Human Resources and Leadership Development



We help your organization make excellent HR decisions to remain in compliance and provide training to develop your current and future leaders.

Leadership Development

Leadership development is not simply a matter of seeking out natural drive and ability. Identifying and developing talent to complete succession plans and meet career goals is the responsibility of your organization. Gallagher offers a full suite of services to develop rising stars into leaders—and build high performing teams and cultures—so your organization can face the future with confidence.

Leadership is critical to long-term success in any organization. We studied the most successful organizations and they all have one thing in common: they focus significant time and resources to find and develop top talent.

That is why Gallagher emphasizes employee training and leadership development. We offer extended training programs for new and seasoned managers, team-building for groups, and executive coaching for your most senior leaders—customized for your specific needs. Our comprehensive and systematic approach to training is designed to bring about the long-term behavioral changes your organization

Our leadership development program, Gallagher Center for Leadership (GCL), offers an innovative approach to training managers in the basics of managing their areas of responsibility and providing effective direction and inspiration to their employees. Participants move beyond abstract learning to practical application, aligning with and driving performance to achieve key business objectives.

Our experienced coaches and facilitators help your leaders and organization to become more effective. We customize our targeted approach to meet the needs of your organization. Elements include:

  • Executive Coaching — Gallagher certified coaches provide a personalized assessment of the manager's skills and develop one-on-one sessions designed to help the manager reach his or her full potential. Conducted over a 12-month period, executive coaching not only improves the manager's individual performance, but that of the broader organization.
  • Customized Training — Gallagher can help you solve leadership skill issues through customized training solutions. Once we understand your issues, we can create a training curriculum that ranges from one-hour segments to half-day solutions targeted to fit your needs.
  • Assessment Tools — We offer more than two dozen online assessment tools geared to provide valuable insight into your biggest resource—your employees.

Executive Coaching

Leaders at the top of their game.

Those with the right experience to move up in an organization may need help building upon or sharpening the skills necessary to make them even more effective managers. We regularly work with managers to coach them to higher levels of success. Executive coaches work one-on-one to facilitate the behavioral change in the manager. Whether it's to help develop emerging leaders or to provide training for those needing to improve their performance, coaching is an effective, targeted development tool.

Executive coaching targets leadership development, focusing on ultimately improving business results. Coach is comprised of a series of structured one-on-one interactions with a leader and a coach over a 12-month timeframe, aimed at enhancing the leader's performance through self-discovery and proven coaching techniques.

Coaching can:

  • Identify strengths and development areas, helping leaders build upon their strengths and unlock their leadership potential

  • Help leaders to set professional development goals and to determine actions that will help them achieve personal and professional growth

Gallagher offers experienced coaches who serve as facilitators, encouragers, and sounding boards. Our coaches help create a pathway to change by helping leaders lead more effectively through self-discovery and development of day-to-day strategies and action steps that can be implemented after each coaching session.

  • 1. Awareness

  • 2. Analysis

  • 3. Action

  • 4. Achievement

Executive coaches encourage clients to finding their own solutions by asking questions that give clients insight into their situations. A coach holds a client accountable; if a client agrees to a plan to achieve a goal, a coach will help motivate him or her to complete the plan.

Coaching sessions vary greatly, but generally last one or two hours, occurring in person or over the phone. The session involves talking, listening, checking progress, obtaining feedback, planning next steps, completing exercises, setting goals, structuring activities, and sharing resources. Generally, the client will do most of the talking with the coach guiding the process and offering perspectives and strategies that the client is not capable of seeing due to his or her own bias. The coaching session wraps up with feedback on the content of the session and finalizes commitments agreed to in the plan of action.

The client will practice, reflect, try a new behavior, or write in a journal between sessions. The coach might send an article or drop an email with information about what the client is working to achieve. At the next session, the coach and client review the progress that occurred since the previous meeting and decide whether new goals need to be addressed. Generally, the coach-client relationship lasts 12 months and accomplishes two to three major goals for the client. The coaching cycle takes this long to ensure that behavior and thinking changes stick and that the client does not resort to old behaviors.

