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photo by Terry Blackburn-3141.jpg
Kevin Pitts
President and Strategic Advisor

Kevin Pitts is a seasoned executive coach, consultant, facilitator, and was an adjunct faculty member at Drexel University and moderator for Harvard Business Publishing, who has led workshops, consulted with senior leaders, and coached executives across the country.  His experiences in executive coaching and leadership development have allowed him to see the best and worst practices of world-class organizations as he partnered with them to drive organizational and individual effectiveness.  Kevin’s mission is to help people and organizations achieve business results by facilitating sessions and advising executives from where they are today to where they want to be in the future.  His most satisfying sessions happen when he is able to actively listen to clients and ask the right questions that provide clarity on the problem statement and the solution. 

Experience and Expertise

Kevin worked most recently for Duke CE and the University of Michigan in their executive education departments. He is also proud to have worked for the Strategic Management Group and continues to work for PCG, LLC, a consulting and training organization working with the Fortune 500, mid-sized firms and others to solve business problems related to executive leadership, team dynamics, leadership succession, and high-performance teams.  In his capacities, Kevin has managed project teams solving various business problems.  He designed and developed a leadership program for the 3rd largest global banking institution to enhance the financial awareness of the key leaders within the IT department.  This initiative entailed baseline assessments through surveys and interviews, executive coaching, product development, and the execution of the solution for 1300 key leaders of the organization.

Kevin also designed an 8-month development program for a Japanese Manufacturer consisting of action learning sessions, assessments, facilitation, and executive coaching.  The high potential developmental program challenged the participants to solve problems that were currently residing in the Office of the CEO. In addition, the high potentials received extensive coaching related to their leadership style identified by 360-degree surveys and personality assessments (FIRO B and Myers Briggs).  The resulting recommendations from the group along with their personal and organizational leadership development plans were approved and executed by the senior leaders and resulted in cost savings and increased sales for the organization.

For a leading pharmaceutical and chemical firm, Kevin executed a major change program. The fundamental purpose of the engagement was to assist in the integration of a major merger.  This engagement entailed needs assessments, organizational design, training, coaching, and consulting.  The project has been credited with creating a faster integration process, resulting in a larger ROI for the acquirer.

A leading chemical firm hired Kevin and his team to engage in a leadership initiative concerning inclusion and engagement.  This assignment entailed working with the leadership team to identify the direction and intent of successful employee engagement.  The initiative was initiated as a result of a less than desirable pipeline of diverse leaders, new ideas, and new products.  The engagement focused on aligning middle managers to the inclusion vision needed for the success of the business as innovation and creativity were major strategic thrusts of the senior leadership team. 

Kevin’s key areas of expertise include:


  • Advising multiple levels of senior and middle management teams to facilitate team development and change in various personal and operational business objectives.


  • Facilitating senior management and division managers toward alignment using strategic planning tools and techniques such as; trend analysis, structural analysis, the 7S framework, and a proprietary strategic thinking process.


  • Designing solutions for leaders using his expertise in leadership succession, assessments, simulation, and digital technologies, along with change management skills incorporating gap and stakeholder analyses to help leaders pivot to new behaviors.

Questions that Mr. Pitts has partnered with business leaders to address via one-on-one coaching/advisory sessions and/or facilitated group sessions are:

  • What changes in the environment will have the biggest impact on the success of the firm?

  • What initiatives should we execute to ensure success relative to the trends in the environment?

  • Given the business focus and trends in the industry, what additional skills do we need to enhance our ability to make a difference and exceed the goals?

  • What behavioral changes might we initiate that will have the greatest impact on achieving the required organizational goals based on the changes in the environment?

  • What are the most important barriers to successful execution personally and organizationally of the behavioral changes needed given our policies, incentives, structures and culture?

  • What cultural changes will provide the biggest impact? What will be the impact on our leadership succession plans? 

Client Quotes

“I really enjoyed Kevin’s style.  He provided a comfortable learning atmosphere where all were engaged by choice despite the urge to check emails and respond to the fires. Nice job.” SVP, ELC


“I thought Kevin - my coach was fantastic. He is a coach’s coach. He was enthusiastic, engaging, and held my interest throughout each and every session. I believe I walked away with some useful knowledge from the coaching.” VP, Panasonic


“Kevin was incredibly well-respected in the “C suite” throughout the strategic planning sessions, and this alone provided the momentum necessary to ensure that our senior team, combined with some future leaders, will work diligently to implement our new strategic direction at every level of the organization. He coached the “C suite” to model what we painstakingly decided to be our new strategy, values, and behaviors going forward.”  CEO, AAF McQuay


“You the Coach” was my favorite seminar of the 29+ years I’ve been here.  Kevin is the best coach and facilitator yet!” VP, ELC

Professional Certifications and Speeches

Mr. Pitts as a leader of leaders is skilled in various leadership tools that effectively guide executives through the maze of power and politics that are barriers to leadership succession and strategy execution.  Kevin is certified in the following:


  • Certified by the Center For Creative Leadership 360 Benchmarks Assessment Suite

  • Certified in Inclusive Workplace Culture Specialty (SHRM)

  • The Executive Edge®:  The Coaching AdvantEdge™

  • Certified Myers-Briggs Type Indicator® (MBTI) and DISC Facilitator

  • Certified Effective Facilitator (Leadership Strategies)

  • Certified Strategic Planning Facilitator (Leadership Strategies)

  • Certified “You the Coach” (ELC)


Kevin has also spoken at the annual and professional conferences of PNC Bank, IBM, EMC, Panasonic, Xerox, GE, NBMBAA, NABA, NSBE, the OD Network, and National SHRM conference, Tri-State SHRM, Garden State SHRM and SHRM Diversity and Inclusion.

Education and Professional Associations

Mr. Pitts attended the Colgate Darden School of Business at the University of Virginia, where he received an MBA with a concentration in Finance and Organizational Behavior, and Colgate University, from which he received a BA in Philosophy. He was a Ph.D. candidate at the University of Pittsburgh in the area of strategy and organization with a passion for execution.   In addition to his academic studies, Mr. Pitts has published several articles in areas such as business strategy, total quality management, environmental scanning, and decision-making. 

More About Kevin

Kevin resides in Maryland and enjoys playing golf and traveling.  His interests include:  learning another language (Spanish), playing and watching sports, going on safaris and playing cards with family and friends.

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