Pat Richie

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Principled Leadership, Great Teamwork for Competitive Advantage

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1 Video(s) By This Presenter


4 Programs By This Presenter

From the best-selling book, The Advantage, Pat makes the overwhelming case that organizational health “will surpass all other disciplines in business as the greatest opportunity for improvement and competitive advantage.” While too many leaders are still limiting their search for advantage to conventional and largely exhausted areas like marketing, strategy and technology, Pat claims there is an untapped gold mine sitting right beneath them. Instead of trying to become smarter, he asserts that leaders and organizations need to shift their focus to becoming healthier, allowing them to tap into the more-than-sufficient intelligence and expertise they already have. He defines a healthy organization as one with minimal politics and confusion, high degrees of morale and productivity, and low turnover among good people. Drawing on his experience consulting to some of the world’s leading teams and reaffirming many of the themes cultivated in his other best-sellers, Pat will reveal the four steps to achieving long-term success.

For teams that wish to avoid the natural human tendencies that can plague a team’s effectiveness, our Consulting Partners can design and deliver a program around the dysfunctional model tailored to suit any team’s needs.

As a follow-up to The Five Dysfunctions of a Team, this talk turns attention to the individual team-member, revealing the three indispensable virtues—humility, hunger and people smarts—that make some people better team players than others. Pat explores the power this combination yields, and illustrates how team members with these traits drastically accelerate the process of building high-performing teams. This approach has served as the basis for hiring and evaluation at the Table Group for the past two decades, and now offers an effective method for leaders to identify and cultivate true team players in any organization. Whether you’re a leader striving to bring about a culture of collaboration, a human resources professional looking to recruit real team players, or an employee who simply wants to make yourself a more valuable team-member, this talk will provide insights that can help you change your organization, or your career.

To assist organizations interested in creating a culture where productivity, employee fulfillment, and commitment flourish, our consultants can design and implement a program around the “The Three Signs of a Miserable Job” model.


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“Pat Richie is one of the most effective thinkers in the area of individual and organizational development. He has made a monumental contribution to the leadership of the Indiana Pacers, helped us focus on our values, and our internal teamwork. We are better because of the genuine caring way he works with us.”

— Jim Morris, Former Executive Director of United Nations World Food Programme, Former President Indiana Pacers

“Pat Richie is a gifted thinker and speaker. In my 16-year association with the NFL, I was both challenged and encouraged by Pat.”

— Andy Wasynczuk, Faculty Harvard Business School, Former New England Patriots Chief Operating Officer

“Some people are skeptical going into a session. Yet every time I came out of a session with Pat I was pleasantly surprised. Pat was extremely empathetic to his audience. He managed to pull all of the best out of the people and get them really driving in a constructive way. I think that’s a sign of a fantastic consultant.”

— Al Foglio, Former Managing Director G. I. Partners UK; Chairman of the Board Cambian Group

“As the leadership team has changed over the years we have used the learning we have gotten to assimilate new leaders and quickly work together better. People come and go. This will help you deal with change and prepare your future leaders”.

— Cauldwell-Wingate

“Our biggest challenge was building an executive team from scratch. We had to build trust – we didn’t have any! The biggest impact came from the face-to- face meetings with Pat Richie, using the model from the Five Dysfunctions of a Team. Now, our team is able to make quicker and effective decisions. The entire company has noticed the change.”

— Bravo Builders
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