FROM: "We've got a lot going on; let's skip our meeting this week."
TO: "Our 1:1 meeting is one of the most productive meetings of the week."
We help leaders, teams and organizational systems transform, and share the tools for you to lead the transformation of yourself, your team, enterprise and industry.
Like every human, every organizational system contains the wisdom and knowledge about how to adapt, improve and reinvent itself. We will help you develop and sustain an anticipatory mindset to better see what you already know. Then, you’ll be better positioned to tap the resources, courage, and people you already have to move towards the outcome you envision.
Organizations don't transform, people transform. Great organizational cultures don't just happen. They require a strategy of their own, and flawless execution by people who know how to move, change and realign as a way of life.
Transformational change requires courage, shared exploration and commitment to action.
It requires momentum built and sustained from the inside -> out. It starts with a clear strategy and a few deeply committed and clear change agents who approach their everyday work with a transformational mindset. And, it requires leaders who know how to lead human beings toward a clear vision, how to inspire them to work at their highest level of capability.
Our organizational change model leverages the tools, principles and knowledge you already have to co-create possibilities that leverage the investments you have already made.
High performing and aligned teams execute on the principle of doing the right work, at the right time, using the right process. They are cohesive and committed to sharing accountability and success. Clarifying the what, aligning on the how. Teams that focus on their working relationship in the absence of real-time work get temporary, surface results. That post-team building glow soon fades, and teams find themselves worse off than before their team building efforts began.
Teams that align, that fully address the core issues that facilitate, and that derail results- and make agreements about how they will operate as a collective, often cross-functional unit- those teams know how to sustain high performance. They avoid delays in decision-making, unnecessary drama, and triangulated, frustrating communications.
Our two part Radical Team Alignment process is built on the core imperative that high performing, aligned team must clarify the 'what', and align on the 'how'.
When leaders or teams focus on problems, they get more problems. When they focus on solutions, they get more (and better) solutions. Transformational leadership development is an individual and team sport that requires new skills, mindsets and practice in real-time.
Leaders rarely get honest, direct feedback about their performance, and almost never about their style of interacting with others and the impact it has on people's productivity, motivation and engagement. Transformational leaders and teams develop the competencies to explore, adjust and improve their style as leaders to meet the call of people in their organizations.
We collect and provide clear and practicable, solution-focused feedback, and partner with leaders and teams to candidly address what is getting in the way of reaching the highest level of sustained results. Leaders learn how to gather that feedback for themselves, as part of a continuous improvement cycle that drives individual and team high performance, and accelerates results.
Using our intensive Five Step Solution-Focused Model, you and your team will be clear and aligned on exactly where you're headed and how you'll get there. Together.
Custom leadership and team development workshops designed to create transformational leaders and accelerate results. No more classroom programs that check the box, and provide a temporary uptick in behavior or performance. Our custom workshops are experiential, energizing and based on the brain science of how we learn, and how we apply what we learn for the long term.
Our offerings include custom workshops and leadership development designed in collaboration with you, and based on your immediate organizational goals and long term aspirations. Built on the science of how we learn, we use our signature approach of learn -> do -> apply to incorporate active learning strategies and multiple practice opportunities to solidify and sustain outcomes.
We specialize in Leadership Development, Competency Building Workshops and Emerging Leader Development.
Our work is based on a simple principle: Assessment alone rarely moves Board performance.
Receiving an individual assessment is like receiving an exam score, it doesn’t help us improve. In fact, it can set us back. It’s what we do with that score, how we bring it to life in our everyday interactions, generation of solutions, applications in tricky or conflict laden moments that matters.
We are experts in the work of human dynamics, group-level leadership, rising above the challenges (or dysfunction) brought on by individual agendas, and inhabiting the potential for leaders, their Board and other key stakeholders to reset fully into a new way of interacting and working together that accelerates their impact and results.
Our three-step process uses qualitative and quantitative data collection and is designed to survey the current state, assess and develop Directors against recalibrated expectations, and ensure alignment of expectations and contribution.
This process is uniquely developed for public Boards experiencing or preparing for a change in Board composition, executive leadership, or organizational strategy.
Developing your organization’s next cohort of great leaders requires a strategy and process that integrates core values, leadership competencies, and business strategy.
