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For much of his career as a psychologist, Dr. Sam Alibrando has worked with senior executives coping with critical business and change-management challenges, interpersonal challenges, and transitions. He facilitates off-sites and targeted workshops on leadership development and enhancing people-processes within organizations and teams. Sam also has solid experience in executive selection, on-boarding, and coaching along with team-building and organizational development.
Sam has worked with business of all sizes, including non-profits—focused on diminishing conflict, enhancing communication, and accelerating sound decision-making. His interest in leadership and organizational development led him first to leadership positions he assumed himself. Read more
Executive selection
▪Fee as 3-5% of annual income
▪Based on number of candidates & scope of on-boarding
Executive coaching
▪3-6 months
▪Assessments & surveys
Executive team building
▪Half-day to full-day, with prep & followup
Keynotes & workshops
Limited List (Consulting & Training)
• AECOM
• American Red Cross
• Amgen
• Business Technology Center
• City of Hope
• Cooperative of American Physicians
• Dalina Law Group
• Diversified Maintenance
• Farmers Insurance
• Fox Network Group
• Huntington Medical
• Occidental College
• Plan Net
• Silver Lining Construction
• Tower Construction
• Veolia Transportation
• Union Station
• Western Claim Conference
A newly acquired division of Veolia was in need of a GM for this division. The president of the newly acquired division was going to work up line for corporate and needed a replacement for his role. .. Read more
A $100 million service company was run by a team of stakeholders all serving at a “C” level within the organization. There was a notable amount of discord within the executive team and so they were losing a good deal of money because of resulting inefficiencies. Also the dissension was having a negative effect on the morale of the corporate office staff and even spilling over to regional offic... Read more
A division of a Fortune 500 company was hired by a major player in the energy industry to do a project whose scope was beyond anything that they ever took on before. Half way through the project the representative from the energy company gave them a “C+” grade for their performance thus far. This alarmed the consulting company. They wanted to do more work for the energy company in the future a... Read more
Congratulations for this opportunity. Here are a few things that work for me. (After I write these down, I look forward to reviewing everyone else's recommendations because even though I've been a professional speaker for a few decades, I can always learn more.):
1. Prepare (do not over prepare).
a. Prepare the opening. … for 2 reasons: First, you only have one chance to make a first imp... Read more
Ah, I know the personality well.
It is alway best if the candidate WANTS the opportunity availed to him by coaching … an opportunity to fine tune skills that can have significant impact on their performance and in this situation their promotability.
The first question that I have is "does the company need to promote him?" If there is no real benefit to his being promoted, then why be con... Read more
Tough challenge. First of all, I am curious to know if the one direct report left because of the "senior leader." The number one reason an employee leaves a company is because of their boss. In that case, you not only have an integrity problem you also have a retention problem as well.
First thing that I would suggest is to do a full exploration of what happened. Often these things are compl... Read more
I would clarify the role and purpose of the "Cultural Ambassador." I am certain that it is not for them to sign-off on growth initiatives. Perhaps it is in service of a more fluid two-way communication between employees, teams and the executive team. Accurate feedback is critical for efficient functioning of any system not the least of which a complex organization. And having competent voice t... Read more
Organizations are complex and giving advice on a little information can be unhelpful but with that caveat: Think impression management.
Companies get what they measure and it is easier to measure numbers and outcomes rather than creativity and problem solving unless that is what they are looking at. And, if no one else is going to point it out, you might have to find a way to creatively demonstra... Read more
As others have mentioned above, you might have to lay low for a while. You are new and could easily be seen as a rebel or unwilling to be a player. And organizational culture is one of the most difficult "dynamics" in an organization to change and is almost impossible to change without support and modeling from the top. And in this case the top is driving the workaholism.
I like what Jim had to ... Read more
This brings up an important issue that I am fond of as a consultant: individual differences. Not every one naturally thinks out of the box and perhaps what often goes into being a great analyst might not necessarily correlate with creative thinking. With this in mind I have the following considerations (all contingent on the luxury of having time which seems like you do not have and not knowing a... Read more
In a phrase: "Employee engagement."
