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.Education, Experience,
Leadership by example

 

“As an Internal Leadership Consultant at Quality Stores, Hope was responsible for developing and improving the leadership skills of middle and upper management and executives. In this position she was a very effective and patient group leader. In my opinion her leadership developmental skills were directly responsible for the growth of both sales and profitability during Quality Stores aggressive growth years. I would highly recommend her to bring out the best in any organization’s management team.”

- Tom Puckett
Owner
Medalist Marketing, LLC

 

 

 

 

 

 

 


“Laura has had a tremendous impact on my effectiveness and that of my top staff. How? She brings a different perspective, a different way of seeing a problem – different from the typical management consultant. Through her psychological perspective, she is able to offer deeper, more effective solutions. Often she offers a long-term process that can be integrated into the organization, thus solving many problems, not simply the presenting one. With her aid, we have been able to find next steps to what had previously been insoluble problems”

– Therese Rooney
Former CEO
Insurance Company

Professional Leaders


Partners


Hope HillsHope I. Hills, Ph.D,is the founder and president of Circle Consulting Group, LLC. A psychologist since 1986, and a Leadership and Organizational consultant since 1991, she brings a breadth and depth of experience to her work with leaders and their organizations.

Throughout her years as a psychologist, Hope has applied solid psychological theory to real life issues. Her work researching and utilizing the Interpersonal Circle is extensive and has created a solid, actionable model that she uses to help individuals, teams and organizations become more effective.

Her years of teaching, research and practice support her extraordinary track record as an executive coach. She has designed a Life Line Process that enables leaders to recognize the life experiences and core beliefs that are holding them back from getting the results they want. She is the invited author of a chapter on coaching men in business that outlines her approach.

Her work with Executive and Senior Teams routinely results in their performing higher than expected. She has designed and implemented very successful succession planning and high potential development processes. Her design for high potential and executive development focuses on creating a “new learning environment” around the individual by involving direct reports, peers and supervisors.

Hope is also an accomplished trainer and speaker. She has been invited by numerous organizations to present workshops and speak on the Interpersonal Circle, Psychologists as Consultants, Managing Change, and Diversity in the Workplace.


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Laura WimbishLaura Wimbish, Ph.D. For the past 20 years, Laura has worked extensively with executives and their teams to create high performance organizations capable of meeting the challenges of an increasingly complex and globalized marketplace. A licensed psychologist and partner in the Circle Consulting Group, her focus is on developing leadership potential in the workplace by helping people transcend self-limiting perceptions, attitudes and interpersonal behaviors.

Prior to joining Circle Consulting, Laura was a principal in the Chicago-based WorkGroup Consultants, Inc. She was also the President and founder of Chicago Psychological Services and Consulting.

Laura’s approach integrates what she has learned from many years of psychological practice as well as her experience as a consultant and coach.

Her areas of expertise include executive coaching and leadership development, assessment, needs analysis, organizational realignment, change management, team building, work/life balance and critical incident services.

Benefits clients have received by working with Laura include healthier, happier and more effective leaders, a more vibrant and positive culture and working environment, greater enthusiasm, creativity and initiative on the part of employees, decreased employee turnover, increased morale, enhanced productivity, more openness to change, and a recognition of continuous learning as a cornerstone of personal and professional growth.

 
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