From random results to predictable profits: Achieve scalable growth through talent-driven strategies.
From reliable individual contributor to a leader of leaders.
From a plateaued high achiever to a rediscovered passion and renewed love of life.
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Dr. Chip Valutis is a pioneering psychologist in executive coaching and organizational development. With over three decades of experience, Chip’s insights have transformed both Fortune 500 giants and smaller enterprises alike.
Grounded in academia yet fueled by innovation, Chip thrives in the sweet spot between science and art. His approach to problem-solving is a harmonious blend of psychological theory and practical wisdom, resulting in tangible, real-work solutions. As a social scientist specializing in organizational systems, Dr. Valutis’ expertise lies in unraveling the complexities of dynamic corporate environments.
Chip resides in Texas with his wife, whom he has known since the age of 16. Their three grown children are spread across New York, Tennessee, and Texas.
You are very busy – I get it; I understand. Being an adrenaline junkie myself, I know chaos. More importantly, I appreciate the difference between “exhilarating” chaos and “please God, make it stop!” chaos. The latter is no fun. When you hit the point of being overwhelmed, under rested and out of control – you want to run away or quit. Adrenaline gives way to frustration; stress turns
Leaders are like fruit – you are either ripening or rotting. In today’s dynamic and rapidly changing environment, no one can remain perfectly “ripe.” If you try to hold the line and remain static, your organization (and world) move past and you fall behind and begin to decline. Consider this – if you work for a growing company – you, the leader, need to grow at a faster
“You are not a team player!“ In most organizations these are fighting words. No one wants to get brushed with this reputation! Much too often we use “Team” as this broad, self-defining term. It is as if the word says it all and clearly infers a set of behaviors and expectations. It doesn’t. All too often I see a Leader with a Team to manage, but he/she doesn’t define the
