Doug Gray, PhD PCC, is an expert Family Wealth Advisor, leadership consultant, champion for Next Gen leaders, and teacher.
Yes, this headshot was AI-generated because his family said he needed to show his grey hair…
Consulting Experience
Doug helps business leaders accelerate their succession planning and legacy goals, with less conflict or confusion.
He says, “We are all concerned about our wealth. We are all in transition. We all struggle with decision making. We all seek advice.”
Doug focuses on the “People Side” of family wealth because his clients deserve both the art of expertise and the science of data. He typically collaborates with multidisciplinary teams of advisors who add financial, legal, and insurance expertise.
In 2024 he developed an AI-assisted performance feedback communication coaching solution at www.JITCoach.com that enables leaders to practice communication skills and reduce conflict or anxiety.
What about you and your loved ones? What do you need next?
Doug knows that leaders need to practice leadership, just as physicians practice medicine and attorneys practice law. Leaders need artful consulting. We need to Practice Leadership. So, where do you start?
He and his teams have a track record of 100% client satisfaction and guaranteed results since 1997 with thousands of clients in multiple business sectors (e.g., manufacturing, finance, retail, technology, pharmaceuticals, healthcare, insurance, investments).
Many are family-owned business leaders, owners and managers.
Doug provides expertise to business leaders during their transitions. Specifically, he assesses individual and team strengths and gaps and recommend behaviors that enable leaders to avoid pain, and to flourish. See his 360 assessment at www.AssessNextGen.com
Why focus on family wealth advising? Doug says, “My parents and family have been critical to all of my success, and to my nuclear family, and families are the lifeblood of positive social change. In every corner of the world. And in every business sector. What could be a more critical focus?”
His recent leadership consulting work has led to: 1) the 360-assessment consulting process described at www.AssessNextGen.com for license and leaders, 2) the customized content and digital solutions described at Family-Wealth-Network.com, 3) his recent books “Legacy Locked” (2025) and “The Success Playbook for Next Gen Family Business Leaders” (2024) (see the list below), and 4) a hybrid coaching solution at www.JITCoach.com that uses both customized AI and expert performance coaches to help leaders develop essential communication skills.
Doug would love the opportunity to learn more about you, your family, your business, your vision, and your challenges. Please schedule a mutually convenient time using this link: https://calendly.com/doug-gray/intro-call
He would say, “Here’s to you, At Your Best.” I help business leaders accelerate their succession planning and legacy goals, with less conflict or confusion. We are all concerned about our wealth. We are all in transition. We all struggle with decision making. We all seek advice. I focus on the “People Side” of family wealth because my clients deserve both the art of expertise and the science of data. I typically collaborate with multidisciplinary teams of advisors who add financial, legal, and insurance expertise. Recently, we have developed an AI-assisted performance feedback communication coaching solution at JITCoach.com that enables leaders to practice communication skills and reduce conflict or anxiety. What about you and your loved ones? What do you need next? We know that leaders need to practice leadership, just as physicians practice medicine and attorneys practice law. Leaders need artful consulting. So, where do you start? We have a track record of 100% client satisfaction and guaranteed results since 1997 with thousands of clients in multiple business sectors (e.g., manufacturing, finance, retail, technology, pharmaceuticals, healthcare, insurance, investments). Many are family-owned business leaders, owners and managers. We provide expertise to business leaders during their transitions. Specifically, we assess individual and team strengths and gaps and recommend behaviors that enable leaders to avoid pain, and to flourish. Why? My parents and family have been critical to all of my success, and to my nuclear family, and families are the lifeblood of positive social change. In every corner of the world. And in every business sector. My recent leadership consulting work has led to: 1) the 360-assessment consulting process described at AssessNextGen.com, 2) the customized content and digital solutions described at Family-Wealth-Network.com, 3) my recent books “Legacy Locked” (2025) and “The Success Playbook for Next Gen Family Business Leaders” (2024), and 4) a hybrid coaching solution at JITCoach.com that uses both customized AI and expert performance coaches to help leaders develop essential communication skills. I would love the opportunity to learn more about you, your family, your business, your vision, and your challenges. Please schedule a mutually convenient time using this link: https://calendly.com/doug-gray/intro-call Here’s to you “At Your Best,” Doug Gray
