Welcome to PMP Coach
Transforming Organizations Through Personal Growth
PMP is an executive coaching firm founded in 1987 in Southeast Michigan, now based in New Hampshire, delivering Servant Leadership technology in support of organizational managers in the development of cultures that foster creativity, openness and accountability. Results? The successful implementation of innovative methods, systems and practices with measurable performance. Backed by decades of real-world experience in diverse cultures, we help bring forth the talents and gifts of each member of your organization by facilitating the creation of a culture rooted in personal growth and ethical behavior..
Leadership Development
- Many organizational leaders are promoted to positions where they are expected to devote their energy and time to leading, managing and growing their people.
- In former roles, they often worked in the front lines applying their skills and competence in the production of products or services. Those skills are not necessarily those that are required or effective in building high performing teams.
Strategic Planning Revitalization
- Many organizational leaders are promoted to positions where they are expected to devote their energy and time to leading, managing and growing their people.
- In former roles, they often worked in the front lines applying their skills and competence in the production of products or services. Those skills are not necessarily those that are required or effective in building high performing teams.
Personal Mastery
- Many organizational leaders are promoted to positions where they are expected to devote their energy and time to leading, managing and growing their people.
- In former roles, they often worked in the front lines applying their skills and competence in the production of products or services. Those skills are not necessarily those that are required or effective in building high performing teams.
Building Accountability
- Many organizational leaders are promoted to positions where they are expected to devote their energy and time to leading, managing and growing their people.
- In former roles, they often worked in the front lines applying their skills and competence in the production of products or services. Those skills are not necessarily those that are required or effective in building high performing teams.
Integrating the Diversity of Individuals into the Organization’s Culture
- Many organizational leaders are promoted to positions where they are expected to devote their energy and time to leading, managing and growing their people.
- In former roles, they often worked in the front lines applying their skills and competence in the production of products or services. Those skills are not necessarily those that are required or effective in building high performing teams.
Developing Empathy Skills
- Many organizational leaders are promoted to positions where they are expected to devote their energy and time to leading, managing and growing their people.
- In former roles, they often worked in the front lines applying their skills and competence in the production of products or services. Those skills are not necessarily those that are required or effective in building high performing teams.
The Empathy Institute ©
- Many organizational leaders are promoted to positions where they are expected to devote their energy and time to leading, managing and growing their people.
- In former roles, they often worked in the front lines applying their skills and competence in the production of products or services. Those skills are not necessarily those that are required or effective in building high performing teams.
Coaching as a Fundamental Relationship
- Many organizational leaders are promoted to positions where they are expected to devote their energy and time to leading, managing and growing their people.
- In former roles, they often worked in the front lines applying their skills and competence in the production of products or services. Those skills are not necessarily those that are required or effective in building high performing teams.
Succession & Family Business Transition
- Many organizational leaders are promoted to positions where they are expected to devote their energy and time to leading, managing and growing their people.
- In former roles, they often worked in the front lines applying their skills and competence in the production of products or services. Those skills are not necessarily those that are required or effective in building high performing teams.
