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Creating Progress in a world of change by dean lindsayDean on PROGRESS Leadership ® 

It takes more than the title of supervisor, manager, or “change agent” to lead people in the direction of progress.  We all want to partner with organizations that bring progress to our lives.   

Dean’s popular PROGRESS LeadershipPrograms include:

  • PROGRESS Leadership for the C-Suite

  • PROGRESS Leadership for Sales Professionals

  • PROGRESS Leadership for CSRs

  • PROGRESS Leadership for HR Professionals

  • PROGRESS Leadership for Project Managers

  • PROGRESS Leadership for Supervisors

Change Management Speaker Best Top Humorous Creating Progress in a World of change

Human Resources Keynote Speakers“Dean Lindsay’s Progress Leadership’ program is extremely insightful and thought provoking, truly a must see!  I would encourage all committed leaders – what Dean calls Progress Agents – to adopt the concepts he shares in this refreshingly helpful and wildly entertaining presentation. PS… can’t wait to read the book!” – LeAnn Jeter, PHR, SHRM-CP, Co-Founder of The Strategic HR Forum


Contact Dean Lindsay to discuss your PROGRESS Leadership ® Needs.

Call him at 
+1 (214) 457-5656 or Click Here to Fill out Our Contact Form.


Dean Lindsay on PROGRESS Leadership ® 

Employees and team members (especially millennials)  do not want managers to manage their change.  They want leaders to lead their progress.  Let’s call “initiating significant change” what it truly is (or should be): 

Progress Leadership.  

In a time of continual transformation, committed leaders should focus on inspiring the progress, not apologizing for the change.  Committed leaders don’t just TELL people what to do.  Committed leaders include others in the progress as well as the process.  It is reasons that shape, nourish, and sustain the thoughts that create the actions necessary to reach desired results. Moving our focus from change management to PROGRESS Leadershipcreates a shift in power from wielding power over employees to creating power among employees.  Committed leaders thus create a work culture in which empowered employees are committed to finding what is truly the next step forward.

Companies are most successful at “initiating significant change” when the reasons to act connect personally with the individual employees making the alteration in behavior.  If the reasons don’t connect with the individual, then the planned progress will be viewed as merely change and will be resisted or at least not acted on.  Team members may still physically clock in but have often mentally checked out. 

Committed leaders work to positively influence thoughts and feelings as well as oversee actions.  We live in a world of influence.

Intense focus on feelings in a time of transformation is often described as the “human side of change management.”  This always gives me pause.

The “human side” of businesswhat other side is there?  Some might say the company side.

So then, the company and the humans are on different sides?   That’s the problem right there.  Companies are formed by people (humans) partnering to get their wants and needs met by helping other people (humans) get their wants and needs met.  Leaders who do not take the individual into account and do not plan for the human side of Progress often find themselves scratching their heads about where their plans went wrong.

When the next shift happens or next big thing comes our way, we internalize it, and size it up as Progress or Change.  All progress is change, but not all change is progress.  We should be careful not to mistake mere change for progress.

To Change Is Human; to Progress, Divine.

Because progress is subjective, there is no single factor that clearly determines whether an event represents progress or change.

However, we can say that we:

  • Start businesses to progress, not change

  • Hire employees to progress, not change

  • Work on teams to progress, not change

  • Make the tough choices and the tough phone calls to progress, not change

  • Keep our cool when dealing with challenging customers or co-workers to progress, not change

The business term change management has been around for a good long while.  The term relates to “initiating significant change” within an organization’s processes.  This change can include anything from altering work culture to embracing diversity to modifying an individual’s work tasks to increasing company morale and loyalty.

The problem with the term “change management” is that no one really desires to change or plans to change.  We desire and plan to progress.

Without personal commitment to execute, new organizational plans and initiatives often fail.  Execution is assured by establishing clear links between operations, strategy, and team members.  Progress leadership means working to understand and communicate how a team member’s personal goals can dovetail with the organization’s goals and thus create true commitment that gets the team member to act – because he or she wants to, not because they have to.  Progress Leadership means striving to help others find meaning in their work.


 Contact Dean Lindsay to discuss your Organizational PROGRESS LEADERSHIP ® Needs.

Call him at +1 (214) 457-5656 or Click Here to Fill out Our Contact Form.


top change management speaker“Your message was extremely appropriate to our Sales Leaders during these uncertain financial times. As you are aware, like most major corporations, we are dealing with lots of change both with the economy and organizationally and your message was relevant and on the mark.   Dave Nostrand, Vice President, Sales – Eastern Region, Marriott International, Inc.


International Sales Speaker Client“We had Dean speak at our international Business Partner Conference in Stockholm, Sweden. Dean delivered a very energetic, dynamic and humorous motivational speech for our international Group of reselling partners, focusing on change and progress. I can highly recommend him.”  Sofia Löfblad, Marketing Director at Handheld GroupAB   


Progress Leadership 



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