  • Starting a new job at a new company

  • Working on a high-risk, high-profile project

  • Stepping into a new role through a promotion

  • When growing specific skills

  • After being identified as high-potential

  • Struggling to balance all the priorities on your plate

  • Declining performance in current role

One of the myths about coaching is that it is only for people who are underperformers. As you can see from the list, most of the time coaches are used for star performers who are trying to improve different skill sets. Progressive companies actually use coaching as a retention tool.

Gallagher Center for Leadership (GCL)

Leaders Drive Productivity.

Your managers today will become your organization's leaders of tomorrow. An employee's relationship with his or her direct manager is the most important single factor in employee engagement. Engaged employees are happier and more productive.

It all starts with the day-to-day, in-the-trenches relationship between your managers and your employees. This relationship is the mortar in your company's foundation from which you can build a strong, high performing organization.

Help your managers prepare for the success they want, while achieving the growth your organization needs for overall wellbeing. Many employees are promoted into management positions because they are good at their jobs. Yet often they are left to struggle, to practice managing without the training and development they need to be successful. Practicing without training ingrains bad habits. Practicing anything important (for example, driving) without training is inadvisable. The fact that so many of your managers are practicing leadership without training should alarm you.

Key Benefits

  • GCL provides an extended, five-month curriculum (3.5 hours every two weeks) that allows managers to learn leadership skills in the classroom and practice those skills on the job, moving beyond abstract learning to understanding and applying how to align with and drive performance to achieve key business objectives.

  • GCL offers a learning format that takes a three-pronged approach. First, participants gain a deeper self-awareness of leadership (supported by three personalized behavioral assessments: Checkpoint 360-Degree Feedback survey, Everything DiSC® Personality Assessment, and Conflict Style assessment). Then, participants learn how to lead groups and teams, and finally they learn how to lead organizations.

  • Managers and leaders from all levels of management, across a variety of organizations, in all industries and sizes, share their learning journey together. This cross-organizational learning and experience-sharing broadens the perspective of the participants.

  • GCL facilitators bring extensive education and experience in managing and leading organizations, developing human resources, coaching executives, and teaching at the university level. We draw participants in to learn through engaging discussions and videos, competition and gaming elements, role-plays, case studies, and small group discussion.

  • Our facilitators continue to learn, read, and research to provide the content and context for participants to engage and interactively learn what is meaningful and relevant in today's complex marketplace.

Micro-learning Reinforces Concepts.

Gallagher offers micro-learning to participants after they complete the course to further instill the concepts learned throughout GCL.

Grounded in the latest neuroscience, innovative micro-learning solutions are designed to elevate employee performance. Micro-learning, or "snack-sized" learning, takes advantage of how the adult brain is wired to learn. Science shows that micro-learning is one of the best instructional approaches for employee development.

We offer our participants an engaging, critical-thinking service to drive employee performance and collaboration with a learning application that develops problem-solving skills, promotes daily learning and builds high-performance work habits.

Assessment Tools.

Assessing Employee Skills.

Just what kind of skills do your employees have? How prepared are they to take on future roles within the organization? We help our clients answer these critical questions. Our comprehensive Talent Assessment tools identify employees' skill levels from communication to leadership, to the ability to analyze data. To help them improve, we create an Individual Development Plan for each employee, which includes recommendations on activities and timelines that ensure the employee stays on a path to success.

Digging Deeper: Online Assessment Tools

There is no "one-size-fits-all" tool for evaluating employee skills. We employ more than two dozen assessment tools for employees to take online. These assessment tools include tests that measure skills, interest and ability for a particular role. Included is a 360-degree assessment that collects feedback from a full circle of evaluators—supervisors, direct reports, peers, and clients/vendors.

Gallagher uses research-proven tools to assist your organization in assessing your talent in all areas and phases of employment so that you can better understand and improve your biggest asset—your employees.