.. Read more
In a phrase, "percolate up." (This is another version of Michele Dunn's "Ask … and listen."). Percolate down is about leadership. Percolate up is about engagement. Both are important–in proper balance.
So if employee engagement is the issue and the desired outcome –which is almost always a good outcome –then getting employees ideas and input will more likely lead to their buy in. St... Read more
Likewise, congratulations on your growth.
Often the original positive drivers can get lost and are overtaken by forces that are hard to see and foresee when there is growth. This "culture" challenge is complex with many facets (many of which have already been addressed.)
I will suggest only one idea here: It is said that you get what you measure (or pay attention to). What is the behavior(s) ... Read more
Follow the Yellow Brick Road: How to Change for the Better When Life Gives You its Worst. Follow the Yellow Brick Road is for people who wan... Read more
Posted on March 31, 2012 Cross-posted from WinWinWorkplace.com. This is the second part of my article (December 2011) based on a piece by Da... Read more
Sam Alibrando Talks about the limbic system and your emotions, and how it affects your life.
Sam Alibrando explains his idea of the Interpersonal Triangle
Sam Alibrando tells a story about his daughter sammy to show how to manage yourself first.
Sam Alibrando Talks about difficult people and to manage yourself first.
Using Dorothy's three companions to identify the three dimensions of interpersonal relations.
Excellent information; I truly enjoyed the many analogies you used during today's 'Integrity & the Synergistic Leader' luncheon meeting. I was able to see myself and my leadership style very clearly; and your presentation helped me increase my awareness towards the self-actualization of myself, thank you. Particularly pleasing was your comment on how 'we are all three' and your demonstration (the use of your hand) of the pyramid truly brought forth the visual perspective of the integration and application of all segments. Thank you.
I have been amazed at how the level of functioning among our staff has increased as what I believe to be a direct result of your seminar. Not only has the general morale of our staff increased but also so have their skills as well as their confidence. Thank you.
Our audience absolutely loved the opportunity to meet with you in person and listen to your interesting and wonderful presentation this evening. I am very certain that your wisdom and techniques for leadership development have helped to enlighten them. I always enormously enjoy seeing you and listening to you talk. You are amazing!
One of my absolute highlights at the recent APA Division 13 Mid-Winter Conference was the session on The Interpersonal Triangle presented by Dr. Sam Alibrando. The content was clear, stimulating and imminently applicable especially for psychologists who are coaching business leaders. A gifted presenter, Alibrando taught, engaged, and inspired his audience. His work will influence my practice, and I believe it has the potential to enrich the consulting practice of others who recognize the power of this theoretical framework for helping executives be more effective leaders.
As a search firm, we have always been good at attracting interest from a large applicant pool for job openings within our firm. However, prior to partnering with Dr. Sam Alibrando, we had always struggled to consistently hire the 'right' person. Through a combination of both quantitative tools and qualitative insight, Dr. Alibrando has been instrumental in streamlining our hiring process. He has helped us create the profile of the ideal candidate and given us the tools from which to properly discuss the pros and cons of each applicant.
"Additionally, Dr. Alibrando has played a key role in the onboarding process of new hires. The insights that he has been able to provide to our new hires have allowed them to more quickly climb the admittedly very steep learning curve during the first few months of employment. At the same time, he is able to provide management with valuable feedback on how best to create an environment that will allow the new hire to be successful. If you have struggled in the past with your hiring process, Dr. Alibrando is an excellent bet to turn that weakness into a strength.
He took on the delicate job of bringing a team of colleagues together and blending two previously separate cultures to work in cooperation. By a series of marketing initiates, improving clinic practices, and being willing to take calculated risks, he has been able to bring FPFS to a position of strength in all its major functions.
The skills and tools presented have had a dramatic effect on our staff. We have noticed in our employees a much keener sense of awareness and compassion toward co-workers and the conflicts that arise during a typical business day.
Dr. Sam Alibrando was retained … to provide a professional program designed to improve the quality of communication between the partners and to enhance the overall effectiveness of management team functioning. He has been very successful in working with the partners to achieve these goals. He brought to bear on these matters a broad range of tasks, projects and activities that have provided management team members with new understanding of the nature of effective interpersonal communication and group functioning and their individual roles in achieving them.
