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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

    • Virtually every organization today conducts some form of strategic planning. It is considered one of the key functions of effective leadership. These plans, are, for the most part clear, well-constructed and present a useful pathway to future aspirations.
    • However, the realization of these plans fails to often to achieve the intended outcomes as a result the fatal flaws.
  • Personal Mastery

    • Defined as the capacity to design and live a life based on commitments to your values and goals for the future you say is inspiring, compelling and powerful.
    • Doing so is the opposite of living in your unreconciled past, where you become a powerless victim, blaming everything and everybody and the circumstances for a lonely, meaningless existence.
  • Building Accountability

    • Our experience with organizations of all sizes and disciplines has shown that an ignored or under supported demand for being accountable leads to decline in trust, performance, chaos and ultimately failure.
    • The presence of or absence of the expectation for personal and team accountability are closely tied to the ethical standards of a Board of Directors and/or those of the CEO
  • Integrating the Diversity of Individuals into the Organization’s Culture

    • The individual is the ultimate minority and therefore the greatest source of the capacity for bringing the best possible variety of skill, ideas, potential and creativity to an organization.
    • Humans are fundamentally and genetically social animals, naturally oriented to be part of a group (clan) that looks like us, acts similarly, speaks our language, lives where and like we do and has our same/compatible core values.
  • Developing Empathy Skills

    • These skills are commonly thought of as either innate; that is, you are born with them or you don’t have them and never will.
    • Inaccurate; there is unassailable evidence to prove the opposite.
    • Fortunately, they are indeed in the category of acquirable skills.
  • The Empathy Institute ©

    • PMP has designed, developed and installed the first known comprehensive technology n the delivery of specific EQ/Empathy skills in training people, combining the elements of behavioral styles with emotional intelligence. (Jon L. Greenawalt, Founder and President of PMP, Inc. 2015)
    • Since we at PMP have for years been acquiring and successfully applying these skills, we are now able to offer a unique set of program tools to leaders and their teams.
  • Coaching as a Fundamental Relationship

    • Too many people in organizations are accustomed to being given “advice” and “demands”.
    • The ‘Ought-Tos’ and ‘Don’ts’ are only useful in limited situations.
    • Coaching, on the other hand, becomes a natural part of an organization’s culture in the presence of high mutual trust, respect and collaboration.
  • Succession & Family Business Transition

    • Public companies out of necessity and the expectations of their Board of Directors, are often adept in making sure a plan is in place before the need arises.
    • Family businesses, on the other hand, succession is frequently avoided, forgotten or omitted as part planning.
    • Entrepreneurs/family business owners have difficulty at identifying leaderhip potential at all levels.

Is Your Organiation Ready?