Online Coaching Pioneer LeaderAmp Wins Innovation Lab Award and Psychology Research Grant

For Immediate Release

Industry peers recognize the power of AI-based mobile leader coaching

Vacaville, CA (June 12, 2018) – LeaderAmp, an award-winning provider of AI-driven coaching software, has been awarded two major industry awards. The Society for Industrial and Organizational Psychology (SIOP) awarded the company the Douglas Bray and Ann Howard Research Grant. LeaderAmp is the first team of business people to receive this award, which includes a $10,000 prize. LeaderAmp CEO Dr. Matthew Barney was also named a Sterling Circle member of SIOP for his contributions to the organization over the last 25 years.

In addition, after being selected as a finalist in the Innovation Lab competition by the Association of Test Publishers, LeaderAmp went on to win the Judges’ Success Award. The company was acknowledged for its innovative high-touch, high-technology approach to scaling assessment and coaching.  

“The bottom line is that traditional models for coaching and leadership development aren’t sufficiently effective because they are nearly impossible to scale and are almost impossible to tie to credible success metrics,” says Dr. Matt Barney, CEO of LeaderAmp. “These awards aren’t just a recognition of our company - they are a recognition of the changing paradigms in coaching as the result of the marriage of artificial intelligence, organizational psychology and psychometrics.”

About LeaderAmp
LeaderAmp provides a mobile platform for computer adaptive measurement and expert coaching augmented by four patent-pending types of Artificial Intelligence. LeaderAmp solutions leverage cutting-edge science and technology to help coaches extend their relationships into clients daily lives and enable personalized, coaching programs on a global scale.

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Awards, 2018

The entire LeaderAmp team is thrilled to have won two important awards in 2018.  In February, we won the Judges Success Award at the Association of Test Publishers conference for our innovative high touch, high technology approach to scaling assessment and coaching.  Later in April, we won the Society for Industrial-Organizational Psychology's Douglas Bray and Ann Howard Research Grant for our prototype for "Persuasive Prose" - a natural language assessment and coach for influence.

Dr. Barney, LeaderAmp's Founder & CEO getting the Judges Success Award in February, 2018

Dr. Barney, LeaderAmp's Founder & CEO getting the Judges Success Award in February, 2018

Dr. Barney and Dr. Riley were the winners of the SIOP 2018 Bray-Howard Award, a research grant previously only awarded academics.

Dr. Barney and Dr. Riley were the winners of the SIOP 2018 Bray-Howard Award, a research grant previously only awarded academics.

Fire Leader Testimonial

Chief Tom Calvert and his fans.jpg

We're pleased that Battalion Chief Tom Calvert of the Menlo Park Fire Protection District in Silicon Valley is a happy client of LeaderAmp.  

Chief Calvert is pioneering the use of Drones in the Fire service, and participated in one-year of our high touch / high tech approach to coaching.  His leadership with drones has been recognized by the press recently, for improving safety in both small and big engagements.  Feel free to read his testimonial about his experience as a client of LeaderAmp here.



Baldrige Award Winning CEO's Clone Coaching Now on LeaderAmp

Sr. Mary Jean Ryan's AI Coaching

Sr. Mary Jean Ryan's AI Coaching

The very first healthcare organization to win the U.S. Malcolm Baldrige National Quality Award was SSM Healthcare, whose CEO at the time was Sister Mary Jean Ryan.    Ryan led the diverse healthcare organization to the win by inspiring every stakeholder in healthcare to rally around the patient. 

We are pleased to announce that we've just released Sr. Mary Jean's "Clone Coaching" for leaders who wish to learn from her approach to inspiring others in healthcare.  LeaderAmp's technology calibrates expert and famous leaders coaching, so that leaders who wish to grow can get daily suggestions for how and what they should practice that would be appropriately challenging - neither too hard nor too easy.

Designed to complement the work of a coach, it allows individuals to learn from famous experts by getting suggestions for how they should deliberately learn as part of their daily tasks, and journaling about the lessons they learn each evening.  These journal entries serve as a window for each coach to support clients in-between sessions.