The Action Learning Process is an intensive leadership development experience that brings together leaders from across the organization to work on revenue generating or cost saving projects over the course of 90-120 days. Woven throughout the process is a focus on Reconstructive Equity, Differences and Inclusion so that team members integrate the work of people culture and inclusion with business priorities, an integration that is essential to the success of both.
Participants learn in action, applying theory to real life situations, while working in small groups to solve real organizational issues. Throughout the Action Learning Process, participants gain skills to more effectively:
The Action Learning Process is a powerful intervention that leverages the time and resource investment in developing great leaders, while tackling old problems with new solutions.
Of course we bring tools, we're process consultants. We love tools. But we're smartest about helping you use what you already know, the resources and tools you already have, in new ways that address the current need of your organization.
Our work is:
Corey brings more than 30 years of experience partnering with executives and teams around the globe to drive dramatic sustainable organizational transformation. She has worked with leaders at all levels of some of the largest brands, and offers a level of experience, acumen, partnership and courage that inspires leaders and teams toward the hard work of taking it to the next level. Corey is a world class facilitator who can turn even the most challenging teams toward shared accountability and new levels of productivity.
A central part of Corey’s practice is executive coaching, becoming a trusted advisor to leaders at every level as they navigate the complexity of rapidly changing environments. She helps people move from being managers of process to outstanding, inspirational leaders of people who know how to transform organizational systems. In this capacity, she works with leaders across industries in some of the most dynamic organizations, from entrepreneurs leading small boutique firms to Fortune 100 C-suite executives.
Corey is a dynamic and sought-after speaker and appears frequently at professional conferences and seminars including the Organization Development Network (ODNetwork), The Conference Board, The Brookings Institution Center for Executive Education and the American Society for Training and Development (ASTD). In addition, Corey has been interviewed and Quoted by National Public Radio (NPR), Good Morning America and The New York Times.
Corey has published numerous articles on topics ranging from the impact of downsizing on work culture to sustaining momentum in organizational change process, to measuring the success of leveraging diversity and building inclusion efforts. Her work on career-life-family integration has been inspired by her role as a proud mother and stepmother to seven children, and as a new grandmother. Corey received her Bachelor's degree from Vassar College in New York, her Master's degree in education from Fitchburg State College in Massachusetts and holds a PhD in Psychology.
Julie Bush, Consultant and Co-Owner at Corey Jamison Consulting, is a sought after coach of leaders and their
teams across levels of experience, and over a wide range of industries. Specializing in the opportunities and challenges facing emerging leaders, Julie helps people navigate the world of work, plan a career path, and integrate the aspects of a robust and rewarding personal and work life. As a strong process and continuous improvement coach, Julie aids in the development and implementation of process/system improvements, providing rigor and alignment between organizational process and outcomes.
Julie is an Associate Certified Solution-Focused Coach who uses client strengths, skills, knowledge and experience to construct a solution to problems or situational challenges. Her focus is always on future possibilities, rather than on the analysis of what might have gone wrong in the past.
She has worked with leaders and teams in organizations that range in size from Fortune 100 to start-ups. Her experiences across industries provides a unique opportunity to integrate learnings across client systems to accelerate results in meaningful, measurable ways.
Prior to her current role, Julie was the Director of Operations at Troy Web Consulting. Julie also served as Director of Marketing and Visibility at The Kaleel Jamison Consulting Group, as well as Associate Director of HR and People Strategy. Julie holds a Master’s Degree in Organizational Communication from the University at Albany.
Senior Consultant Affiliate, Valerie, is approaching three decades of organizational experience. Valerie’s extensive career experience includes serving
as an assistant vice president at The Chase Manhattan Bank, where she managed corporate diversity initiatives, work-life events, and change management programs. She also specialized in competency development programs for staff and managers as a training consultant for the State of Michigan. She has been an internal and external consultant, held line and staff positions within Fortune 100 companies, worked with not- for-profit organizations, and has experience with public- sector agencies.
Valerie is a frequent speaker at national conferences and has published articles on diversity and culture change. During her consulting career, she was named one of the American Society for Training & Development’s New Guard, an honor bestowed on a select group of professionals who exhibit passion for making a difference and achievements that take the field of training and development in new directions.