Gallagher offers many assessments some of which include tools that assess personality types, leadership and communication styles as well as emotional intelligence.

  • BEST Communication Style identifies communication style preferences and promotes positive interpersonal skills.

  • Career Exploration Inventory™ helps individuals explore and plan three major areas of life—their work, leisure activities and education or learning—so that these areas best align with their interests.

  • CheckPoint 360°™ helps managers identify and prioritize their own development opportunities, based on feedback from supervisors, direct reports, peers and clients/vendors.

  • Customer Service Profile™ facilitates selecting, on-boarding and managing customer service employees.

  • EQ-i 2.0® measures the emotional intelligence level of individuals and teams assess how EQ can impact people in the workplace. Additional assessments include: EQ-i 2.0® Leadership Report, EQ-360, and EQ-i 2.0® Group Report
  • Everything DiSC® measures an individual's personality within a four-point spectrum wheel. It can measure an individual, a leader or a team. Additional assessments include: Everything DiSC Work of Leaders® and Everything DiSC 363® for Leaders

  • Management Development Questionnaire™ assesses the skills and competencies of managers and professional staff.

  • Myers-Briggs Type Indicator® measures an individual's traits and personality preferences.

  • Personalysis® Profile creates a brilliant graphic of individual "wiring patterns" that supports people in better managing their energy, honoring differences, and connecting and collaborating with others.

  • Profiles Performance Indicator™ is a DiSC-like self-assessment tool to clarify communication styles.

  • Step One Survey II® is a brief pre-hire assessment that measures an individual's basic work-related values.

  • The Five Behaviors of a Cohesive Team™ is an assessment-based learning experience that helps managers discover what it takes to build a high-performing team. Additional assessments include: The Five Behaviors of a Cohesive Team™ Powered by Everything DiSC®, and The Five Behaviors of a Cohesive Team™ Powered by All Types™.

  • Thomas-Killmann Conflict Mode Instrument® identifies an individual's preferred conflict-handling style.

  • Fully Customizable 360°™ that we can develop to match your competency model based on the confidential feedback from those with whom the subject works.

  • Profiles XT

  • Many other tools that can meet your assessment needs

Succeed with Organizational Development

Many ingredients form the recipe for organizational wellbeing; but, perhaps none is as important as putting the right people in the right jobs, giving them the training and tools they need to perform at their best, and helping them reach their full potential.

At Gallagher we have dedicated a specialized branch of our consulting service that specifically focuses on organizational assessment, organization design and organizational development.

Organizational Development provides executives with the framework, tools and skills needed for discovery, design and implementation of desired organizational change. With a targeted focus on future state, execution, and engagement of employees' hearts and minds, clients quickly recognize improved business results and enhanced employee engagement.

Gallagher provides:

  • Organizational structure assessment and design

  • Talent assessments

  • Employee surveys

  • Cultural Assessment surveys

Organizational Structure Assessments & Design

Our evaluation starts with an assessment of your needs. What skills and experience must an employee possess to be successful in his or her position? Do the current reporting structure and areas of responsibility make sense? Is the incumbent cut out for that new role?

Organizational Assessment
We assess your organization's:

  • Talent

  • Structure

  • Roles and responsibilities

  • Values

  • Culture

  • Job descriptions

  • Determination whether the right people are in the right roles with the right skill sets

Gallagher's customized approach includes discovery interviews, analysis of business performance data, "deeper dives" into opportunity areas, and ongoing collaboration and discussion with executive sponsors. We help your organization answer the following three questions to increase productivity, efficiency and success:

How are we doing?

Performance Management

The day-to-day management of employees is one of the most critical pieces of an organization's productivity and culture. Reflecting that importance, Performance Management is one of Gallagher's most in-demand areas of expertise. Once you have the right person in the right job, you must ensure that you have set goals that are both realistic and appropriate, to include measuring the employee's performance based on mutually agreed-upon objectives. We help clients establish Performance Management systems that provide ongoing, consistent feedback to employees, while also rewarding them in ways that are consistent with their performance.

