Larry Keiter

I AM the founder of LarryKeiterCoaching.com – a personal success process for Individuals, Teams, and Organizations. I learned early that “if it was meant to be, it is up to me. As I collaborate with leaders in today’s exciting times this fact is even more obvious: If you believe it, you will achieve it.

I have been fortunate to collaborate with great companies over my career and with many great leaders who inspired their teams with a feeling of positivity. These leaders created an enthusiastic vision of HOPE for the future. I have learned from these leaders that their role was not to create more followers, but to create more leaders. Leaders of self. Leaders of others who carry the vision of HOPE! 

Successful Individuals, Teams and Organizations are continually learning, continually assessing, and continually improving. This is how the power of HOPE takes shape in today’s uncertain and every changing world. Do it! Try it! Fix it! That is the lesson of continual learning! 

OWNER OF LARRYKEITERCOACHING.COM – EXEC COACH AND ORG DEV FACILITATOR  

• 2ND VP AMERITAS TALENT STRATEGY – 14 YEARS

• GALLUP CERTIFIED STRENGTHS COACH – 2017, 2019, 2021

• CURRENT UNIVERSITY OF NE-LINCOLN CLIFTON STRENGTHS INSTITUTE ADVISORY BOARD

• UNL HR 2021 ADVISORY BOARD MEMBER AND EDUCATION SPEAKER

• GALLUP SUMMIT KEY-NOTE SPEAKER – JUNE 2021

• STRATEGIC MANAGEMENT MBA 2016 - REGIS UNIVERSITY

• WALMART STORE, DISTRICT & MARKET MANAGER – 20 YEARS

• UNITED WAY BOARD AND TOCQUEVILLE MEMBER – 2016 – CURRENT

• FITNESS AND GRAVEL BIKE ENTHUSIAST

Sam Walton did not create Wal-Mart by accident. He very simply and methodically attracted those individuals who understood that how you do anything is how you do everything. It was at Wal-Mart that I learned that leaders attract who they are, not who they wish they could be. As a manager and district manager at Wal-Mart, I also learned that my role was not in the retail business but in the people business.

He introduced me to “strengths” by saying I should do “whatever I am big enough to do” I later ran into Gallup and realized those words Sam used inspired tendencies that had “names,” descriptions! 

While I have moved on to help other organizations and individuals develop themselves and their leaders to achieve results, those past learnings have not changed. They have become more obvious.

For individuals and organizations to continually grow and develop, they must receive continual open and honest feedback. The further you move up in an organization, the harder it is to receive unbiased straight-forward feedback. The larger your organization, the more difficult it is for the leadership team to receive accurate, timely feedback and act collaboratively and appropriately on that feedback.

I learned early on as a leader that a leader’s role is not to make people comfortable, but to make them better. It is the leader’s responsibility to set the expectation through teaching and coaching. Leaders should share lessons learned along their career paths and always understand that team members also have important contributions to make. The best leader in any achieve situation uses all the tools and talent around them to think and act strategically about what is best for the people and the organization primarily. We will be the same people/leaders in 10 years that we are today with two exceptions:

• the books or the information we put into our brains, 

• and the people we associate with.

Where do you want to be in 10 years? Could it really be that simple?