IPV Consulting

Looking for an energetic speaker who connects quickly, teaches clearly, and leaves a room thinking differently? 🧠 🔥

For well over a decade, I have inspired attendees to walk away with practical, brain-based tools they can use immediately to strengthen communication, culture, and performance.

Hired by organizations such as: International Institute of Municipal Clerks, Midwest Public Risk, Stellantis, MDHHS, MSAE, Community Mental Health Association, ASCM, AHRM, Consumers Energy, US Foods, Corewell Health, United Way, Meals on Wheels, City of Novi, US Foods Nor/Cal Leadership, QCW Leadership Team

With 30 years of leadership experience, three top-selling books, and 10K+ hours studying neuroscience and human behavior, I bring both substance and connection to every room.

For event planners and HR leaders looking for a speaker who is engaging, relatable, and highly applicable, that is the work I love most! It's ALWAYS about the people!

If you need a polished, thoughtful voice for your next event, I would be honored to connect.

What if the biggest difference between a struggling team and a high-performing one is not the people . . . but the leader’s mindset?

An ineffective leader believes people are the problem. An effective leader believes people are the problem solvers.

That shift changes the tone, the words, the delivery method and the results:

• One looks for accusation; the other looks for solutions.
• One creates fear; the other creates trust.
• One manages compliance; the other draws out excellence.

A few simple ways to shift the mindset:

• Ask curious questions that encourage ownership and engagement.
• Invite your team into the solutions early, draw out their best.
• Recognize progress and look for ways to encourage, not just perfection.
• Treat mistakes as information that leads to improvement, not identity.

When people feel trusted, valued and included, they will rise to the moment.

Want stronger team ownership and accountability? Start by shifting the mindset before you shift the task.

When people feel trusted, valued, and included in the solution, ownership rises naturally. That is where Heart-Mind Leadership can shift a culture from compliance to commitment.

A few simple questions/practices to strengthen team ownership:

• “What solutions do you see that would resolve this?”
• "How can I best support you?"
• “Who owns the next step?”
• Invite input before assigning direction.
• Recognize follow-through, not just effort.

Small shifts in leadership language can create major shifts in engagement, accountability, and performance.

For leaders and HR professionals looking for practical ways to build stronger teams, this is where the conversation becomes especially interesting.

Six sessions. Seventy-five executive leaders. One incredible privilege!

I’m truly grateful and humbled to be completing Session 6 of 6 with the US Foods leadership team.

The feedback has been especially encouraging: “applicable to the team,” “engaging,” “people first,” "very good information," and “extremely valuable.”

This work is a reminder that when leaders are given practical tools, fresh perspective, and space to reset, culture begins to shift in meaningful ways.

For organizations and event planners seeking leadership development that is both thought-provoking and immediately applicable, this is the kind of work I love most. 💖 😊

Still buzzing from a jam packed month of April! ☺️ 💖 Genuinely grateful for the honor of serving so many exceptional leaders and organizations over the past few weeks!

Every event has been a reminder of why leadership matters so profoundly. Culture does not shift by chance, it shifts when leaders choose to lead with intention, clarity, and heart.

When teams feel inspired, valued, and trusted, the cycle of disengagement begins to break, performance improves and connection grows. People show up differently, and so does the culture.

Huge gratitude goes out to every planner, HR professional and executive for the privilege and opportunity to work with such remarkable leaders who are committed to growth, excellence, and meaningful change. It's people like YOU who are making a difference through staying invested in your workplace.



THANK YOU WELLOGA Gwyn Harnish Jennifer Weenum Keola Lamadora and too many others to mention! You are the best!

What if your stress response is costing you more than you realize?

When stress takes over, the brain shifts into survival mode. Cortisol and adrenaline can cloud clear thinking, narrow perspective, and make it harder to communicate with calm, confidence, and empathy.

In that state, we often REACT instead of respond affecting our mental health, relationships, health and rapport.

Here are 5 (easy to adopt) habits I teach to help regain control:

1) Start the day with a routine that supercharges your state of mind before the noise begins, listen to audio books, podcasts or other resources that "prime your mind" first thing in the morning. Do it alongside of your morning preparations and then in the car. Distract yourself from allowing stress to take over - you WILL notice a difference.

2) Protect your time and focus by making a list, prioritizing where your focus needs to be an choosing your top priorities before getting distracted with chatting, checking messages, social media, etc.

3) Stay aware of what you are allowing to consume your thoughts throughout the day and who/what may be distracting you from clear focus. Then pause before reacting and reframe with a measured response.

4) Use intentional reflection and reframing to learn from tension instead of carrying it forward. Use the materials you listened to in the morning as an anchor to align with throughout the day.

5) End the day by reflecting on what you did well, fill yourself with gratitude for each victory and write down what you will work on going forward - seeking new materials in the morning to listen to that will help you. This process will prevent lying awake and ruminating on regrets.

Small daily disciplines can strengthen resilience, improve judgment, and help you lead others with more heart and mind.

Regular feedback accelerates learning by providing instant opportunities to correct mistakes and reinforce positive actions, aligning with cognitive science on skill acquisition.

Without frequent feedback, uncertainty increases stress, leading to disengagement, reduced morale, and performance degradation.

Frequent feedback builds trust and psychological safety, essential for cultivating a growth mindset and encouraging employees to take risks and innovate.

8 Key Benefits to Consistent Transformative Feedback:

1 - Employees are 3.6x More Motivated: Employees are 3.6 times more likely to be motivated to do outstanding work when they receive daily, rather than annual, feedback.