Top skillsTop skills
360 Assessments • Strategic Consulting • Conflict Management • Family wealth • Leadership Development360 Assessments • Strategic Consulting • Conflict Managment • Family wealth • Leadership Development
Business Consulting • Management Consulting • Change Management • Executive Coaching • Leadership Development • Training • Team Building
A representative list of leadership coaching engagements include:
CFO and 20 leaders in finance and accounting, Fortune 500 energy construction company, who needed to embrace a redesign without losing productivity
team of EVPs tasked with redesigning the IT needs of their F100 healthcare company
MD struggling with burnout who needed confidential consulting (e.g. anonymity from his employer and insurer)
CEO in a technology company recently promoted to replace the founder
President and 18 members of executive leadership team, Fortune 500 energy construction company, who needed to demonstrate alignment within 6 months
SVP and site managers at a nuclear power construction site who needed to increase alignment with business partners and avoid negative media
SVP in functional but de-centralized group who needed to assimilate 20 leaders, using action learning methodology in direct meetings, coaching, and SharePoint to drive accountability
Small business owner of a franchise who needed to fire an employee after 11 years of good service
SVP, global bank, who needed to reorganize a division
VP, global bank, seeking career opportunities
newly hired VP who needed to develop radical transformation of a functional group that required external coaching and team building leadership training using a customized app
Newly promoted director who lacked interpersonal skills to manage 33 people
Founder of an IT company who was not able to develop new business
Business/Organizational Leadership Experience
Doug has been a successful business owner since 1997; he knows the challenges and “what works.” He co-developed the Leadership Development Institute at the University of Maryland, College Park and taught there for 7 years, and he is a former adjunct faculty member at several colleges including NC State University. He directed a non-profit agency in Washington, D.C. for 9 years and grew it 900% while managing 120 people. As a former world-class athlete, Doug knows that the rigor of change requires regular support from experienced consultants, plus a dash of humor.
Education and Training
Doug’s graduate research at Dartmouth College included development of an assessment to determine risk tolerance and risk aversion. That theme of mitigating risk in business and leadership has prevailed in his continued learning from clients and colleagues in the safety, consulting, executive assessment, and leadership development industries. He is certified in the Hogan suite, DISC, Positive Psychology, several 360’s, several EI assessments, and 5 coaching certification programs. Since 2000, Doug has been a Professional Certified Coach (PCC) with the International Coaching Federation.
A perpetual learner, in his 50’s he earned a PhD in Organizational Leadership from the Chicago School of Professional Psychology. His research interests include the effect of positive psychology on business leaders, managers, and executive coaches. His dissertation title is “Positive Psychology Coaching Protocols: Creating Competitive Advantage for Leader Development (2018).
Publications and Appearances
Doug loves to share his expertise as a speaker, facilitator and a writer. As a keynote speaker, he has addressed annual meetings, executive retreats, and nonprofit leaders. As a facilitator, he has partnered with clients to design experientially memorable leadership training solutions that range from boot camps to strategic off-sites to contests using customized mobile apps. As an author, he has frequently been published in journals ranging from Family Firm Institutes’ Practitioner, Family Business.org, to the American Society of Safety Engineer’s Professional Safety to Financial Advisor to dozens of webinars and hundreds of guest blogs. There are 200+ videos of his content on YouTube at https://www.youtube.com/@NextGenerationLeaders
He is a published author of articles on leadership development, AI, family business leadership, succession planning, physician burnout, healthcare, analytics, safety and productivity. Doug has published multiple books:
Legacy Locked (2025). See www.Legacy-Locked.com
The Success Playbook for Next Gen Family Business Leaders (2024)
Objectives and Key Results (OKR) Leadership; How to Apply Silicon Valley’s Secret Sauce to your Career, Team or Organization (2019). See www.OKRLeadership.com
Passionate Action; 5 Steps to Creating Extraordinary Success in Life and Work (2007)
Adventure Coaching; A Guidebook for Action-Based Success in Life and Work (2006)
Doug will not waste any of your time or resources. He expects you to achieve great results. And he always guarantees exceptional value.
