Download the eBook “7 Costly Mistakes Senior Executives Make…” by Pamela Stambaugh

Leadership Training

Executive Coaching

Team Leader Effectiveness Training

As a leader in today’s marketplace, you’re vulnerable to losing your key and best team members due to their many choices in the current job market. And, it is well known that people leave people, they don’t leave organizations.

In this leadership training course managers will be given proven ways to enhance their leadership skills, garner unprecedented results from an aligned, cohesive team and lower the risk of people leaving the team.
The leader receives the training that includes feedback from each member of his or her intact team of 4 or more people. The results of the leadership training are measured through post-testing.

Leaders will gain benchmark data on your team’s performance AS A TEAM and a better understanding of their own behavioral preferences, plus feedback about themselves as a manager. They will receive training in how to work with individual team members and members of the team in order to improve their baseline metrics — the metrics they bring to the course.

This leadership training course is provided in-house to multiple managers with their direct reports providing the feedback. It is also offered twice a year as a public course.

How do you grow your business in a way that is sustainable while also rendering enough profits so that you can invest in your people and infrastructure?

How do you do this without jeopardizing your personal health and family life?

The key question is, “How comfortable are you committing yourself to an open platform in your organization or your division?” The more ready and willing you are for true collaboration, the greater the chance you’ll reap the benefits of your co-leaders and employees becoming your co-entrepreneurs.

If you see the potential for growth, please ask about executive coaching.

If Pamela is not the perfect fit for you, she has a great network of exceptional colleagues she can recommend.

The purpose of Executive Coaching is to:

  • Set stretch objectives
  • Have coaching support in meeting or exceeding them

The Outcome: Remove the loneliness that leaders feel, and achieve better business performance than you might have achieved otherwise.

Now to get just a little bit technical if you’re interested.  Here’s where the HR technology comes into play in support of executive excellence.

Because the Harrison Assessments™ measures 175 behavioral preferences and has mapping capabilities, there are multiple ways to customize it to your needs as an organization.  As a Expert Level Accredited Master Distributor, Pamela Stambaugh is uniquely qualified to achieve your unique objectives through customization.

Performance Benchmarking:

Performance Benchmarking provides a quantitative evaluation of the factors that explain job success and high performance. The result is better talent acquisition and targeted leadership training that leads to higher performance! This solution specifically benchmarks the job requirements, a research process of determining the key success factors for specific jobs based on high, medium and low performance.

  • Identifies traits related to success for a specific job.
  • Identifies how the traits are related to success.

Leadership Behavioral Competencies:

Leadership Behavioral Competencies are customized competencies specifically created to support the growth and development of leaders as leaders. The Harrison Assessments™ includes free* Leadership Behavioral Competencies and more that company-specific ones can also be created.

  1. Communicator
  2. Drive for Results
  3. Impact and Influence
  4. Innovation
  5. Leading People
  6. Learning Agility
  7. People Energizer
  8. Problem Solver
  9. Resilience and Perseverance
  10. Strategic Thinker

Values and Culture Mapping:

Values and Culture Mapping using Customized Behavioral Competencies —Companies frame values, but how well do your employees align with them?

A behavioral competency is a combination of traits that says more than the individual traits alone. For example, “Passionate” is a combination of three Harrison Assessments™ traits: Enthusiastic, Optimistic and Cause-motivated. The outcome is a tangible way to assess employees related to the values and culture of the organization.

  • Measure employees’ suitability for the culture of the organization
  • Select new employees who are suited to the culture of the organization

*A Harrison Assessments™ System client may run any or all of the Leadership Behavioral Competencies at no cost once the Executive Development reports have been run (6 units).

Learn how this HR technology fits your needs.  Contact us today!

Talent Acquisition & Engagement

Talent Acquisition& Engagement

Testimonials from Clients

I have been working with Pamela for about 3 months now and the results I have seen have been nothing short of dramatic. Our office culture had deteriorated and the result was extremely low productivity and initiative. As a startup, we could not have that. The Harison Assessment helped us look at the team and how we work together. It gave each member of the team a safe and controlled way to see the issues below the surface that were affecting productivity and it gave clear instructions of what to do about them. Today we feel like a team, and most importantly, work is getting done.

