce friction: Decision model (who decides what, when, and with what inputs) Priority stack (what matters now, what waits) Roles and boundaries (board vs. management; committees; advisory vs. fiduciary) 3 Strengthen trust + conflict health We build practical norms leaders can use immediately: How we raise issues early and reset expectations How we disagree without damaging trust How we handle "undiscussables" and give direct feedback 4 Reinforce accountability and follow-through We translate alignment into execution: Clear owners, deadlines, and decision logs Simple scorecards and check-in rhythms Commitments that survive busy weeks Typical timeline 4-10 weeks (depending on complexity) Leadership time Targeted & efficient - built around existing metings Schedule a Leadership Strategy Conversation STRATEGIC DECISIONS Decisions This Work Supports Leadership teams and boards typically use this work to make higher-quality decisions about: Strategic priorities and tradeoffs CEO support and performance expectations Executive role clarity, delegation, and capacity Governance boundaries and committee effectiveness Accountability rhythms and operating cadence Culture expectations and leadership behaviors Succession risk and leadership bench development FOCUS AREAS What We Focus On Every engagement is tailored, but common focus areas include: Trust & psychological safety Decision clarity and speed (who decides, how decisions stick) Accountability norms (commitments, consequences) Communication and conflict health Board/CEO partnership (alignment, boundaries, rhythm) Spaning boundaries, leveraging change, architecting culture Strategic thinking, acting, and influencing PRACTICAL ARTIFACTS Deliverables You Can Use Immediately You'll leave with a small set of practical artifacts such as: Executive Team Charter (purpose, norms, decision model) Decision Rights Map and Decision Log (prevents re-litigation) Accountability Tools (five psychological levers) Optional: Succession / bench insights tied to roles and strategy Board/Executive Operating best practices Operating Agreements, Norms, and Commitments Optional: Conflict Norms and Feedback Agreements RESULTS Client Success A growing organization was executing well in pockets but struggling cross-functionally—decisions were slow, meetings were heavy, and leaders were carrying too much. After mapping constraints and clarifying decision rights, operating cadence, and ownership, the organization improved follow-through, reduced internal friction, and increased leadership capacity, without adding complexity. Executive Teams & Advisory Boards Related Services If adjacent needs surface, we can integrate: Culture Assessment Strategy & Succession Strategic Planning & Off Sites (as an engagement type) Organizational Effectiveness Enterprise Change & Alignment GETTING STARTED Your Path Forward 1 Start with a confidential conversation We'll clarify what you're seeing, what's at stake, and what "better" needs to look like. 2 Diagnose and align We gather input, identify friction points, and align on the leadership operating system. 3 Embed and sustain We reinforce the rhythm, agreements, and accountability so alignment holds under pressure. Schedule a Leadership Strategy Conversation

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Life-Changing Leadership Habits reveals practical, research-based principles to help leaders elevate people, profit, and purpose through better habits. EXECUTIVE LEADERSHIP BOOKS BY DR JEFF DOOLITTLE Based in Zeeland, Michigan • Serving West Michigan and beyond BOOKS & IP My weekly blog is where leadership research meets real-world execution. Each week, I translate the latest evidence-based leadership, culture, and performance research into practical insights through short stories and focused, actionable articles designed for senior leaders navigating growth, transition, and organizational complexity. My books go deeper. They provide a comprehensive, research-backed framework for building leadership habits that strengthen culture, sharpen execution, and drive sustainable results. Drawing on decades of executive coaching and organizational consulting experience, my work equips leaders with proven principles they can apply immediately in their business, boardroom, and personal leadership journey. Whether you are scaling a growing organization, leading through transition, or strengthening long-term performance, these resources are designed to help you lead with clarity, confidence, and purpose. NEW BOOK Life-Changing Leadership Habits: 10 Proven Principles That Will Elevate People, Profit, and Purpose My first book, Life-Changing Leadership Habits, offers a proven approach to achieving success and significance in life and work. It’s an everyday guide on how to lead in ways that life-changing habits emerge and bad habits disappear. LEARN MORE BUY NOW CLAIM YOUR FREE BONUSES BOOK TRAILER "A very relevant read for anyone who aspires to lead people in a very crucial time... a compelling call to action." Spencer Warren — Regional General Manager, Gordon Food Service “Dr. Jeff Doolittle has created an easy-to-use leadership guide supported by relevant statistics, personal experience, and practical examples. Life-Changing Leadership Habits equips leaders with a clear framework for making confident, values-driven decisions that create long-term impact.” Courtnee Turner Hoyle — Readers’ Favorite Literary Titan Gold Book Award Readers Favorite Five Star Award FEATURED SPEAKING ENGAGEMENT "Lead with Love" at Grand Valley State University I work with leadership teams, associations, and universities to translate leadership habits into practical action—through keynotes, workshops, and facilitated conversations tailored to your audience. → Explore