Professional summary

Dr. John Reed is known globally as one of the most skilled, experienced and professionally qualified executive coaches. Experts also recognize him as the leading advocate for improving the educational and training requirements for executive coaches to professionalize the industry.

He founded and has been a Managing Principal since 2005 at Quinn Reed Associates, a management consulting firm. A senior executive and a certified executive coach, he has 30 years of corporate leadership, executive coaching, executive assessment, organizational change and alignment, talent strategy consulting and team coaching experience globally in the biotechnology, chemical, construction, education, energy, entertainment, environmental services, federal government,

Engagement overview

Duration and cost of an engagement depends on the scope of work, identified during the initial consultation.


A partial list of organizations John has supported:

• Aker Solutions
• AstraZeneca
• Benteler
• BP
• Burleson
• Calpine
• Cameron
• CDI Energy Products
• Central Intelligence Agency
• Clock Spring Company
• Comfort Systems
• ConocoPhillips
• Diageo
• Dover Industries
• East West Bank
• Entrust Energy
• ExxonMobil
• Hines
• ION Geophysical
• IvyExec
• KIPP Charter Schools
• Lloyd's Register
• Memorial Hermann Health System
• Methodist Retirement Communities Foundation
• MILE Saudi Arabia
• New Process Steel
• NGP Capital Energy Management
• Occidental Petroleum
• Oil States
• PetroChina
• Raytheon
• Recall
• Royal Dutch Shell
• Schlumberger
• Seyfarth Shaw
• Sunbelt Steel
• Texas Children's Hospital
• The Brock Group
• The CapStreet Group
• The March of Dimes
• The United Methodist Church
• The University of Houston
• The University of St. Thomas
• The University of Texas at Austin
• The University of Texas Health Science Center - Houston
• Thomson Reuters
• Tulcan


We prefer the CPI 260 as a personality assessment 1) with high validity and reliability statistics, 2) designed specifically for the workplace (vs. personal) setting, 3) designed for evaluating the normal (vs. abnormal) range of personalities. The other instruments in the battery we typically use for 1) selection or promotion evaluations and 2) at the beginning of executive coaching engagements in... Read more

One approach would be to talk with him or her about how you are similar and different in terms of values, priorities, preferences, etc. You might discuss generational differences as a starting point while recognizing that norms or stereotypes for each generation (e.g. baby boomers) are just that......and don't account for individual characteristics. The key would be to seek to build trust by help... Read more

In basic terms, be sure the performance evaluation 1) aligns what you are accountable for and measured by with what the organization is accountable for and measured by - in a 'Balanced Scorecard' sense, 2) specifically lays out goals for you that are measurable and trackable, 3) specifically details the rewards and penalties associated with meeting, exceeding or falling short of your goals, 4) inc... Read more

Many of the preceding responses have excellent value - to add one more suggestion and question - what did you do to qualify and vet the coaches you used? What specifically made the "leading executive coaching firm" you refer to "leading"? The most pervasive problem in executive coaching is the huge variation in service quality and this in turn can be traced to the absence over at least the past 3 ... Read more