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About The Organizational Doctor

"Paul has taught me a great deal about leadership, interpersonal skills that have made me more efficient and more open-minded in trouble shooting challenges, while at the same time given me more personal peace of mind. Knowing that I can now solve any problems that will arise is what I value most from my time learning with Paul Gerhardt." More>>
-Baltazar Espinoza, Seattle

We offer an innovative and non-traditional management-consulting service. I use proven methods derived from the social sciences and the latest developmental technologies, research, and resources.

Our goal is to develop your personnel into an effective and productive High Performance Organization. I focus on the individual talents present in your workforce and seek to refocus their unique talents and harmonize each member's productivity within the context of your company’s business goals, values, and strategy. Read more>>

Success oriented in:

Our mission is to help organizations develop high performance systems and teams enriched with trust, respect and support. Align and bring organization to your organization. Support, management, strategic planning, facilitation, consulting and coaching. We work with you to define and attain the results you need.

* IMPORTANT INFORMATION about the ORGANIZATIONAL LEADERSHIP DOCTOR- Paul Gerhardt is an expert practicing Master-Organizational Leadership Therapist/Consultant, Teacher, AND currently, a Business Organizational and Management University Ph.D. researcher and learner.

Paul Gerhardt Specializes in: organizational development, executive coaching, strategic planning, public speaking, assessment, training, team development and consultation. Confidentiality of and with our clients is always protected and 100% assured.

Consider organizational team building and development training if you are facing the following problems:

Loss of productivity or output.

Receiving complaints internally or externally.

Conflicts exist between personnel.

Organization lacking clear goals.

Confusion about individual assignments.

Lack of innovation or risk taking.

Ineffective meetings.

Poor organizational communication.

Lack of trust within the organization .

Employees feel that their work is not recognized.

Decisions are made that people do not understand or agree with.