I highly recommend Pamela and the Harrison Assesment to any organization that wants to cultivate positive and productive work environments.

Hollis Cameron, COO of Youtily
… In recent years it became clear that CEOs did not necessarily bring coaching skills with them into their role, so I brought Pamela Stambaugh in to open our quarterly training session with a presentation on how to coach leaders, and how to coach them to be accountable…. Her presentation was so successful and popular that I continued to have her open our quarterly training programs with that same message…
Ruprecht von Buttlar, VP, Business Creation & Development, CONNECT
As you know I resisted tracking leading indicators for fear of becoming a micromanager and from the self-limiting belief that I did not have time to manage the daily activities of my people. In truth, what has actually happened is my strategic time has been freed up as a result of holding everyone more accountable and my conversations with my staff have become much more focused. This has been particularly helpful in light of the current economic conditions and has better enabled me determine where to cut, where to shore-up and in creating a general culture of accountability within the company.
Shannon Erdell, Past President, TLC Staffing
Pamela is an excellent listener and speaker and has led numerous group meetings that have allowed our organization to achieve the goals of productivity, growth and accountability. Specifically we have organized our development group around a new software that allows for improved communications and accountability.
Gerald S. Brand, Past Principal, Fairfield Residential LLC
I hired Pamela to come work with my executive team, knowing we needed to be much more effective as a team.
Pamela Stambaugh’s teambuilding process immediately enhanced our team’s level of trust and open communication which resulted in our team working together more effectively.
Pamela’s one-on-one professional development with each individual team member was unique, efficient and highly valued by everyone…the pre-team meeting individual feedback session allowed for an intimate and highly effective team building event during which each team member could reflect on their personal dynamics and bring that insight to discussing some of our most difficult challenges and situations.
The Harrison Assessment and team building experience six months ago continue to yield positive outcomes and guide our team’s actions and communications six months later! It is our goal to have a second dose of Pamela some time in the future to reinforce what they already have gained in team engagement and to bring our performance up another notch.
Shantie Harkisoon, MD, FAAFP, Program Director, NYMC Phelps Family Medicine Residency Program
I have utilized Pamela on several occasions…. I am especially impressed with the Harrison Assessment™ for ensuring that you minimize your hiring mistakes. I have used this over the years, and I can tell you that the quality of my hiring has improved dramatically since working with Pamela. Pamela’s company offers a variety of services that may not be part of a standard HR approach, but she is definitely a value-add resource.
Randy Jones, Chief Executive Officer, Magma- Mission Technology Group, Inc.
Initially when we adopted the Harrison Assessments Talent Solutions for recruitment, I thought we had the equivalent of a high-end Toyota for hiring. I have learned that I also have the Cadillac for Talent Management!

The Harrison Assessments Talent Solution is the single greatest improvement to our organization’s ability to manage its growth in the last year. It creates important, viable, worthwhile conversations we did not have before in the recruitment process. And I did not just fall off the turnip truck! I have had 10 years as an executive recruiter of high-level positions. With the Harrison Assessments Talent Solutions, we are also expanding our thought process about managing people.

It is a mistake to focus solely on recruitment, tie it all into talent management if you want “A” players and you want to avoid “B” players or worse!

We have widely adopted it in one of our three divisions, pushing utilization down through over 16 distinct business units and a second division has added it to their budget for the next fiscal year, as well as the beginnings of usage by various corporate departments such as internal HR. They are clamoring for it based on the internal feedback and excitement.

Steve Sublett, CEO, CBIZ Special Risk Insurance
We have an annual employee survey for the entire company. It measures many things including employee engagement, satisfaction, manager feedback. Several questions show a very interesting improvement that we would attribute to our session with Pamela. 

 One year later, my team feels that the session with Pamela greatly contributed to the improvements in the following team ratings.
1. “My Manager gives me feedback that helps me improve my performance” scored 80% favorable in 2012 but improved to 95% favorable in 2013 for my team.
2. We were asked to rate the following statement, “In my work group, there is open and honest two-way communication.” The score rose from 68% in 2012 to 80% in 2013.
3. We rated the following statement, “I feel that I am part of a work group that works effectively together.” My team rating in 2012 was 74% and rose to 80% in 2013.
Geoff Hamilton, then Marketing Executive at ThermoFisher (formerly Life Technologies)