Call him now at 704.995.6647 or contact us here or at https://calendly.com/doug-gray/intro-call
For biographies on other Action Learning Associates, Inc leadership consultants and executive coaches, contact us here or review the list of our partners here. We also provide scaled solutions for any-sized organization, anywhere in the world.
My definition: Safety Leadership Coaching is an emerging field of professional development for yourself and others.
TIP: Scan the words in bold. Then apply them to your world. Then call me to discuss.
The phrase “emerging field” recognizes the fact that the safety business is new, since OSHA gained influence in 1970. Prior to that time, workers were measured by hands, feet or hours of productivity. The early “safety professionals” were compliance-driven people tasked with issuing fines, citations, tickets, and quotas. At some companies, “Safety Infraction Report” mandate was required by 4:00 each afternoon; and if you received 3 SIRs then it was time to find another job. Many safety employees were former police or military. The “Safety Cop” compliance requirements remain a powerful legacy today.
In the 1990s the safety industry, like most industries, was affected by global trends including humanism and diversity. Individual choice was recognized more than ever. Leadership and organizational development programs emerged as professional schools of research. In the workforce, safety leaders supported individual choice, good judgement, and reinforced desired behaviors. “Safety coaching” emerged as the dominant methodology to observe and recommend desired behaviors. The Certified Safety Professional Program, endorsed by BCSP, gained impact as a minimal standard for hiring and program implementation. Safety leadership coaching emerged as a field of professional development.
The phrase “professional development for yourself” recognizes the fact that all change starts at an individual level. As a species, humans change in response to external influences that promote our survival. If we need to learn a new skill, or relocate to the next job site, we do so. In the U.S. most people now have 5 careers on average. However, too many safety leaders only have one career. Too many people resist change. Safety leaders can embrace coaching and training; or they can ignore it. They can embrace career changes; or they can ignore them. Too many safety leaders ignore career development opportunities. Safety leadership coaching encourages people to explore choices and develop their strengths.
The phrase “professional development for others” reinforces the job description that safety leaders typically “observe and recommend” desired behaviors. They typically have broad access to all aspects of a job site or company. Consequently they have vast potential impact on all aspects such as quality, operations, sales, business development, etc. However, safety leaders do not embrace their potential impact. Too often they “stick to their own business” and “keep their heads down.” That limits their impact as leaders. Safety leadership coaching leverages the vast access and potential impact of safety leaders. Safety leadership coaching helps leaders obtain desired results.
There is an old story about the student who seeks a teacher. He travels to many lands and reads a lot, stares at a mirror, and generates lists. He is lonely, alone. One day he realizes that he learns best when he is in relationship with others.
So it is with safety coaching. Humans learn best when we are in relationship with others.
Here are some simple coaching questions:
1. Who is the wisest leader you know?
2. How can you develop better relationships with others?
3. What are you afraid of in your career?
4. Who needs you to coach them?
Send me your answers, or comment below.
BIO: Doug Gray, PCC, has coached 50+ safety leaders and learned from their expertise. He knows nothing about fall protection standards. www.action-learning.com or 704.895.7479
Did you know that over 90% of apps are downloaded once, then not used again? That fact bothers me.
We have technology that enables us to BUILD relationships. Look at the use of Linked In and internal social sites for business development. Look at our ability to schedule tasks, and calendar priorities, and key performance indicators… However, lazy people complain about the accountability of Salesforce or any Customer Relationship Management (CRM) system. Or they may complain that investing in technology is like investing in a money black hole, where the value is indistinct and endless. That fear bothers me.
We use technology to build relationships.
Image of apps on any device with a browser
Last week I met with2 attorneys tasked with generating $1.5MM annually for their firm. They stated, “The #1 priority for us is business development. We talk about cross-selling. But we rarely do it.” Like any firm with specialized skills, they track billable time (BT) and working time (WT).
I asked, “How valuable would it be for you to develop new business with your existing clients in other practice groups throughout the firm?”
They said, “Invaluable. If you can help us develop new business you will solve a massive problem.”