Sr. Mary Jean had the following to say about why she has collaborated with LeaderAmp to provide her "Clone Coaching" to leaders around the world:


"For anyone who is committed to advancing in his/her chosen career, research has shown that working with a coach/mentor greatly increases the the likelihood for success.  Although coaching with an established professional is the ideal, the expert may have limited time to devote to this endeavor.  So what to do?  An innovative approach to this question utilizes technology (the smartphone), and the science of Dr. Matt Barney.  This program provides "clone coaching", an effective complement to personal coaching.  

LeaderAmp also provides the ability for charting improvements, both personally and professionally, which is an essential aspect of the individual's development plan. LeaderAmp is designed to achieve one thing: for an individual to become an even more successful, fulfilled Leader"

Four Symptoms Your Assessments are Obsolete

Computer circa 1910

Computer circa 1910

The popular assessment instruments for leaders have been useful for many years - or have they?  While they can look good, and give you the impression of deep insight, too many give unreliable insights.  Even those that have good science and practice behind them are often outdated.

How do you know when it's time to modernize your assessments? Here are four symptoms:

1. Too Long

Ever hear this complaint?  Most people don't want to complete long, tedious assessments, tests, or questionnaires.  The vast majority of self and multisource or 360 degree vendors require everyone to answer all questions.  But the new, computer-adaptive measurement approaches stop when they have enough information.  They are typically 50%-80% shorter than traditional computer-based or paper-and-pencil assessments. They are also more precise and accurate than other assessments when they are anchored on the latest meta-analyses that summarize the science in the area you're assessing.

2. Forget To Practice

Many great assessments also have well-written reports.  But too often, people forget about the report a week or two after they've read it.  Traditional approaches don't have a good way of helping people implement, even when a coach or a manager is not available.  Today's technology solves this problem.  With small "tweet" sized suggestions for what each person should practice, your mobile device suggests behaviors you should practice.  By scheduling when you want to practice, systems like LeaderAmp mass-personalize the best expert recommendations for stretch actions that are not too hard, or too easy but just right for you.

3.  Lack On-the-Job Support

Another challenge with traditional assessments is to know when people struggle to apply the insights to their development.  When they have a coach, only when they're with their coach, and by scheduling time in their calendar do they have tools to help them remember to practice, self-reflect, and journal about the lessons they learned from practice.  Today's technologies now give new forms of reminders about when and what to practice, but also when they should not forget to reflect on their learnings.  By speaking into their journal using a voice-to-text software like Siri, they are both developing themselves, and giving their coach an elegant window into their mind.  Coaches can then support, compliment or nudge via their mobile devices as appropriate.

4.  Pricey

In the past, assessments and coaching just didn't scale to large groups of employees globally.  Today's cloud/mobile technologies allow you to screen for the people who demonstrate their seriousness in applying artificially intelligent coaching to their job, and then support them via their cellphone, no matter where or when they need help.

Leaders as Olympic Athletes

The first Vietnamese Gold medalist, Hoang Xuan Vinh

The first Vietnamese Gold medalist, Hoang Xuan Vinh

In Rio, the top athletes from around the world are completing in the Olympics in Rio.  Would we really expect any athlete to win the gold without a great deal of serious practice? Why would something complicated like leadership be any different?

Like Olympians who relentlessly beat their own world records, great leaders pursue their own development as a life­long journey.  They practice nearly every day, to continually grow.  But before triggering the starting gun, leader development professionals must uncover the racers most capable and passionate about their career. This separates the leaders who just want to hang­out in a high potential club for the status, from those who are as serious about their self development as an Olympian. Computer-­adaptive assessments are to leader measurement what digital stopwatches are to sprinters - the most precise and accurate available.

But how do you make sure that the leaders who practice will follow through? Consider having each candidate literally sign a contract, promising to practice leader coaching exercises with their complete attention at least once per week. Like a swimmer in a time trial, leaders must agree to seek out new insights from each "lap" they take in their daily leadership tasks, and then make notes regarding the lessons they've learned in a digital journal. 

A leader's digital journal catalyzes two elements to the traditional leader development process. First, by having leaders use a digital journal every week, their personal coaches can proactively intervene without waiting for the next coaching session. Second, the digital aspect of the journal makes it easy to maintain a leader's confidential journal as private, while simultaneously identifying which leaders are not progressing. By following a framework that includes action learning and the latest coaching technology, leaders become more engaged in­­and accountable for ­­their own development.