Cook Consulting Toolkit – Services & Modules

Management & Leadership

SuperVisionsm Leading Change Values & Ethics  Positive Leadership

Fostering Accountability Coaching for Success Mentoring Diversity In The Workplace

Managing For World Class Customer Service Performance Management

Personal & Team Leader Development Strategic & Operational Planning

Versatile Leadership Adaptive Leadership


Sponsoring TeamWork Facilitating TeamWork Achieving TeamWork Team Tool Kit

Building Effective Work Groups Flawless Facilitation Team Health Audit


Personal Productivity

Personal Accountability Time Management Assertiveness

Interpersonal Communication Project Management Conflict Management

Coping with Change Managing Stress Career Assessment & Planning

Maximizing Relationship Productivity Applied Active Listening

Interpersonal Style  Constructive Conversations


Lean & Process Improvement

Problem Solving Lean Simulation 5S Tools

Creative Thinking

Sales & Customer Service

World Class Customer Service Process Selling Personal Selling

Maximum Impact Presentations



Trend Analysis Ideation Creativity Tools Customer Immersion


Curriculum Kits & Components

Leadership Academy Choices Banking Academy Long Term Care Academy

Consulting & Coaching

Individual, Team & Organizational Assessment Performance & Career Coaching

Executive Team Coaching Stratgeic Planning & Deployment

Operational Planning & Deployment


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About Cook Consulting

Chad Cook is a Professor of Organizational Behavior, Career Assessment, Analysis, Planning and Deployment at Baldwin Wallace University’s Masters Program, and a partner of Bright Side, Inc. Consulting Firm.

He feels your pain and understands what the best, most productive path could be to make your work environment more pleasant and profitable. Behavioral strategy, career coaching, executive coaching, strategic planning and deployment, leadership change and human resource development are a few of his specialties.

Accelerating organizational and personal performance, executive and personal coaching, organization assessment, along with design and development are his favorite areas of expertise.

With skills in executive consulting and coaching focused on organizational change and transitions, strategic planning and deployment, mergers and acquisition integration, succession planning and management, executive development, organizational assessment, organization re-design, executive team development, and leadership development.

Past Experience

Chad logged over thirty years of experience in two major Fortune 100 companies in operational and strategic roles, before establishing his own business. For the past ten years he has been partner and president of two consulting firms.

Some of his past work experiences included sales leadership, store management, customer service, finance, human resources, training, organization development and sales training, organization assessment and development, human resource development, strategic planning and deployment, global leader development, lean strategies, innovation, SBU design and development, business team performance and acquisition management.

Geographic Area
Although Chad’s preferred geographic area is Akron, Cleveland, Canton, Fairlawn, Medina, Independence, Wooster, Columbus, Youngstown, Dayton, Cincinnati, Richfield, and North East Ohio, Pittsburgh Pennsylvania, Morgantown West Virginia, he will travel where needed.

Chad also does:
Career Training, Business & Leadership Consulting, Employee Commitment, Non-verbal Communication, Executive Development, Executive Team Development, Leadership Academies, Personal Leadership Development, Executive Communication, Mergers & Acquisition Integration, Succession Planning & Management, Individual & Organizational Assessment, Training & Development, Strategic Planning Models, Performance Coaching, Strategic Coaching, Focus & Leadership, Implementation & Deployment, Communication, Personal Growth, Leadership Coach, Student

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Leading Yourself – the Beginning of the Leadership Journey

No one really starts their career saying, “I want to become the best leader I can be!”.  They gravitate into an awareness of their desire to lead others through becoming experts in a discipline or technology or skill area.  Eventually, they begin to understand the value of leading and assisting others in support of achieving projects, changes, and endeavors they value.

The enduring leaders I meet began their journey of leadership (at whatever age) from an internal focus.  They, very early on in their awareness of a desire to become better leaders of others, crystallized their personal and career aspirations into tangible targets that held personal value for them.  These aspirations connected with their passion and logic drove them to pursue specific areas of learning, exploring and mastering aspects of personal, technical and interpersonal capabilities.

“Who am I?”, is the foundational question for leaders?  Taking the time to identify what makes you tick, your passion, your values and your priorities is not easy at any age.  And it’s what’s required to make tangible and actionable the internal drivers of your life.  In the absence of identifying these drivers, they control your life anyway in many irrational, spontaneous and sporadic ways.  So getting in touch with them gives you the ability to make conscious choices about decisions that will move your life forward.  Not doing this will cause you to swirl in continuous groundhog day cycles.

Ways to explore your inner self consist of:

  • Self-assessment instruments
  • Feedback from others (using an assessment tool, or not)
  • Career coaching or counseling
  • Enrolling in courses focused on self-awareness and knowledge-building
  • Working with a leadership coach

It’s not as time-consuming as it sounds, and builds a solid foundation for enduring leadership that others will engage with because of your insight, honesty and authenticity.

Call or email with additional questions or comment with your ideas.

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3Q Strategic & Annual Planning Assessment

3Q Self-Assessment for Strategic Planning

  1. We have a Vision and Mission identified for our organization.    Yes    No
  2. We have high-level Goals and Strategies identified for our organization.    Yes   No
  3. All employees are familiar with these strategic aspects of our organization.   Yes    No

What questions do you have about this topic?

  • Check my blog topics and search for options.
  • Call and let’s talk.

3Q Self-Assessment for Annual Planning

  1. Every employee is knowledgeable about the responsibilities and goals he/she has agreed to accomplish this year.   Yes   No
  2. We have posted graphs, charts and visual indicators of progress to plan in our worksites.   Yes   No
  3. Every employee is involved with creating the Annual Plan in some way.   Yes   No

What questions do you have about this topic?

  • Check my blog topics and search for options.
  • Call and let’s talk.
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