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The health and effectiveness of any organization is a reflection

of the health and effectiveness of its leaders. So, for an organization

to be at it best, it leaders must be at their individual and collective best.

Over 30+ years, I’ve learned that for an organization to effectively transform

itself, the leadership must undergo transformation themselves.


My role is to guide you through the transformational process of becoming

a Well Defined Leader, focusing on the following characteristics:

  • Self-awareness of your strengths, as well as your blindspots

  • Developing a meaningful personal purpose statement, and defining your individual core principles.

  • Cultivating a "learner" mentality, and a commitment to personal growth

  • Practicing "The Five Traits of Trusted Leadership"

  • Creating a plan to meet goals and objectives

  • Introducing new skills and tools

  • Applying new learning to current challenges

This approach is based on the belief that each person, each leader, is uniquely

made, and for a unique purpose. Unlocking your uniqueness is the key to transformation.

Leadership Anchor

Steve Jobs was quoted saying “Great things in organizations are never done by one person, they’re done by a team of people”. It is true that great organizations will almost always have great teamwork. If you want to transform the effectiveness and performance of your organization, being intentional about creating strong, high-functioning teams is a great way to get there.


My role is to lead your team through the process of becoming this type of team, by focusing on these key elements of team dynamics:

  • Developing trust by appreciating complementary strengths

  • Using conflict and resistance in a healthy way

  • Creating individual and collective commitment

  • Generating a culture of mutual accountability

  • Emphasizing team goals and results

Teams consist of individuals with unique talents and strengths. The key is getting each person to fully contribute theirs, while appreciating and benefiting from those of others.






A "DIY" kit is available for leaders who want to jump start this process on their own. Included are: customized 1 day team workshop materials, online team survey, leader manual, and one hour prep call. Email or call for more details.

Team Anchor

Every organization has a culture. It’s either the one you intentionally build and monitor or the one you’re fighting and constantly running up against. The latter is referred to as Shadow Culture”. If fills the void and is represented by a collection of individual behaviors and attitudes…both good and bad…that develop over time. Shadow culture is difficult to articulate, frustrating to many, and most importantly stands in the way of growth.


My role is to partner with you to Design, Build, and Sustain a thriving culture, based on the

The 6 Markers below:

  • Congruence – everything in alignment with the organization’s purpose

  • Commitment – people are fully invested in the purpose

  • Consistency – the purpose is lived out every day

  • Connection – people have dynamic relationships within the organization

  • Collaboration – people naturally seek to work with each other

  • Creativity – people are empowered to dream new ideas and try new things

A Thriving Culture requires time and commitment from leadership. It can be your ultimate competitive advantage. As Peter Drucker said, “culture eats strategy for breakfast”.




Culture Anchor

Every organization, whether start-up or mature, needs crystal clear mission, vision, and strategic priorities. Your mission should define your organization’s purpose, while the vision describes the expression of that mission in 3-5 years. Leadership provides these for your organization so that everyone understands the difference you intend to make, and what that difference looks like.  Your team needs to know where the organization is going. From there, the creation of strategic priorities establishes the work to be done in order for your vision to become a reality. Once this combined direction is locked-in, and only then, is an organization ready to put the following components in place.

  • Structure - where power, authority and decision making are located

  • Processes - activities that move information up and down and across an organization

  • People - policies to ensure the right people and capabilities are in place

  • Rewards - to motivate and align behaviors with the organization goals


Each organization has a unique direction (mission-vision-strategy) and likewise should have unique structure, processes, people, and rewards to deliver it. Let JASPER Consulting help you determine yours by facilitating this process for you and your leadership team.

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ORG D and D
Business Advising
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Small & Midsize Businesses have all the challenges and opportunities that larger organizations do, while operating with significantly fewer resources. As a leader, the key is to focus your energy on what you do well while tapping into third-party expertise in areas you do not.

My role is to help you succeed in a highly efficient manner by providing just the right level of outsourced services your business needs to thrive:

  • Fractional or temporary Chief Operating Officer

  • Outsourced Training and Development

  • New Business start-up support

  • Succession Planning services

  • Ongoing Organizational Assessments

Based on your organization's specific needs, I'll work with you to provide a customized solution to help bridge your resource gap. Services can be delivered both on-site or virtually.

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