Professional summary

John Baldoni is an internationally recognized leadership consultant, coach, and author of 14 books that have been translated into 10 languages.

John has taught what it means to inspire at the top of a mountain in the Canadian Rockies. At sea level in Orlando, Florida, John spoke to nearly one thousand USAF/JAG commissioned and non-commissioned officers on leadership and communication. And his book, Lead Your Boss, was hailed by Harvard Business Review as a "guide that provides useful advice… [and] is encouraging and inspirational."

In 2018 named John a Top 100 speaker. Also in 2018, Trust Across America honored John with its Lifetime Achievement Award for Trust, and Global Gurus named him a Top 30 global leadership expert, a list

Engagement overview

John employs a three-step methodology including assessment,  action planning and evaluation. John also conducts interviews with client colleagues. Coaching  involves a combination of 1:1 meetings and phone conversation.


• Ascension Health
• Delphi
• Ford Motor Company
• Henry Ford Health System
• Pfizer
• University of Michigan
• U.S. Department of Defense, and more..

Case Studies

The company had done well but was ill-prepared for its next phase of growth. .. Read more


CFO was named to succeed the CEO but lacked the ability to engage effectively with colleagues. .. Read more


COO was identified as the next CEO but lacked the ability to disengage from work beneath his level of management. .. Read more


Great leaders are often forged during a crisis. They engage directly, but maintain a sense of perspective.

1. First understand what’s going on: Impose order on a chaotic situation by fact-finding and delegating responsibilities.

2. Be quick, but don't hurry: Move with deliberate speed. Acting “jumpy” makes people lose faith in leadership.

3. Set expectations: Communicate the size an... Read more

In the constantly connected world we live in, setting professional boundaries has never been more challenging.

While it may seem as though tending to emails, phone calls, and text messages while on personal time will increase efficiency, it often has the opposite effect. Setting professional boundaries is not only essential for work/life balance, but also for improving the quality of time and a... Read more

"For every complex problem," wrote essayist H. L. Mencken, "there is an answer that is clear, simple, and wrong."

Too often, managers look for clarity where there is none, and as a result, striving for simplicity merely leads them into a blind alley. Business world is complex and ambiguous. Managers need a healthy tolerance of both.

When a manager gives directions, he or she must make them ... Read more


Steve Job's Apple was a great example of a purposeful organization. The leader was focused on one thing — producing well-designed products, for productivity and entertainment. He made sure everyone in Apple was focused on this mission.

Jobs did it through effectively communicating the vision, tying customer benefits to employee contributions, and linking work to results. It takes a candid and... Read more

The first rule of delegation is to delegate for results. That is, you ask people to do something specific to achieve the results the team and the organization needs.
You communicate to others that you are delegating authority and responsibility to this individual.
You make the individual accountable for results and you hold yourself accountable for ensuring the individual has the time, resources a... Read more

Great topic and one I write and lecture on frequently. You are correct that employees are looking for inspiration.

1. Successful organizations that inspire create conditions for people to excel. They provide tools and resources as well as lots of support in the form of coaching and professional development.

2. Such inspiration comes from doing the work which must have three factors: difference, ... Read more

Employee engagement is critical to organizational success.

For all that's written and consulted on the topic, it really comes down to two things: one, do your people want to come to work?; two, do they feel they are making a contribution when they are at work?

Leaders encourage engagement by doing the following:
Instilling purpose -- what we do and why we do it?
Communicating purpose through vis... Read more


Great question and challenge. First, let's be honest. Millennials are not more cocky than previous generations; they are not afraid to express it. You teach humility by practicing it. Look to your own behavior. Do you engage in conversations in which you do not know the answers? Do you allow others to express their points of view? Do you accept ideas and suggestions different from your own?

Unde... Read more


When it comes to assessing culture there is ONE instrument that stands above all others... The Denison Culture Survey. It's available in multiple languages, too. Simple and easy to administer ... as well as debrief... Read more


Good question. The challenge is to speak TO your audience not AT them. That means, you frame your message in language and within the context the audience wants to hear. You speak with respect to the audience and you ask them them for their involvement in the initiative you are seeking them to support. For more check out my brand-new book on this topic "Speaking with Presence." Available everywhere... Read more


John Baldoni is one of the organizational thinkers that I respect the most. His ideas are practical - and he can help make sure that you have an impact in your organization.

Marshall Goldsmith, Bestselling Author & Speaker