"The most effective leaders are all alike in one crucial way: they all have a high degree of what has come to be known as emotional intelligence. It’s not that IQ and technical skills are irrelevant. They do matter, but…they are the entry-level requirements for executive positions. My research, along with other recent studies, clearly shows that emotional intelligence is the sine qua non of leadership. Without it, a person can have the best training in the world, an incisive, analytical mind, and an endless supply of smart ideas, but he still won’t make a great leader.

(from “What Makes a Leader” By Daniel Goleman, Ph.D. Published in Harvard Business Review.)"

When an executive or other leader chooses to partner with Benjamin Papa, LLC to develop their organization, we start by active and intentional listening. We never arrive at a project assuming we know what needs to be addressed because we know from experience that what can appear to be the “issue” is often masking something else deeper that needs to be addressed in order to optimize success. We know that if we do not take the time to carefully drill down with our clients and get clear about what is going on, we cannot effectively support them as they attempt to move themselves or their group to the next level.

After collaborating with the organization’s executives and other relevant stakeholders to assess how best to support the organization and its leadership, Ben helps the group develop a plan that employs one or more of the following:

Executive Coaching: Building Leadership Skills

  • Why Work with an Executive Coach?

    Research on leadership effectiveness is clear that:

    1. Leadership Effectiveness is driven first and foremost by the leader's "inner game":  What drives them, how they define themselves, what is important to them, and what they believe
    2. Leadership Effectiveness is a primary contributor to business performance:  Data strongly suggests that when a leader improves his/her leadership effectiveness, he/she has a 38% probability of seeing that improvement translate into higher business performance.  


    In a landmark study in the area of leadership development, researcher David McClelland  found that when senior managers had a critical mass of emotional intelligence capabilities, their divisions outperformed yearly earnings goals by 20%. 

    Studies compiled by Louise Mowbray from recent years report the following return on investment (ROI) from coaching:

    • Companies that offer training alone experience 22.4% increase in productivity, but when combined with coaching that figure rises to 88%.  Gerald Olivero, Denise Bane & Richard Kopelman, Public Personnel Management.
    • A conservative estimate of the monetary payoff from coaching, according to Fortune magazine, is that managers describe an average return of more than six times the cost of coaching.
    • Companies who combine coaching with training increase employee productivity over 80%.  Bureau of Justice statistics, June 2001.
    • A Manchester, Inc. study in 2001 demonstrated a 7-fold return on investment from coaching.
  • What Does Executive Coaching Look Like?


    When Ben partners with executives and other organizational leaders on helping them reach a personal or professional goal, he serves as an accountability partner, an objective sounding board, and a trusted advisor as the client identifies and then lives into a new future.  Using a number of proven tools and techniques, Ben helps his clients not only solve the particular problem that brings the client to coaching, but he also helps them develop new and different leadership capacities going forward that allow them to show up differently in their personal and professional lives, helping them achieve both current and future business goals.  

    Data from the Leadership Circle (Anderson and Adams) has identified five key categories of leadership skills.  Their data indicate that for every improvement in one of these key areas, there is a nearly one-to-one increase in leadership effectiveness, which is, in turn, highly correlated with business success.  The five categories are:

    1. Achieving - Ability to both envision and obtain concrete results
    2. Systems Awareness - Capability to think and design systemically
    3. Authenticity - Willingness to act with integrity and honesty, even when doing so is risky.
    4. Self-Awareness - Balance and composure that result from a deep understanding and ownership of one's personality, including strengths and weaknesses.
    5. Relating - Capability to relate well to others, build teams, collaborate, and develop other people.

Group Development: Strengthening the Team

Because businesses and organizations are made up of groups of people, much of our work with clients involves group development, focusing on the “human being” elements of being part of an organization or team. Much of the group development work we do at Benjamin Papa, LLC is done in conjunction with Julia McAninch, PLLC. Julia is a psychologist and she and Ben worked and trained together for nearly ten years in the field of Collaborative Divorce. 

We now bring the unique synergy of our education and experience in the legal and mental health fields to support businesses and organizations to navigate conflict well, communicate more effectively, and collaborate across organizational departments or even across different businesses in order to break out of whatever logjam is holding the group back from doing its best work. Using a variety of proven and effective interactive tools, including group facilitation and workshop development and delivery, here are some of the ways we partner with organizations to help their people feel connected to the organization and for the group to function effectively:

  • Staff, Board, and Executive Team Retreats

  • Conflict Prevention and Management

  • Team Building

  • Strategic Planning

  • Custom Made In-Service Workshops