Co2 is a catalyst for leaders, teams,
and organizations when they realize that
to achieve their objectives, they need to change.

Greg works with senior leaders and leadership teams to develop growth strategies,
and build teams capable of implementing those strategies to achieve sustainable revenue and profit expansion.
His work focuses on aligning the members of the client’s executive team as a critical step
in clarifying and then implementing any strategy. Without clarity and alignment, sustainable results are impossible.

Greg Collins is a management consultant and leadership coach who helps clients develop, articulate, and successfully communicate growth strategies, and build teams capable of implementing those strategies to achieve sustainable revenue and profit growth. His work focuses on aligning the members of the client’s executive team as a critical step in clarifying and then implementing any strategy. In doing so, Greg focuses on both individual and organizational change as the means of delivering results.

Greg designs and leads interventions using a combination of Strategy, Organization Development (OD), Adult Learning, and Coaching perspectives and tools. In his strategy development work, Greg utilizes a fact-based problem solving approach that relies on classic strategy tools used by firms like McKinsey and Bain. In his OD and Coaching work, Greg places significant emphasis on enhancing the effectiveness of his clients as individual contributors, as managers, and as leaders.

He uses a variety of tools and frameworks; and he pays close attention to the language people use as a lens into the way the organization and its people avoid, accept, or confront difficult issues.

Greg generally works with an organization’s leader(s) and leadership team concurrently. Greg has the ability to sense and make explicit subtle “disconnects” between members of a team. Much of this work centers on influencing the members of his client organizations to expand their candidness with one another and to take greater responsibility for their actions as organization members. His goal is to help clients increase their individual and team effectiveness. He achieves this goal through a combination of attentive listening and observation, frank discussion, thoughtful intervention, as well as building capability and awareness in his clients.

Greg holds the belief that most consulting and coaching provides little lasting value to the client organization because most consultants and coaches, although adept at engaging their clients’ brains, fail to adequately engage the heart, spirit, and imagination of their clients and their organizations or don’t sufficiently appreciate the context within the team or within which the business operates.

One outcome that Greg seeks to deliver in all of his client systems is an appreciation on the part of his clients that leadership and strategy development are active and dynamic processes that have the power to enhance or harm their organization’s ability to achieve its goals. Greg’s differentiating strength is his willingness to be an instigator or provocateur and to take challenging stances in an effort to help clients and their organizations achieve tangible results. He does so by having a point of view and being willing to share it as a means of getting difficult issues out in the open.

His experience over the last couple of decades is evenly split between consulting and having P&L responsibility in a variety of businesses. Greg was previously a founder and Partner in Axia Ltd. And before that he was a member of the management team of two other Boston-area consulting firms. Having been an entrepreneur and operator, he is also well versed in most aspects and phases of developing and running a business. These experiences enable Greg to appreciate both the context within which his clients operate as well as engage in substantive discussion about real day to day operating and management issues. His clients appreciate Greg’s operating background and his ability to “walk in their shoes.”

Greg has more than 20 years of due diligence and acquisition integration experience. He has developed a robust model and set of tools to assist his clients in effectively integrating acquisitions. His model is different in that it emphasizes culture, communication, employee transition, and on-going organizational learning. Most integration approaches focus too heavily on the transaction – and for a lack of focusing on the more difficult and important people issues, fail to capture the value upon which the purchase price was predicated.

His clients operate in both the for-profit and the not-for-profit sectors, and range from small start-ups to Fortune 50 global companies. Over the last 30 years, Greg has worked with clients in North and South America, Europe, and Japan. A partial list of clients includes: Pfizer, Philips/Intermagnetics General Corporation, Motorola, Cadbury Schweppes, Adidas, Dover Corporation, Sumitomo Heavy Industries, Energizer Holdings, New Balance, Kryptonite, Phat Farm, and Seven Cycles.

Greg holds a Master’s degree in Public and Private Management from the Yale School of Management and a Bachelor’s degree in Economics from Cornell. He has also done coursework in Change Leadership and Adult Learning with the faculty from Harvard’s Graduate School of Education.

Greg Collins
Greg CollinsPrincipal
In a world where so few people have standards it is refreshing to work with someone who believes in something. His belief system can be challenging and that is one of his great values … since he is willing to challenge himself and his beliefs, an opportunity for others to challenge theirs is created. All of this in a setting of respect for others and with a strong dose of instigation thrown in for good measure.
– Former Client
The level of expertise you were able to bring to the table and your willingness at appropriate times throughout the process to be candid and invite us to be more candid with ourselves reinforced the value you brought our organization.
– Former Client