Driving impact with
people focused solutions

Our Impact

More than a training company, InnerWill is a 501(c)(3) nonprofit that invests in the organizations and people it serves through personalized solutions built to ensure positive and measurable impacts. We can tell you about how beneficial Values Based Leadership (VBL) can be – not only for employee satisfaction and engagement, but also for increasing productivity, achieving greater alignment around strategy and mission, and ultimately, achieving a better bottom line – but it sounds better coming from the people and organizations we’ve helped. Our clients have witnessed firsthand the power and potential of VBL.

Some of our amazing clients

Client impact stories

InnerWill Family Business Impact

The InnerWill Leadership Institute teaches the necessary skills to strengthen leadership capabilities and drive results, through the practice of Values Based Leadership for Family Businesses and the Families behind them.

Proudly partnering with organizations
and the families behind them all across
the United States.

Proudly serving all across the United states.

I was familiar with InnerWill. I knew many of the folks at Luck Stone and knew Charlie Luck’s passion for values based leadership and his vision in creating InnerWill. In addition, Tom had done several presentations at VTCA meetings. I knew that we needed help in selecting my successor, and I knew that Tom could help us identify our organization’s core values identify and implement a process to get the right leader on board. VBL was critical to VTCA’s succession planning process because we had to ensure the new leader’s values aligned with ours. We realized that if we weren't clear on the values that our organization and the values that the candidates had, we could very easily end up with the wrong candidate. InnerWill helped us identify and clarify our organizational values, and develop a robust interview and selection process. It was amazing as we went through the process on how we were able to ask the right questions, successfully vet candidates and develop a selection system to make sure that we were getting the person that aligned with our Mission, Vision, and Values. We were all very impressed by the process that InnerWill took us through and couldn’t have done it without their help."

Jeff Southard,

VTCA

We knew it was important to have clarity on what our values actually were. Without that, our leadership team could not be aligned to ensure we were hiring within the values and holding our team accountable to what Kenmore believes in. It gives us a scale to work within and to make sure each of, individually, are staying true to ourselves and our core beliefs as a company. What was holding us back is a framework to create our MVV and InnerWill had the tools and talent necessary to bring it altogether with us. Meeting with InnerWill to create this was the first part that provided an immediate impact. Our team, across the company, was meeting to discuss and come up with our mission, vision and values. That teamwork really set us up for success because it allowed buy-in across the company to the values since we were creating them together and not just passing down the ideas from one person. Using the language was a little awkward at first, but now it’s really second nature! When we need to coach someone, we can point at our cards and say things like “How can we take personal accountability in this situation?”. If we need to redirect, we can say “That is not communicating effectively, how can we try to get that message across in a more clear and positive manner?”. It impacts our culture every single day since everyone is on the same page with expectations and knows we all live them. It’s really transformed the leadership team since we have the confidence in our MVV. As I stated, it’s great for accountability for coaching, but even better for handing out Kudos! Every Friday, we start our production call with shout-outs for the week. We incorporate our values into that call by asking to speak about team members that displayed Kenmore’s values. It’s so awesome to hear how and who the team members are every week that showed passion, community, drive and upholding our reputation. The entire company gets to celebrate that. Kenmore is going to continue to invest in our people as we believe that is why we exist and our purpose. We do this by investing in technology and digital advancements to service our clients. We strongly believe in creating value for our clients through embellishments, service, and always being on the cutting edge of direct mail."

Kristin Ogo,

COO, Kenmore Envelope

We knew it was important to have clarity on what our values actually were. Without that, our leadership team could not be aligned to ensure we were hiring within the values and holding our team accountable to what Kenmore believes in. It gives us a scale to work within and to make sure each of, individually, are staying true to ourselves and our core beliefs as a company. What was holding us back is a framework to create our MVV and InnerWill had the tools and talent necessary to bring it altogether with us. Meeting with InnerWill to create this was the first part that provided an immediate impact. Our team, across the company, was meeting to discuss and come up with our mission, vision and values. That teamwork really set us up for success because it allowed buy-in across the company to the values since we were creating them together and not just passing down the ideas from one person. Using the language was a little awkward at first, but now it’s really second nature! When we need to coach someone, we can point at our cards and say things like “How can we take personal accountability in this situation?”. If we need to redirect, we can say “That is not communicating effectively, how can we try to get that message across in a more clear and positive manner?”. It impacts our culture every single day since everyone is on the same page with expectations and knows we all live them. It’s really transformed the leadership team since we have the confidence in our MVV. As I stated, it’s great for accountability for coaching, but even better for handing out Kudos! Every Friday, we start our production call with shout-outs for the week. We incorporate our values into that call by asking to speak about team members that displayed Kenmore’s values. It’s so awesome to hear how and who the team members are every week that showed passion, community, drive and upholding our reputation. The entire company gets to celebrate that. Kenmore is going to continue to invest in our people as we believe that is why we exist and our purpose. We do this by investing in technology and digital advancements to service our clients. We strongly believe in creating value for our clients through embellishments, service, and always being on the cutting edge of direct mail."

