“With [Mike’s] guidance and facilitation we have successfully changed the way the company is managed and led. Mike has the unique ability to quickly assess and appreciate the internal culture of the organization, while weighing the complexity of the external environment we operate in to help the organization become more effective for the long term.”
Joan Mirantz, President of Parent Information Center
“A few weeks ago you presented at our company. Your presentation centered on having difficult conversations etc. Having to give a difficult review that afternoon, I stayed after a bit to get some advice. In the review, I addressed many of the points we talked about. I also listened a lot. While the review lasted much longer than I anticipated, some deep rooted issues were brought to the surface. The review went very well and since then I can see he is really trying to do a better job. Thank you for the time and your coaching. It made a difference.”
Matt S., Manager

Executive Coaching

Executive Coaching is a process designed specifically for leaders to develop and strengthen their skills. Michael Scarpone works with individuals representing a variety of employment sectors to ensure leaders are meeting the needs of the organization. He takes individuals to their next level of excellence.

A recent global survey by PricewaterhouseCoopers and the Association Resource Centre found the mean Return on Investment in coaching was 7 times the initial investment, and over a quarter of coaching clients reported a stunning ROI of 10 to 49 times the cost.

Development Series

Michael Scarpone offers three distinct custom training platforms for individuals and organizations. Each are custom designed according to the needs of the organization. We believe each organization’s needs are different and therefore a standardized training platform is not as effective as a custom designed approach.

  • Line Leader Supervisor: Moving into the role of line leader after serving as an individual contributor can be a difficult transition. Even seasoned line leaders face challenges supervising their team. This series is strategically designed to explore and strengthen areas such as: communication, building an effective team, the supervisor’s role, time management and building accountability.
  • Manager Series: This series is designed for mid-level managers and centers on developing and strengthening leadership skills. Areas explored include the three dimensions of effective leadership, communication styles, building effective teams, holding yourself and others accountable.
  • Senior Leader series: Using the concepts of emotional intelligence as a foundation, this series centers on transformational leadership through understanding and changing of leadership traits, articulation and execution of an organizational vision.

Strategic Planning

Strategic planning is clarifying the overall purpose and desired results of an organization, and determining how those results will be achieved. The process centers on the articulation of a mission, vision and the establishment of goals. From there, objectives and activities are implemented to drive the organization towards its vision.

Organizational Design

Branching off of strategic planning, Michael Scarpone works with leadership teams to analyze and restructure systems that impede efficiency. The concepts of LEAN and organizational systems analysis are the foundation for this work. As The Management Guru, Edward Deming said “If you don’t understand how to run an efficient operation, new machinery will just give you new problems of operation and maintenance. The sure way to increase productivity is to better administrate man and machine.”

Keynote Speaking Engagements

Michael Scarpone is a sought after speaker with years of experience. Having presented to both nonprofit and for-profit organizations alike, Michael brings both understanding and inspiration to his audience.

His offerings include, but are not limited to:

  • Building Organizational Accountability
  • The Three Components of Truly Effective Leadership
  • Planting Seeds in Concrete – How to Navigate Change in Organizations
  • Why Do My Reports Act Like Children?

Core Training Expertise:

  • Time Management & Productivity Training ~ Creates systems for better management of time resulting in improved performance
  • Presentation Skills & Meeting Management ~ Yields stronger conveying of messages through effective presentation skills and improved meeting functionality
  • Succession Planning ~ Identifies next level successors within an organization resulting in proper strategic planning of growth
  • Stress Management ~ Provides a more productive work environment with a clearer view and ability to manage situations differently
  • Internal & External Communications ~ A practice resulting in stronger and clearer messaging, saving time and resources
  • Boosting Sales Performance ~ Increases revenues and opens opportunity to further growth of the organization
  • Change Management ~ Creates an ability to manage the evolution of a business more effectively
  • Team Building ~ Results in an increase in productivity with focused groups of employees
  • Problem Solving Workshops ~ Discovers and identifies root causes of problems within the systems quickly
  • Accountability ~ People within an organization are more apt to take ownership for what they say they are going to do


Only about 10% of a person’s behavior can be described by what others observe through day-to-day interactions. This is where assessments are extremely helpful. Assessments are based on sound scientific and psychological principles, and give individuals in-depth, objective, comprehensive and reliable information about behavior.

