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Meet Our Team.

OUR MISSION IS TO CHANGE ORGANIZATIONS THINKING SO THAT ORGANIZATIONS CAN CHANGE THE WAY THEY WORK.

No one will understand leadership challenges better than us. We take a very systemic view and approach to leadership. Leadership does not exist in a vacuum – it sits within a strategy, a team, an organizational history, a political landscape, a media backdrop, an external cultural environment, and more. 

Policing is a dangerous context that requires organizations to have a strong and articulated culture. In essence, culture defines the identity organization members need for the context and also serves to unite and synchronize members’ efforts around core values, mission, vision, and purpose. In such a dangerous context, leaders will constantly be scrutinized. Therefore, cultivate a character ethic to withstand the scrutiny: and be more effective with most of your people most of the time. The first critical element for leaders’ development to accomplish this is the resilience of vulnerable self-reflection, and the second equally critical element is solid, safe relationships. Thick, heavy relationships. People who can handle your stuff. In a dangerous context, vulnerable self-reflection will come during a leadership challenge and feel like fire. In that case, relationships are like an anvil that can hold us in our most vulnerable, malleable, and oozy moments in life and leadership and keep us and those around us psychologically safe.

The organization’s core values define the characteristics members need to possess to clear the pathway for all to feel secure in their homes, work, and community. We MUST cultivate integrity of character based on authenticity to withstand opposition attacks. Remember: If your opponent has the law, he argues the law. If he has facts, he argues facts or emotional appeal; he argues that. He attacks your character if he hasn’t the law, facts, or emotional appeal. Both your private and public life are targets for character assassination. If we are overly sensitive when criticized and rush to defend ourselves, that must go. If we make excuses for failure and try to blame others or circumstances, that must go. If we are intolerant or inflexible so that creative people around us feel hemmed in, that must go.

If we can become self-aware, have group awareness, and lead beyond awareness, we can create a healthy culture for ALL people to thrive.

Our core values here at LION Organizational Development Institute are Loyalty – Integrity – Optimism – Nobility.

Michael Alexander

Michael Alexander

Managing Principal

Larry Hesser

Larry Hesser

Leadership Advisor & Police Expert

Evan Barbee

Evan Barbee Turner

Strategic Advisor & Coach

Dr. Virgil A. Wood

Dr. Virgil A. Wood

Strategic Advisor

Dr. Jeannie G. Kim

Dr. Jeannie G. Kim

Strategic Advisor

Dr. Harold Wright

Dr. Harold Wright

Strategic Advisor

Megan Miller

Megan Miller

Strategic Advisor

Carl Satterlee

Carl Satterlee

Strategic Advisor

V. Nicholas Hernandez

V. Nicholas Hernandez

Project Manager

Tracy Cooper

Tracy R. Cooper

Strategic Advisor & Coach

George M. Williams

George M. Williams

Spiritual Advisor

Dr. Todd A. Radford

Dr. Todd A. Radford

Strategic Advisor

James Reeves

James Reeves

Strategic Advisor

Lee E. Lewis Jr.

Lee E. Lewis, Jr.

Strategic Advisor

Orlando Smith

Orlando Smith

Strategic Advisor

Michael Ross

Michael Ross

Strategic Advisor

Dr. Deborah Egerton

Dr. Deborah Egerton

Strategic Communications Advisor & I.D.E.A. Expert

Laura Nechanicky-Booth

Laura Nechanicky-Booth

Strategic Advisor & Coach

Bill Hardy

William "Bill" Hardy, Jr.

Mental Health & Spiritual Advisor

Erlina Edwards

Erlina Edwards

Strategic Advisor

Matthew Wright

Matthew Wright

Strategic Advisor

LaPonda J. Fitchpatrick

LaPonda J. Fitchpatrick

Strategic Advisor

Greg Brinkley

Greg Brinkley

Strategic Advisor

Brenda Miller

Brenda Miller-Fergerson

Strategic Advisor

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