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Paul Terry is a partner with LeaderFactor and is based in Boulder, Colorado.

Paul has nearly 25 years of experience working with leaders, teams, and organizations around the world. He has deep expertise in leadership development, team performance, and organizational change. He is particularly skilled in strategic human resources and helping leadership teams align their business strategy with their people practices and systems.

Paul helps leaders develop their team management and strategic leadership skills. He coaches individuals to identify concrete action plans for sustaining and accelerating their levels of contribution. Paul has led numerous engagements with clients in healthcare, pharmaceuticals, manufacturing, food and beverage, insurance and high tech industries. His work has included helping clients with solutions in change management, executive coaching, competency design, assessment, selection processes, training program design, talent development, career-pathing, and leadership succession strategies. He has led research engagements in the U.S., Brazil, and Asia on workforce demographics, behavior and contribution. He has authored several articles in the areas of performance management and succession planning.

Paul was previously a partner and vice president at Global Novations (now Korn/Ferry International), where he led the international partnerships function and provided client solutions in their respective markets. Prior to joining Global Novations, he was a division vice president of human resources at Emerson. Paul began his career with ExxonMobil in a variety of human resource roles. His background covers all aspects of human resources and includes experience in leading strategic human resource efforts in Europe, Asia and Latin America.

Paul holds a bachelor’s degree and MBA from Brigham Young University. He is also a Senior Professional in Human Resources (SPHR), and Professional Certified Coach (PCC) with the International Coach Federation and is certified in Hogan's Personality Inventory, (HPI), Hogan Development Survey (HDS), and Motives, Values and Preferences Inventory (MVPI), and Myers-Briggs.