Valerie earned a bachelor’s degree in economics from Spelman College and her MBA from the University of Iowa. She is a member of the National Black MBA Association and Organization Development Network.
As a Senior Consultant Affiliate, Charles leads strategy development teams and works with senior executives and their teams. With a seasoned combination of challenging directness and empathy, he brings creativity and insight to strategy, execution support and human development.
Charles has advised senior leaders and teams in the aerospace, pharmaceutical, telecommunications, chemicals, media, and packaged foods industries on developing and operationalizing strategy — while simultaneously growing individual and group effectiveness. This approach has led to greater agility and alignment, enabling organizations to remain responsive to market shifts and disruption.
Charles earned a bachelor’s degree in economics from the University of Rochester. He has served as a coach-in- residence for the Simon Graduate School of Management and visiting lecturer at Cornell University College of Human Ecology and Syracuse University. Charles has authored and co- authored numerous articles and papers on breakthrough project management, innovation, and the concept of organizations as communities.
Mickey Bradley, Senior Consultant Affiliate, specializes in strategic culture change, team dynamics, and skill building. He has conducted many training sessions on topics including Diversity & Inclusion, Communication, Conflict Resolution, Engagement, Building Trust, and more. He diagnoses organizational needs and designs solutions to create a performance-driven culture that leverages everyone’s full knowledge, experience, and talent.
Mickey is also a certified executive coach who works directly with leaders and teams in Fortune 100 companies to help clients gain focus and clarity, overcome obstacles, increase confidence, and accelerate results. Starting from the premise that the client is already strong and successful, he works to build on current strengths and lead people to insights and solutions that work for them. He has coached hundreds of people in dozens of companies for greater career success and organizational impact.
Residing in Albany, NY, Mickey is past chair of the city’s Citizen Police Review Board and currently serves on the Board of Directors for the National Association for Civilian Oversight of Law Enforcement (NACOLE). He has authored two nationally best-selling baseball books and is an avid traveller who has visited every continent.
Mickey holds a B.S. in math from Union College and an M.A. degree in English from the State University of New York at Albany.
COMING SOON!
"Corey Jamison and her team helped us launch a newly formed leadership team in a time of intensive change and growth. They brought outstanding tools and models, but more importantly they brought an unflappable commitment to us delivering at our highest capability as a team, and as individual members. Corey Jamison works with intention and grit. If you’re leading a transformation, you won’t find a better partner to guide you through it."
— Craig Kennedy, Senior Vice President, Global Supply Chain Management Merck & Co.
"Corey Jamison and her team have worked with our digital product, revenue and marketing leaders and teams to make us more productive, more able to get the best out of one another, and more impactful in our work. Her unique background in both corporate leadership and psychology made her uniquely able to cut through blockers and make leaders and teams more effective quickly. She is whip smart and incredibly strategic, and in a very short time won the trust of not just me and my team but our broader executive team."
— Meredith Kopit Levien, President & CEO, The New York Times
"I have had the pleasure of working with Corey Jamison over the past 7 years as a personal and team coach. She has a wonderful, creative style that brings out the best in people and raises the bar for high performing teams. Working with Corey, courage has a new meaning to me. She has taught me to lead through positivity, learning and growing from adversity."
— Maria Nieradka, Senior Vice President, Corporate Development Biogen Inc.
"CAP COM Federal Credit Union has worked with Corey Jamison and Corey Jamison Consulting for several years on many aspects of our training and development needs. Our management team benefited greatly from the solution-focused Leadership Development Series. Corey and her team provide the foundation for ultimate success through her style, passion for people and knowledge about how to help people and businesses succeed."
— Paula Stopera, CEO, CAP COM Federal Credit Union
FEATURED POSTS
Emerging Leaders have come into their leadership roles at a time where “coaching” is emphasized but often misunderstood or miscategorized as leading.
FROM: "We've got a lot going on; let's skip our meeting this week."
TO: "Our 1:1 meeting is one of the most productive meetings of the week."
Have you and a key partner gotten off to a bad start? Do you have a long standing partnership that has gone off the rails?
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Emerging Leaders have come into their leadership roles at a time where “coaching” is emphasized but often misunderstood or miscategorized as leading.