Testimonials

• I have had the pleasure to work with Jerry McIntosh for the last 4 years on an initiative to create a healthy work environment on the critical care units (i.e. ICU and PCU) at Good Samaritan Regional Medical Center in Corvallis, Oregon. When we started this process the work environments on these units could be quite negative and caustic at times. There were staff who were leaving the units because they felt disenfranchised by some of their fellow employees. After going through this process the turnover rate has dropped dramatically, and staff are leaving the unit to try another area of patient care and not because they are trying to get away from something.

  One of the key characteristics of this process is that it is staff driven. The staff define the work environment they want and how to create that environment. We went through the process with each unit separately so that the staff on each unit would feel ownership for the standards that were developed. I have personally observed how the staff hold each other accountable to their standards. Without this ownership of the standards the process would not have been as successful. We have gone on to codify these standards into unit specific standards and the staff evaluate each other on these standards at their annual performance appraisals.

  Jerry’s guidance through this process was invaluable. He facilitated the group sessions and led the staff through the development of the standards. He has also been very helpful in another key part of this process which is periodic reevaluation and feedback to the staff. By keeping this process in front of the staff we have kept the initiative pertinent and functioning even after 4 years. The staff still comment on how much they value the change in the environment and how worthwhile the process has been.

  Bill Howden, RN Manager Critical Care
  Good Samaritan Regional Medical Center

• "Can you imagine the power in an organization when employees find 3000 - 4000 new ways to build connection with each other and their customers? The amazing part of our story is that the past two years have been record years for us, both in growth and profitability."

  Elaine McLain CEO
  Central Willamette Community Credit Union

• "When the relationships are better, we make better parts...It was my privilege to report (to our board) that our customer rejects percentage has gone from 0.51% last year to O.14% this year - a 72% reduction. This represents a huge contribution to our bottom line. There are many factors that build into this change, significant among them was the values initiative under Jerry’s leadership."

  Nick Pothetes, General Manager
  BRAKA Industries, Salem, OR

• "When we focused on the values in our culture, we promoted a higher level of relationship in the work environment. Since we implemented the values project, we have seen our member satisfaction rates achieve 94%, meeting or exceeding expectation."

  Jim Asleson
  Executive Director
  Mid-Valley YMCA

• "I have to admit I was a little skeptical at first. But it is hard to argue with results. Our staff has made a commitment to holding each other accountable to our standards. We’re not perfect, but we are doing a whole lot better than we used to. Our internal surveys and our patient satisfaction scores reflect that."

  *Hospital Manager

• I thought we were hopeless. I was ready to quit. This process has been a lifesaver to me. We had conflicts in our department that had been going on for decades. Through this process people have learned that how they treat each other has an impact on the care we collectively give to our patients. We have been given tools to hold each other accountable.

  *Hospital Manager

• Jerry’s name has become synonymous with standards. When someone is behaving badly, someone will aks,"What would Jerry say?";  it's done in humor but the point is made. Our unit is a much more positive place to work.

  *Hospital Manager

• * These persons have requested anonymity for the purpose of reserving references to serious inquiries. Contact information is available on request.

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• Criminal Background Check:
  This can be done for executive applicants under consideration for sensitive positions in business. Criminal background check can include not only criminal history in the state of Oregon, but in any state in the Union. It also includes civil background checks, social security verification and credit checks.
  Download our Background Check Form [PDF]
• Integrity Interview:
  In those situations where there is concern about potential violation of policy or law, Dan brings his experience and human approach to bear in conducting sensitive interviews with employees to elicit information relative to possible violations of policy. Dan can bring out information from employees that could then be made available to administrators for disciplinary action or referred to legal authorities as indicated.
• Administrative Investigation:
  Dan also works with business owners to conduct investigations on issues such as theft of merchandise, sexual harassment or ongoing surveillance.
• Security Consultations:
  Dan brings expertise into business to identify the potential opportunity for security breach. This is a service that would be valuable where information or resources may be vulnerable to unauthorized access.