Speaking & Programs About the Author Jeff Doolittle is an executive coach, organizational consultant, and leadership development expert who partners with CEOs, executive teams, and boards to navigate growth, transition, and organizational complexity. As Founder and Principal of Organizational Talent Consulting , Jeff brings decades of experience helping leaders strengthen culture, align strategy with execution, and build the leadership habits that drive lasting change. His work blends evidence-based research with practical, real-world application—equipping leaders to turn insight into action. Jeff is the author of Life-Changing Leadership Habits: 10 Proven Principles That Will Elevate People, Profit, and Purpose and a trusted advisor to organizations across West Michigan and nationwide. His frameworks are used in executive coaching engagements, leadership development programs, and university classrooms. Based in Zeeland, Michigan, Jeff serves senior leaders throughout Holland/Grand Rapids, West Michigan, and beyond. Executive Coaching Hire Jeff to help you find the answers Organizational Consulting Hire Jeff to provide the answers Keynote & Workshop Hire Jeff as a speaker or facilitator

Real leadership case studies showing how executive coaching and organizational consulting drive clarity, engagement, and sustainable performance. Back to Home Leadership in Practice Real leadership work with CEOs, executive teams, boards, and mission-driven organizations CEO COACHING - GROWTH AND TRANSFORMATION Stabilizing culture and leadership trust during rapid growth Cultural strain emerged during rapid growth—reduced trust, leadership tension, and inconsistent communication. Improved trust, clearer expectations, and confident navigation of growth. Read More ORGANIZATIONAL CONSULTING - STRUCTURE & EXECUTION Reducing organizational confusion to unlock growth and innovation Confusion around roles, workflows, and decision authority slowed execution and increased turnover. Clear accountability, faster decisions, and sustained year-over-year growth. Read More EXECUTIVE TEAM CONSULTING - LEADERSHIP DEVELOPMENT Building leadership capability to sustain growth Informal leadership development was no longer sufficient to support organizational scale. Systematic leadership model embedded into hiring, development, and performance. Read More STRATEGIC PLANNING FACILITATION - BOARDS, ASSOCIATIONS & NON-PROFITS Creating strategic clarity across diverse stakeholders Diverse stakeholder expectations and shifting pressures left leadership without clear, actionable priorities. Aligned priorities, confident decisions, and reduced strategic drift. Read More CEO COACHING - GROWTH AND TRANSFORMATION Stabilizing culture and leadership trust during rapid growth A CEO leading a technology and engineering organization was navigating rapid growth and organizational transition. While business performance remained strong, early indicators of cultural strain emerged—reduced trust, leadership tension, and inconsistent communication across teams. THE SITUATION As complexity increased, the organization outgrew its informal leadership habits. Leaders were working hard but lacked shared expectations for how to lead, communicate, and make decisions during change. Without intentional leadership alignment, culture became fragile. THE LEADERSHIP CHALLENGE THE WORK As an executive partner, the work focused on helping leaders: Increase leadership self-awareness Strengthen emotional intelligence and trust Reset leadership expectations d uring growth and uncertainty The emphasis was not on fixing people, but on strengthening leadership habits that shape culture. WHAT CHANGED Improved trust and working relationships Clearer leadership expectations during change More consistent communication and alignment Increased confidence in navigating growth LEADERSHIP INSIGHT "Culture reflects leadership habits. When habits evolve with complexity, trust follows. CEO COACHING EXECUTIVE TEAM CONSULTING · LEADERSHIP DEVELOPMENT Building leadership capability to sustain growth A growing, family-owned organization recognized that continued success required stronger leadership capability at every level. Informal leadership development was no longer sufficient to support scale. THE SITUATION The organization lacked a shared leadership model and consistent expectations. Leaders performed well individually, but leadership behaviors varied widely across teams, limiting alignment and long-term performance. THE LEADERSHIP CHALLENGE THE WORK As an executive partner, the work focused on helping leaders: Listening to leaders and employees to understand culture and leadership needs Designing a company-specific leadership model using the organization's language Embedding leadership development into hiring, development, performance, and compensation Leadership development was treated as a system, not a program. WHAT CHANGED Improved leadership performance and bench strength Increased employee engagement and retention Clear leadership expectations across the enterprise External recognition for innovation in leadership development LEADERSHIP INSIGHT "Leadership development works when it is integrated into how the organization operates—not added on." EXECUTIVE TEAM ORGANIZATIONAL CONSULTING · STRUCTURE & EXECUTION Reducing organizational confusion to unlock growth and innovation A technology and engineering organization entering a new growth phase experienced confusion around roles, workflows, and decision authority. Operational inefficiencies increased, innovation slowed, and turnover rose in high-demand roles. THE SITUATION The organization's structure no longer aligned with its strategy or culture. Employees were unclear where accountability sat, creating frustration and