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
Recently I read an article that inspired me to share these 2 rules:
1. Never give power away to an event that has not yet occurred. Humans are motivated by fear and greed, as well as faith and service. When I am slow to call a sales prospect, I am giving away my power. When I am slow to develop a new project, I am giving away my power. Fear leads to fright, freeze, or flight. (Those 3 ancient responses that humans share with all mammals…) Instead, I can choose to be fearless. To live in faith toward serving others. Why would I ever give away my power?
2. Get great. Many people talk about great figures in history, as if familiarity is a reflection of greatness. Some were my professors and colleagues. That is B.S. I have met hundreds of leadership coaches and speakers. Few of them are great people. I have had hundreds of teachers from all walks of life. Few of them are great people. The only purpose of human life is to get great. Nothing else matters. I can get great at serving others. I can get great at loving my family. I can get great at purposeful work. I can get great in countless ways… Action leads to learning.
So, some coaching questions are:
1. “How are you choosing to be fearless?”
2. ” What are you doing to get great?”
Then share your answers with an accountability partner. If you are stuck, hire a great coach. Today.
Last week I met a great writer. He opened with, “Frankly, I am the best copy editor I have ever met.” He sells fiction online. And writes corporate copy. And has never done anything else… He is great. Call me if you need a great writer named Patrick.
What do you think others are saying about you and your work?
Let’s start with some facts. Then trends. Then implementable solutions.
Facts:
Apple introduced the iPad in 2010 as a revolutionary device
By 2016 an estimated 650 million tablets will have been sold globally. Pretty revolutionary, huh?
In a 2012 poll by CDW, tablet users averaged 2.1 hours per day and gained 1.1 hours of productivity
In that poll, 84% of employees said that the tablet made them better multi-taskers
There are over 1 million apps available for download
There are more mobile devices in the world than there are toilets. (What does that fact say about our needs for hygiene and connection?)
Trends:
Most digital natives (born after 1980) sleep with their phones
There are more tablets and mobile devices than desktop devices, used globally
Most information workers view 2-3 screens concurrently. An example in marketing: the television screen, the laptop screen, and the mobile third device. An example in finance: two laptop screens and the mobile third device.
App usage is growing faster than web portal use, as workers apply technology to customers and clients in new ways
Employers tolerate a BYOD approach (bring your own device) despite concerns about security, branding, and productivity
Solutions for your business include:
Blended use of technology/virtual learning and direct/synchronous training. Virtual training is less expensive, but not adopted. Blended use of technology and direct training can increase engagement, productivity, and retention. See one example here. I use blended learning solutions for most action learning programs. Imagine a team of 4-7 people in different locations who need to collaborate. They typically do not even know one another. Action Learning programs require that they assess the problem/case study/ client need, then share resources, then ask questions to develop solutions, then apply those solutions to save money or make money. Recently, I have developed mobile apps that supplement business development workshops between siloed divisions. Monthly workshops, combined with direct and virtual meetings, and action learning apps force people to work together.
Smart adoption of technology will increase mobility and security. Examples include Dropbox, a cloud storage service that syncs data can be accessed from any devices. You no longer need a secure VPN (virtual private network) access or dial in to a server. Your security is guaranteed. Consequently, when I travel to a client’s location I use Dropbox to access all of my digital content and provide tremendous value to any client, in their office, in the moment. Client delight is a reality, not a goal.
Collaboration tools will enable multiple workers and stakeholders to develop solutions. One example is GoToMeeting, a web meeting tool with audio and video conferencing. You can access from any device, using a code. Then you can see who is talking, share screens for collaborative work, record meetings for future reference. I use this tool when reviewing documents or developing presentation materials with clients in multiple locations. And I use GoToMeeting for team coaching and action learning programs.
Most importantly, how are you using tablets and apps to increase your business?
There are two types of consultants: 1. those who make money and 2. those who do not make money. To explain in detail, consider the story (perhaps familiar) of Rich Dad and Poor Dad. Then add new titles such as Agile Consultant and Rigid Counselor.
Here is a quick story: Imagine that you have two mentors. One is Rich in material ways, and he regularly provides value to others. He gives implementable solutions, real advice, and teaches others the process of success. He is regarded as an expert in a community of his peers, and he charges a reasonable fee for providing solutions that endure. He explores transformative change using questions. He is agile. His clients and friends regularly call him after hours to exchange ideas. The other dad is Poor in material ways, and may not know why. He charges by the hour and has a transactional view of others. He tries to sell solutions or products. He shifts from project to prospect to possibility with the winds. He rarely trusts others, has few operating agreements or partnerships, and may have material debt. He is rigid in his thinking. He tells others what to do. He may think he is the smartest person in the discussion.
Where are you? Agile Consultant/Rich: 1 2 3 4 5 6 7 8 9 10 Rigid Counselor/Poor:
Tips include:
Provide process and implementable solutions
Provide tremendous value and charge accordingly
Share best-in-class solutions that are practical and actionable
Be a great performer
Learn from the best experts
I have had two coaches for the past 7 years. One was born in another country and we have never met. They both help me be an agile consultant.
I have recently developed this 3-part formula for success. Let me know what you think.
Draw an equilateral triangle. Label each corner “Action”, “Learning”, and “Service.” Place a dot in the center.
1. Actions define successful businesses. Founders and anyone cited in a history book have one trait in common: an obsessive focus on action. Score yourself 1 (low) to 10 (high) on the question “How action oriented am I?” If you are unsure, focus on actual results, rather than intentions.
2. Learning leads to failure, and failures lead to success. I track “Learnings” in digital folders and update them regularly. I regularly attend conferences and take on projects so that I can fail, faster. Yesterday I had lunch with a consultant who repeated the same points I heard him make 12 months ago. He is not learning much. I cut the lunch short and moved on. Score yourself 1 (low) to 10 (high) on the question, “How much am I learning?” Learning is a messy process. If you are not tracking your learning, you are probably repeating ineffective old patterns.
3. Service is a measure of your relationship with others. Humans are social animals. We yearn for relationships. We exist to serve others- clients, loved ones, communities, goals… The most impact-ful businesses track user engagement. The best nonprofits, like Rotary, reward service above self. Score yourself 1 (low) to 10 (high) on the question, “How well am I serving others?” If you are unsure, ask your clients or loved ones. Or solicit more clients.
Now place your scores on the triangle you created. Use the dot to represent 1 (low) and let the corners represent 10 (high.)
What do you notice when you study your self-assessment triangle?
Where do you need to invest energy and resources?
Who can help you develop ?
You may know that action learning is a methodology, using cross functional teams of 4-8 people to solve a key problem. They are tasked with breakthrough, and with a short deadline such as 6 months. They require executive sponsorship and some resources. But the action learning process is a small investment with proven ROI.
In Europe and Australia, the Action Learning methodology is thriving. In the U.S. there is less adoption. One reason for that lagging adoption may be the fact that the business environment does not encourage accountability between cross functional teams. Yet.
We provide individual and team accountability.
How are you planning to share this Action + Learning + Service = Success Formula with others?
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