Who's ready?

Succession Planning

The best organizations are continually looking to the future, and that includes creating plans to identify and develop tomorrow's leaders. We assist clients with Succession Planning and help prepare key employees for future roles with the company through training, job rotation, and mentoring.

How can we work better together?

Team Building Program

Gallagher offers certified facilitators who deliver a highly effective program called The Five Behaviors of a Cohesive Team based on the work of researcher Patrick Lencioni. This program helps individuals and organizations reveal what it takes to build a truly cohesive and effective team in the most approachable, competent, and effective way possible.

The job marketplace is becoming increasingly aggressive. Your ability to retain key talent will directly depend on your involvement in developing them as leaders. Gallagher can help. Our auditing, coaching and training services can help your organization chart a path to develop your employees into leaders to support your overall organizational wellbeing.

Just like any other organizational challenge, employee and leadership development must begin with a thorough understanding of the present situation. Gallagher offers specific solutions to your most complicated development issues by conducting complete leadership assessment and training audits across your organization. This helps us to gain a better understanding of the unique opportunities for advancement within your organization as you seek to better strengthen your team throughout the leadership development program audit and beyond.

Gallagher has helped organizations and their leaders maximize their potential to deliver results by coaching executives to greater success. Through our data-driven, impartial and customized approach to senior leadership coaching, you will be able to better align your leaders with the goals and objectives of your organization. To many employees, your leaders represent the face of your organization. By properly training them and giving them the resources to grow and succeed through leadership development, your organization can reap the rewards today and in the future.

Development questions every organization should ask themselves:

  • How well are we preparing our employees for what will be expected of them down the road?

  • How diligently are we developing them to contribute to our strategic goals?

  • How much are we working to mold them into model employees?

  • How can we give our employees the leadership attributes they need to thrive and push our organization toward greater success?

Making your organization a destination for the most talented workforce means using leaders to develop leaders. The Gallagher Center for Leadership (GCL), our specialized leadership development program, recognizes that the employee-employer relationship holds an organization together. We use a three-pronged learning approach to provide future leaders with the knowledge to build on their performance, equipping them to lead your organization toward success.


  • A five-month curriculum (3.5 hours every two weeks) that supports learning leadership skills in the classroom and practice on the job, moving beyond abstract concepts to drive key business objectives.

  • A three-pronged approach to support participant learning of:
    • Deeper self-awareness of their own leadership style
    • How to lead groups and teams
    • How to lead organizations

  • Four personalized behavioral assessments — Checkpoint 360°™ feedback survey, Everything DiSC Workplace® Profile, Time Mastery Profile, and a Conflict Style assessment.

  • Shared learning with leaders from all levels of management, across a variety of organizations, to broaden participant perspectives.

  • Facilitators who bring extensive education and experience in coaching executives and teaching at the university level. We engage participants in discussions, gaming elements, role-plays and case studies for interactive learning.

  • Facilitators who continue to learn, read, and research to share what's meaningful and relevant in today's complex marketplace.

Course Outline


  • Understanding your role as a leader
  • Communicating effectively
  • Developing personal resilience and leadership presence

Leading Groups and Teams

  • Managing priorities and delegating successfully
  • Interviewing and selecting talent
  • Managing conflict and difficult conversations
  • Coaching and managing performance

Leading Organizations

  • Expanding influence and rewarding accountability
  • Leading transitions and change
  • Creating a culture of engagement; graduation

Current Classes

Charlotte, NC: Spring 2020

Minneapolis, MN: Spring 2020

Radnor, PA: Spring 2020

Richmond, VA: February 2020

Watch a short video about Gallagher Center for Leadership


Human Resources Consulting

Recognizing the importance of human resources within an organization may be simple enough. But creating an effective HR function is anything but easy.