slowing execution. THE LEADERSHIP CHALLENGE THE WORK As an executive partner, the work focused on helping leaders: Listening to employees and leaders across the organization Mapping critical workflows and decision points Redesigning organizational structure aligned to strategy and culture Embedding change management to support adoption WHAT CHANGED Improved clarity around roles and accountability Faster execution and decision-making Reduced employee frustration and turnover Sustained year-over-year growth LEADERSHIP INSIGHT "As organizations grow, clarity—not effort—is the primary driver of performance and retention." Organizational Consulting STRATEGIC PLANNING FACILITATION · BOARDS, ASSOCIATIONS & NON-PROFITS Creating strategic clarity across diverse stakeholders A large regional association and several small-to-mid-sized nonprofit organizations faced increasing complexity, shifting external pressures, and diverse stakeholder expectations. Leadership needed a clear, actionable strategy to guide decisions. THE SITUATION While commitment to mission was strong, leaders lacked shared priorities, clear tradeoffs, and alignment between governance and execution. THE LEADERSHIP CHALLENGE THE WORK As an executive partner, the work focused on helping leaders: Listening to board members, executives, and key stakeholders Facilitating strategic planning focused on clarity, priorities, and tradeoffs Translating strategy into actionable leadership and governance commitments The emphasis was on strategy leaders could execute—not aspirational plans. WHAT CHANGED Clear strategic priorities and success measures Stronger alignment between boards and executive leadership Improved decision confidence and focus Reduced strategic drift LEADERSHIP INSIGHT "Strategy works when leaders are clear on what to prioritize, what to stop, and how decisions get made." Strategic Planning If these stories reflect challenges you're navigating, a leadership strategy conversation can help clarify next steps. Start a Leadership Strategy Conversation Frequently Asked Questions Are these real engagements? Yes. Each story is grounded in real executive coaching, consulting, and strategic planning work. To protect confidentiality, details are anonymized and, in some cases, reflect patterns observed across multiple similar engagements. Why don’t you name organizations or leaders? Senior leaders value discretion. Anonymizing details allows leaders to speak openly and ensures the focus remains on leadership challenges, systems, and outcomes—not publicity. How should I read these stories? These stories are not testimonials or promotional case studies. They are examples of leadership patterns—how leadership habits, decision systems, and organizational structures influence performance during growth, transition, and complexity. Is this work relevant to my organization? If you are a CEO, executive leader, board member, or nonprofit leader navigating growth, change, or complexity, the challenges described here are likely familiar. A leadership strategy conversation can help determine fit. Do you work locally or nationally? Dr. Jeff Doolittle works with leaders across Holland/Grand Rapids and West Michigan, as well as with organizations nationally.

Organizational Talent Consulting's terms and conditions for the use of content. Terms and Conditions Cancellation & Refund Policy Organizational Talent Consulting will provide you with a refund if you cancel your enrollment 72 hours prior to the start of your course. Refunds will be issued to the student within 45 days from the date of cancellation, or the first day of the course, whichever is earlier. If you attend all or part of a course, no refunds will be provided. We reserve the right to cancel a course due to insufficient enrollment, inclement weather, or other events beyond our control. In the event a class is canceled, we will notify you as soon as possible. You may choose to receive a full refund of your registration fee or credit on another class. Organizational Talent Consulting will not be responsible for any cancellation costs you incur, such as airline tickets and/or hotel reservations. Late Arrivals & Early Departures In-Person Programs: Organizational Talent Consulting is committed to providing you with the best possible learning experience. To ensure you have time to prepare for your session we would recommend you arrive a minimum of 15 minutes prior to the start of your program. Any participant who arrives more than 30 minutes after the session start will be considered "absent" for that session and will not receive attendance credit. Participants must attend and participate for at least 80% of the session. Participants who arrive late arrivals, depart early, or a combination of these that results in missing more than 20% of the session will not receive credit for that session. Live Online Program: The virtual training room will open 15 minutes prior to the posted starting time. We recommend that you log on to your session at least 10 minutes prior to the posted start time to ensure your connection, audio, and video capabilities are working properly. Participants must attend and participate for at least 80% of the session. Participants who arrive late arrivals, depart early, or a combination of these that results in missing more than 20% of the session will not receive credit for that session. Participation We know from experience that those who actively participate in each session get more value out of their Organizational Talent Consulting program. Therefore, as part of the Attendance Policy, it is not enough to simply be physically present: the participant must also take part in activities and discussions and demonstrate their skills when asked to do so by their trainer.