We believe if,

You abuse, you lose

Apathy is the enemy, and

When leaders help their employees thrive, they thrive.

Everyone deserved a great leader. From his background in employee selection, engagement, and leadership,he knows companies live and die based on their ability to:

– identify and select ideal employees and leaders
– develop and grow highly engaged employees and leaders
– empower them with the systems and skills to create and deliver outstanding customer value

Like you, he struggled for years with giving feedback. Saying nice things was easy. Yet in leadership positions he found it hard to give feedback that could impact their pay or even their employment.

He wanted to be nice and there were times he had key employees that were highly skilled and hard to replace, but they were disruptive to the team. He was afraid if he challenged them they would leave.

The “Best Practices” he was being fed didn’t make things any better, so he began a quest to find a better way.

One thing he realized on his own was that it is very difficult if not impossible to change people. Really the only person that could change someone was that person.

Leaders need a way to help people grow and develop, to give and get feedback that made a positive difference to the individual and the organization.

Stephen helps leaders, particularly Healthcare Leaders that want to raise the bar on hiring and keeping really good employees. Leaders that recognize that there are far too many employees that are not engaged and weighing like an anchor on the organization.

Too many leaders are either fearful of giving feedback or creating a “hate and discontent” when they do give feedback.

Many of his clients started out saying such things as:

“Being a boss it is the hardest thing for me to do is tell someone they suck, not in those words but that is how it comes across to the employee.”


“Too many of my leaders avoid both giving and receiving feedback.”


“Being fearful of giving feedback and losing a team member, particularly a high demand skilled team member, many of my leaders prefer to not address issues and not give feedback because of the fear it won’t be accepted positively and used as an opportunity for development.”

Stephen has been a maverick in the human resources field and a student of leading edge neuroscience and how the human brain actually responds to how leaders are either supportive creating engagement or a hindrance creating disengagement has led me to a new approach.

Stephen is the author of,

The CEO’s Advantage—7 Keys for Hiring Extraordinary Leaders,

Leadership A Brain Friendly Guide,

Leadership Competencies A Brain Friendly Guide,

and the forthcoming book, Everyone Deserves a Great Leader

His educational background includes a master’s degree in management from the University of Redlands and two professional designations from UCLA, one in industrial relations and the other in organization and human resource development. Plus over 20 years of experience in corporate human resources with large and medium sized companies where he developed his reputation as being a maverick and thinking outside the box.

On a personal note

Stephen and his wife live in Broomfield Colorado and enjoy having their four children and six grandchildren all living close by.

In my spare time Stephen enjoys building projects around the house, reading both fiction and nonfiction, writing his own books and Ballroom dancing, especially the Waltz, Swing and Cha cha.

We invite you to learn more about and how his coaching, presentations, books and learning resources on leadership and performance development can make an extraordinary difference in your work and life.

Action Insight, Inc. – Broomfield, Colorado 80020

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Topic areas: Effective Leadership, Employee Engagement, Performance Feedback, Stephen Moulton, feedback, neuroscience, hiring, interviewing,