During lunch, I shared an app that I had created for them. They downloaded it immediately. Their comments were like popcorn: “This is a no brainer. We can start with our practice group. Imagine monthly business development workshops at the larger offices. Teams of 3-4 pay $100 to play for the day in a business development contest. Each team member must be in a different practice group. Corporate finance will be forced to talk with real estate, or environmental, or product liability. Those teams will upload content throughout the day. And answer questions based on a client case study. And populate or CRM system on Sharepoint. And then at 4:00 we will score the teams on a question like “Which of these teams is most likely to generate new business for our firm?” Recurring monthly business development workshops. Facilitators in the conference room for scheduled BD sessions. Technology designed to build relationships.”
What is the value to you and your company? $500,000 in new services? $1MM? More?
We provide business development consulting expertise, and customized technology that forces your team to use technology to build relationships.
FYI in 2007 I submitted the following articles to Horsesmouth.com, a digital library designed to accelerate business development for financial advisors.
You can apply any of these articles to your business or service.
1. 10 Tips for Distinctive Client Service Distinctive client service separates you from everyone else who talks about professionalism but doesn’t deliver on it. Take action with these 10 tips from a recognized, distinctive financial professional.
3. How to Act With Courage Excellence springs from courage, but not everyone chooses to be brave. These advisors share how and why they acted with courage, and how it benefited their business. Consider their insights into the nature of courage, and start using it to build your business, too.
4. 5 Keys to Solid Cold-Calling Performance If your prospecting strategy requires you to consistently make outbound calls, you must pay attention to these five vital elements of a strong cold-calling practice.
5. Customer Delight: 8 Tips for Creating It This top producer creates more than customer satisfaction. He creates customer delight. You can too, with these eight tips.
Call me at 704.895.6479 to discuss HOW you can apply these great ides to your business!
Action Learning is a behavioral change process model that works 1) for groups and 2) for individuals.
For groups, Action Learning occurs when stakeholders use real problems to acquire learning and implement system-wide solutions.
For individuals, Action Learning is a behavioral coaching methodology that applies the same 4 steps.
The Action Learning change process model includes four steps:
1) decide what breakthrough requires you to invest resources,
2) act with a talented, cross-functional team and executive endorsement,
3) reflect on steps achieved, and
4) connect or expand the results across business or functional lines, to new markets or clients.
We have facilitated organizationalAction Learning change using both virtual and direct processes:
1. Technology processes: SharePoint, Action Item task lists, virtual teams, e-coaching and e-consulting, digital consulting and short implementation teams.
2: Direct meeting processes: assessments, facilitation in a series of workshops, coaching and consulting, project initiatives, leadership off-site retreats, strategic reorganization
This could be a long discussion. But I’d rather keep it short.
Leadership is influence. Nothing more, nothing less.
The word “influence” implies results. The influence may be slight or even negative. The influence could be momentous. The influence could be focused on relationships, such as the number of new people you meet each month, or the value you provide to others. The influence could be focused on results, such as the number of new sales per quarter, or gross revenue per year, or goal attainment percentage.
If you need an academic definition of leadership, here is a current favorite: Leadership is defined as the process of influencing others, and facilitating individual and collective efforts to accomplish shared objectives (Yukl, 2013).
Too many people confuse the words “leader” and “manager.” So perhaps another definition is helpful. Here is a distinction based on Marcus Buckingham’s research of the Gallup Poll data, plus interviews with thousands of people.
Leaders: by definition, rally others behind a vision of a better future. The core skills of leaders are optimism and public. Think of your self, or your favorite leader, on a stage, leaning forward, describing a better future. They have influence. Or not. The capacity of leaders is infinite, based on research in positive psychology.
Managers: by definition, maximize the productivity of others. The core skills of managers are coaching and private. Think of your self when you need to make sure that others produce a result, such as increase a sale or host a remarkable executive retreat. Note that the skills you use are different than the skills you use as a leader. You will coach Shawn differently than you will coach Ellen. No one likes to be managed. And no one boasts about being a manager. But when I ask an audience “How many of you are managers?” over 60% will raise their hands. Virtually all managers are now “working managers” tasked with both maximizing productivity and getting the work done.
However, everyone wants to be a better leader.
A key coaching question is: What influence are you having on others?
Call Doug at 704.995.6647 today if you want to have a greater influence on your self or your team.
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