Kristin Ogo,

COO, Kenmore Envelope

For us, our VBL journey was centered around simply formalizing our culture and recognizing our DNA that was already there – the evolution was natural. What transpired at about the same time was a generational transfer of leadership. We had many of our founding leaders starting to transition into the next chapter of their lives, and many junior leaders who were transitioning into more senior roles within the organization. This underlined the importance of embracing Values Based Leadership development for ourselves and for the next generation of leaders so that the next transfer of power, for lack of a better way of putting it, of ownership, and of roles was more seamless and more consistent with our culture. Additionally, as we got bigger, we knew it was critical to preserve the culture and make sure that it continues to be nurtured – across all of our diverse business units and through planned and unplanned changes. Our single most valuable asset – the asset that's irreplaceable - is our people. I think if you start from that premise and recognize that your human resources as valuable as your capital resources, you must protect both. You must invest in both -- just like our company's founders who from day one reinvested 90% of their profits back into the company to compound and accelerate growth. We have the same investment strategy when it comes to our people. You don't know for sure where that next superstar necessarily is within the company, so it’s just common sense to develop everyone as leaders. Simply put, we want more high achieving managers and leaders performing at their best. Through VBL, I've seen a positive change in every single member of the team that reports to me. I've been through a bunch of leadership development programs with public companies in my past careers – they weren’t all bad but they didn't challenge you, and they didn’t really change you. As far as this program, across the spectrum of all our people who’ve been through it, I've seen positive changes in different aspects of how they lead. I think that the most fundamental and shared change I’ve seen is the increased self-awareness and truly understanding how you're wired, how you show up, how you manage personality styles, and how you navigate conflict. It's really easy for people to have really high IQ. It's a little more challenging for them to develop a really high EQ – and that’s what this program does. What in the past would've taken someone five years to evolve naturally – we can do it in a year. We can accelerate the process through this experience and advance ourselves as leaders – and the swifter we prepare ourselves as leaders, the sooner we’re going to achieve success. It is a win-win."

Steve Fritz,

COO, HHHunt

For us, our VBL journey was centered around simply formalizing our culture and recognizing our DNA that was already there – the evolution was natural. What transpired at about the same time was a generational transfer of leadership. We had many of our founding leaders starting to transition into the next chapter of their lives, and many junior leaders who were transitioning into more senior roles within the organization. This underlined the importance of embracing Values Based Leadership development for ourselves and for the next generation of leaders so that the next transfer of power, for lack of a better way of putting it, of ownership, and of roles was more seamless and more consistent with our culture. Additionally, as we got bigger, we knew it was critical to preserve the culture and make sure that it continues to be nurtured – across all of our diverse business units and through planned and unplanned changes. Our single most valuable asset – the asset that's irreplaceable - is our people. I think if you start from that premise and recognize that your human resources as valuable as your capital resources, you must protect both. You must invest in both -- just like our company's founders who from day one reinvested 90% of their profits back into the company to compound and accelerate growth. We have the same investment strategy when it comes to our people. You don't know for sure where that next superstar necessarily is within the company, so it’s just common sense to develop everyone as leaders. Simply put, we want more high achieving managers and leaders performing at their best. Through VBL, I've seen a positive change in every single member of the team that reports to me. I've been through a bunch of leadership development programs with public companies in my past careers – they weren’t all bad but they didn't challenge you, and they didn’t really change you. As far as this program, across the spectrum of all our people who’ve been through it, I've seen positive changes in different aspects of how they lead. I think that the most fundamental and shared change I’ve seen is the increased self-awareness and truly understanding how you're wired, how you show up, how you manage personality styles, and how you navigate conflict. It's really easy for people to have really high IQ. It's a little more challenging for them to develop a really high EQ – and that’s what this program does. What in the past would've taken someone five years to evolve naturally – we can do it in a year. We can accelerate the process through this experience and advance ourselves as leaders – and the swifter we prepare ourselves as leaders, the sooner we’re going to achieve success. It is a win-win."

Steve Fritz,

COO, HHHunt

There's literally not a day that goes by that I don't get something InnerWill has taught to one of my senior managers repeated back to me. One of the places where we've strategically used InnerWill is to continue developing our rock stars. InnerWill’s impact has been felt throughout the organization. The power of the executive coaching has allowed our team to really understand and embrace different perspectives – and to see our challenges and our solutions much more clearly – thus helping the team meet their goals and bring about organizational success. The leadership sessions we’ve done as a Senior Team have resulted in everything from performance improvement to interpersonal disagreements being better navigated, to just straight up stronger professional development. Our work with InnerWill has made Dcode stronger across the board."

Megan Vorland,

Co-Founder & CSO, Dcode

Driving impact with people focused solutions

Our Impact

Some of our amazing clients

Client impact stories

InnerWill Family Business Impact

Proudly partnering with organizations and the families behind them all across the United States.

Proudly serving all across the United states.

Jeff Southard,

VTCA

Jeff Southard,

VTCA

Kristin Ogo,

COO, Kenmore Envelope

Kristin Ogo,

COO, Kenmore Envelope

Steve Fritz,

COO, HHHunt

Steve Fritz,

COO, HHHunt

Megan Vorland,

Co-Founder & CSO, Dcode

Megan Vorland,

Co-Founder & CSO, Dcode

Driving impact with
people focused solutions

Proudly partnering with organizations
and the families behind them all across
the United States.