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, former 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
In the last 13 months we have filled several middle-management positions with “A” players by using the Harrison Assessment Talent Solutions (HATS) as a screening tool. Along with giving us insight into our applicants, the tool organized our process, pointed out the “A” players, saved us time, money, and helped us conduct the actual interview as follows:

It organized our process: All information was documented, centralized, and all applicants went through the same steps, ensuring as much fairness as possible in the hiring process.

It saved us time: The last position we hired for was that of Controller for which we had 355 applicants. Once the Recruitment Campaign was set up, HATS culled through the applicants and automatically moved the qualified ones to a short list. By using the HATS we were able to cut 4-5 weeks of time from the screening and interview process. This gave us more time to focus on the business by letting us focus only on the “A” players.

It saved us money: We are a small firm and have no dedicated in-house HR resource. Since HATS does the screening and initial job-fit evaluation for us we do not have to pay for this service through an outside agency or headhunter. It has also saved us the pain and costs of a bad hire.

It helped us conduct interviews: HATS evaluates each applicant’s responses and suggests questions that will shed light on a person’s fit for a particular job.

…Really highlight the “hidden cost” and “pain” of interviewing a number of unsuitable candidates. The productivity lost from current employees that are spending time with unqualified and unsuitable candidates dwarfs the actual hard recruiting costs. If each candidate interviews with 3 people for an hour each, the gain in productivity is 36 candidates x 1 hour x 3 interviewers = 108 hours. That is 2 weeks of an FTE productivity and does not even consider the indirect hours of screening and prep.”
Anonymous Information Technology Client
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, Illumina Sr. Exec.
Pamela’s coaching helped to refine more than two decades of process workflow that had become rooted in ‘good ideas’ but lacked ‘good execution’. Her insight and coaching proved valuable to me b/c it was easily actionable; her consultancy and tutelage spanned the finer points of not only simple things like daily task planning, but also more complex issues such as how to identify and ameliorate character deficiencies including lack of persistence and trusting intuition. Our weekly sessions over the year we met produced both quantitative and qualitative results. Not only did productivity and business development activities measurably benefit, but I felt as though I came away from the coaching a much better strategic thinker.
Vice President, Cleveland, OH-based M&A Advisory and Consulting Firm
Coaching High Potentials

We hired Pamela Stambaugh to coach three high potential individuals for one year, one of whom manages a team of people and the other two were still individual contributors with intentions to be given managerial responsibilities.

The results were as we had hoped. With the manager, Pamela applied the Leadership Impact Survey as well as the Harrison Assessment to pre- and post-test this individual’s effectiveness in garnering discretionary effort and employee loyalty. His results in that regard improved measurably, which was consistent with our desired outcome to have him focus more on his team and less on his individual output.

The individual contributors also improved in their effectiveness as executive team members of our small division within the larger organization. One coachee produced an outcome from a project that lasted over six months that had an impact on the entire industry in addition to a positive revenue and profit impact for the company. The other was able to improve his ramp-up time for new projects and be more effective as a communicator. In both cases these were intended and desired outcomes.

We were quite satisfied with the results Pamela produced as a coach to these individuals. I highly recommend her as a coach, and appreciated the additional clarity and depth of perspective provided by the tools she used in her coaching process.

If you have further questions please feel free to contact me at the email address or phone number below.

Thomas Linn, Executive Vice President
High Potential Coachee feedback

Every company should use your leadership development program! For us, you have made four significant upgrades:

– Changed and improved how we make hiring decisions
– Change and improved how we communicate with new hires
– Changed and improved how we interact with one another as an executive team
– You helped us eliminate the excessive and destructive gossiping

For me, you keep me focused on the critical things so I can grow myself as the successor to the CEO
position when Kathy retires!

Gina Eliason,VP, Sales, Culinary Concepts
High Potential Coachee Feedback

Pamela first began working with our executive team in November almost three years ago. We evaluated ourselves as a team, and saw some gaps in how we hold ourselves and each other accountable.

As a system, although we are a successful catering company we had many unforeseen breakdowns so she worked with us to upgrade how we communicate our way through the systemic steps of geVng our product delivered on tie and with great success. She helped me initiate a customer review process at the end of our event delivery, and today our satisfaction rating are always between 97% and 100% satisfied.

Simultaneously, Pamela began coaching me personally, as well as Gina, our VP of Sales, who is the successor to the owner when she retires. Pamela helped me, through the Harrison Assessment, to recognize the tendency I had to do work FOR people rather than teach them how to do it for themselves. That was illuminating!

This was affirmed by the feedback from my direct reports. Through the Leadership Impact Survey, which is a benchmark survey asking my direct reports how effective I am at geVng extra beyond-basics effort and loyalty from them, the first year I took it I was failing. The second year of the survey I had substan0ally improved.

I had a two-hour meeting with them about me, where I shared my scores showing improvement but not perfection, and what I was going to do about that. I expected a one-hour meeting, but they were engaged and wanted to talk about how we could all improve. They gave me suggestions for how I could improve. One clear area where I am improving dramatically is in my communication with them, both in instructions for how to do their jobs and my commitment to increase my clarity about what I expect from them.

The results are more dramatic from some than others. My warehouse manager, for example, is asking for more and more responsibility and he is working the system toward cost and time efficiency and improving. He recently went from hourly to salaried.

I am a better manager today and still growing, thanks to the support of Pamela Stambaugh.

Javier Santero, COO, Culinary Concepts
Presentation at the Association of Energy Engineers Luncheon

Dear Pamela:

I want to personally take this opportunity to thank you for your excellent presentation at the recent Association of Energy Engineers luncheon. I have had numerous comments from the attendees regarding both the quality of the content of the presentation as well as the excellent manner in which it was presented. The polling of surveys rated your presentation as a ti out of ti with only 3 rated at 4. Super!

Our members and guests are always seeking to be updated and to be aware of the cutting edge energy and related issues that you presented. The value to the attendees of your presentation cannot be overstated. The principal purpose of our organization is the education of the luncheon attendees and your presentation fulfilled that goal in every way. Energy and team HR is a complex subject with many different components and the presentation helped us all achieve a new level of understanding.

Gene Beck, Executive Director, Association of Energy Engineers (AEE)
Harrison Assessment Certification Training – 5 Day Immersion

Pamela’s training was awesome and yet exhausting – she does a phenomenal [delivering maximum content] job! Pamela’s training is fun, fast-paced and impactful. She coaches constructively and yet also firmly calls people out when they come less than fully prepared with their prerequisites.

Annette Mason, Founder, Trilogy Design Works
Executive Recruiter Feedback

To whom it may concern,

Pamela supported two executive searches for me and my client, a major health care organization, which was seeking to fill senior executive level in-house counsel management roles.

Her support was instrumental in identifying the behavioral drivers that would predict long-term success beyond eligibility. With her expert assistance, we were able to further validate the candidates’ suitability for these positions.

The Harrison Assessment highlighted considerations that were important to my client, and would have been otherwise difficult to measure during the search process for employment in these critical legal
management roles.

Merle Vaughn, Partner Recruiter & Law Firm Diversity Practice Leader

A-Team Development: 3 Clients, 3 Different Sized Organizations

Geoff Hamilton, Illumina Sr. Exec.

10,400 employees

Randall Sanner, Previously General Manager, Apache Casino Hotel

400 Employees

Susie Carder, COO, Motivating the Masses

10 employees