Effective HR starts with asking critical questions: Are our HR strategies aligned with our overall business goals? Is our human resources department staffed appropriately? Do our HR people have the necessary experience and skills to meet the organization's needs? Do we have the necessary processes in place to maximize performance management, training, recruitment and compliance?

An effective human resources function starts with a carefully developed strategy. Gallagher works with your organization to ensure that HR strategies are consistent with overall goals. Gallagher will interview key stakeholders, create custom surveys and HR strategies, and recommend HR staffing solutions. Tactical elements of the strategy may include recruiting, training and development, compensation and performance management.

Gallagher provides comprehensive assessments of the value and effectiveness of HR programs, followed by recommendations on how they can be updated and enhanced. Such assessments often provide a starting point to develop an overall HR strategy. We can also calculate and recommend how best to staff and organize your HR department.

When the need arises for immediate human resources counsel, Gallagher can provide timely and experienced advice on short notice or on retainer via the telephone or by email. Think of us as the HR "help desk," ready to offer insightful and accurate solutions quickly or, if need be, undertake a more in-depth analysis of your particular situation.

We also provide virtual outsourced HR support for as many hours per month as you need.

Are you in compliance? How do you know? Click the link below to take a quick survey and find out.

Does Your Company Need an HR Check-Up?

Gallagher conducts a Human Resources Audit to ensure that clients do not overlook important compliance and legal issues, and that your existing department meets all elements of human resources. Typical areas of review range from general human resources administration, selection and hiring, training and development, employee communication, performance management, employee relations, and salary administration, among others. For our clients who serve the federal government, we can complete your time-consuming Affirmative Action Plans, too.

Gallagher consultants apply their compliance expertise to assist organizations in creating or revising the content of their Employee Handbook. We ensure alignment with your organizational culture, objectives, as well as legal compliance. You can take comfort in knowing that you and your employees are aware of your policies and are in compliance with current laws.

When organizations embrace workplace diversity, equity and inclusion, they demonstrate through their policies and actions that they appreciate and value differences including race, ethnicity, gender, age, religion, ability, sexual orientation, education, personality, skill sets and experiences.

Forward thinking organizations have recognized the benefits of attracting and retaining a diverse workforce—embracing the unique talents, perspective and ideas of all employees. It's just as important to protect your successful business from the risk of failing to treat prospective and current employees equally. Failing to do so could put your organization at risk both financially and reputationally.

Developing Effective HR Strategy

An effective human resources department starts with a carefully developed strategy. Gallagher works with organizations to ensure that HR strategies are consistent with the organization's overall goals. Our team brings a depth of knowledge, skills, and abilities including multi-faceted, practical, real-world experience.

Gallagher provides comprehensive assessments of value and effectiveness of an organization's current HR programs and processes. We employ a number of methodologies, including:

  • Conducting interviews with key stakeholders to ascertain the success of current HR programs from the various perspectives

  • Creating custom surveys targeting effectiveness of key HR program(s)

  • Review of HR programs and processes using data analysis and best practice

  • Benchmarking against similarly-situated organizations in and outside of your industry to better understand what "best in class" firms are doing from an HR standpoint. We examine practices and programs which enable "best in class" companies to best meet their business goals and customer's needs

Our consultants bring more than 20 years of individual experience from more than 500 organizations. We rely on the best minds and an extensive database of benchmark and best practice data to make practical recommendations to our clients about effective structures, efficient processes, and how to update or enhance those programs or systems.

Such assessments often provide a starting point for developing an organization's overall HR strategy. Tactical elements of the strategy may include recruiting, training and development, compensation and performance management. We can also analyze and recommend how to hire the best staff and organize the HR department.

The work we do provides our clients with a solid framework for areas to work on in the human resources function. Following implementation of our recommendations and based upon experience with previous clients, your organization can expect to see the following results:

  • Increased consistency across the business allowing for organizational flexibility and improved compliance

  • Improved opportunity to become an employer-of-choice work environment

  • Reduction in legal liability and exposure

  • A more stable and productive workforce