2 - Increased Weekly Engagement: Employees who receive meaningful feedback in the past week are four times more likely to be engaged.

3 - Strengths Focus: Teams that are reminded to focus on their strengths daily show 12.5% greater productivity.

4 - Reduced Turnover: Regular, strengths-based feedback reduces employee turnover by nearly 15%.

5 - Purpose-Driven Growth: Frequent feedback meets the need for growth, certainty and purpose, reducing the desire to look for new jobs.

6 - Combatting Burnout: When feedback is valuable and frequent, employees are 57% less likely to feel burned out.

7 - Real-Time Agility: Continuous feedback enables real-time adjustments, allowing teams to be more agile and responsive, rather than waiting for an annual, often outdated, review.

8 - Increased Trust: Employees who receive regular feedback from their manager are nine times more likely to trust them.

Always an honor and a thrill seeing Executive and Leaders truly connect with their teams! Looking forward to yet another opportunity to work with the amazing US Foods Leadership Team in April.

This customized series has been grounded in productive transparency, tough conversations and a culture of accountability
In Session 5, we will develop a cultural blueprint of Performance expectations that are an outflow of healthy feedback and leadership from the heart.

For leaders ready to strengthen both culture and performance, Heart-Mind Leadership™ offers a practical, human-centered approach worth exploring.

What if the biggest risk during significant organizational change isn’t the strategy, but how your people are processing it?

In seasons of restructuring, downsizing, or mergers, uncertainty doesn’t just impact operation, it disrupts the brain. When people lack clarity or control, the brain shifts into a threat state, reducing trust, impairing decision-making, and weakening performance.

Research continues to show that during organizational change, productivity can drop by up to 30%, while disengagement, safety practices and turnover risk rise significantly when communication and leadership presence are inconsistent.

The good news? Resilience is not a trait, it’s teachable and well worth the investment in your Leaders and Teams. Below are five keys to help you get started:

5 Brain-Aligned Keys to Build Resilience in Change:

1 • Create Clarity Early & Often
The brain craves certainty and clear, consistent communication to reduce fear, minimize overwhelm and reduce rumor cycles.

2 • Normalize the Emotional Response
Change triggers loss responses, setting off a chain reaction of fear, confusion and anxiety. Choosing empathy and acknowledging this fact builds psychological safety and trust.

3 • Anchor to Purpose
Reinforcing the “why” activates motivation centers, encourages innovative idea sharing and helps people move forward with meaning.

4 • Model Regulation at the Top
Leaders will ALWAYS set the emotional tone with calm, heart-centered and grounded leadership, ultimately stabilizing the system and the culture during transition.

5 • Focus on What’s Controllable
Redirecting attention to small, actionable steps restores a sense of agency and momentum.

Organizations that lead change well don’t just survive it, they come out stronger, more aligned, and more resilient.

If your organization is navigating change and wants to equip leaders and teams with practical, brain-based tools, I’d welcome a conversation.

30 Yrs of Leadership/Business Building Experience
3 Best Selling Books
13 Years of Speaking/Training on Solutions
Founder: "IPV Consulting" - "Heart-Mind Leadership" - "IPV Leadership Mastery"

6 Common Red Flags of Distrust in Your Team Environment:

1.“Noise in the camp” (gossip, grumbling, etc.)
2. Systems with too many checkpoints or validations
3. Minimum team ownership of tasks or projects
4. Conflict or tension in team meetings
5. Mistakes with no one taking accountability
6. The team can’t problem-solve together

Trust is not built through grand gestures. It is cultivated through daily leadership habits - demonstrating integrity, valuing people, and communicating a clear vision.

Trust is not built through position or authority. Trust is built through consistent leadership behaviors that signal credibility, care, and direction. In high-performing teams, three elements repeatedly emerge as foundational to trust.

1. INTEGRITY
Integrity is the cornerstone of leadership credibility. Teams closely observe whether a leader’s actions consistently align with their words. When leaders demonstrate reliability by keeping commitments, honoring values, and addressing challenges honestly, they create an environment where people feel safe to engage and contribute.

Without integrity, even the strongest strategy will struggle to gain traction because people hesitate to fully invest their effort and ideas.

Leaders who consistently demonstrate integrity send a powerful message:
“You can count on what I say and what I do.”

That consistency builds confidence, stability, and long-term trust.

2. PEOPLE 1st!

Trust grows when leaders demonstrate that people are value. Not simply as employees, but as individuals with ideas, aspirations, and potential.

When leaders prioritize people, they listen intentionally, encourage growth, and recognize contributions. This approach strengthens engagement and creates psychological safety, allowing team members to speak up, collaborate, and innovate.

A people-first mindset shifts the leadership question from:

“How do we get more from our people?”
to
“How do we bring out the best in our people?”

When individuals feel respected and supported, they respond with stronger commitment and higher performance.

3. Clear VISION

Even the most talented teams struggle when direction is unclear

Trust is strengthened when leaders articulate a clear and meaningful vision for where the organization is heading and how each person contributes to that journey.

Clarity reduces uncertainty and aligns effort. When teams understand the bigger picture, their work becomes more purposeful and coordinated.

Leaders who communicate vision effectively help people answer three essential questions:

Where are we going?
Why does it matter?
How does my role contribute?

When these answers are clear, teams move forward with greater confidence and unity.

When these three elements are consistently present, teams operate with greater confidence, collaboration, and performance.