This includes:

  • How they think
  • Natural tendencies, behaviors and preferences
  • How they interact with peers and managers
  • Attitudes toward important performance-related issues

This information enables an organization to select the best people for a job, improve communication between employees and managers, improve team performance and organizational climate, and build consistent culture and values.

An integral part of Michael Scarpone’s work, assessments are offered as a part of our corporate programs such as career transition, leadership development and coaching.  They can also be implemented outside of a program involving interpretive sessions either in person or via phone.  In addition, there are additional psychometric and other assessment tools available depending on individual program needs.  Contact us to learn more about what these assessment tools can do for your business.

Myers-Briggs Type Indicator (MBTI) II

Available from Consulting Psychologists Press (CPP), MBTI II reveals detailed personality preferences which can lead to greater self awareness, improved choices, more effective interactions and communications with others, and career exploration/fit. MBTI is among the most validated assessment instruments available, with over 1 million administered each year. It is often utilized in combination with other instruments for maximum impact.

Emotional Intelligence

Research has shown that “EQ” (as it is often called) is a better predictor of success than “IQ”. Emotional Intelligence is the ability to recognize and manage emotions (yours and others). The emotionally intelligent person exhibits such competencies as accurate self-assessment, self-control, empathy, and influence. The ability to accurately assess and develop these competencies will set organizations apart.

The EQ assessment measures the interaction between a person and the environment he or she operates in. Assessing and evaluating an individual’s emotional intelligence helps establish the need for targeted development programs and measures. This, in turn, leads to dramatic increases in the person’s performance, interaction with others, and leadership potential. The development potentials the EQ-i 2.0 identifies, along with the targeted strategies it provides, makes it a highly effective employee development tool. In addition to individual assessment, the EQ-I 2.0 is available to assess team performance as well.

Golden Personality Profiler

Available fro Consulting Psychologists Press (CPP), MBTI II reveals detailed personality preferences which can lead to greater self awareness, improved choices, more effective interactions and communications with others, and career exploration/fit. MBTI is among the most validated assessment instruments available, with over 1 million administered each year. It is often utilized in combination with other instruments for maximum impact.

Strong and Campbell Career Inventories

These questionnaires, based on Holland’s RIASEC theory, help determine self perceptions regarding career interests and corresponding skill levels. Often administered in conjunction with a personality instrument, the inventories may help guide individual career exploration in 1 or more of 6-7 areas covered: artistic, social, enterprising, investigative, realistic, conventional, or adventuring.

360°/Multi-rater Assessments

Customized 360° assessments are available to measure particular leadership or management traits as they relate to organizational core competencies. This tool is customizable to consider factors important to the organization and its culture, but has the versatility of also choosing from a number of competencies validated in large field studies. This tool’s ability to include the ratings of peers, subordinates, and managers makes it among the most powerful in terms of presenting insights for individual development.


The Fundamental Interpersonal Relations Orientation or FIRO-B is often utilized, in conjunction with other self-assessments, to improve understanding of group dynamics from the perspective of each individual’s expressed and underlying needs from the group as related to the 3 areas of: affection / openness, control, and inclusion. The instrument assists with self-awareness concerning how much socializing, leadership, or personal relations each person wants in their interactions.

Watson-Glaser II

This 80 question self-assessment utilizes 5 test exercises to measure critical thinking ability. Its robust validity and historical reliability power its continued use in measuring individuals across 5 categories: drawing inferences, recognizing assumptions, evaluating arguments, using deductive reasoning, and making logical interpretations.