Leadership Is a Coherence Problem. Matthew D. Anderson Helps Leaders Fix It.
Matthew D. Anderson, MS, MBA
Executive coach, keynote speaker, and CEO of Leadership Coaching for Results. Matthew helps high-performing leaders align behavior, communication, and culture to drive trust and performance under pressure.
Expertise
Specializes in transforming conflict into collaboration, focusing on topics like DEI, hybrid engagement, and vulnerability in leadership.
Author
Author of the book, There’s No Such Thing as Right and Wrong, which discusses overcoming conflict.
Consulting
He would help you identify where your leadership effectiveness is breaking down not at the technical level, but at the level of trust, clarity, and behavioral coherence.
Clients
Past clients include Delta Dental, Michigan State University (MSU), and LAFCU.
What makes Him different?
What distinguishes Matthew is not just subject-matter expertise but cognitive style. He is known for high-throughput pattern recognition and the ability to rapidly synthesize complex human and organizational dynamics into clear, actionable frameworks
More Info:
- Matthew works with his average 1-1 client for 16 months.
- Within 12 months, the average client has found over $100,000 in new monies or savings.
- Within 12 months of completion, 84% of those seeking advancement are promoted.
- Most Coherence Audits take 6-9 months (3 if you are really fast), and typically result in identifying between 5-15 significant points of institutional incoherence.
- Matthew’s unique ability to stack an approach creates an environment where some issues self-resolve without your effort, making more durable solutions with low social cost.
Guess What?
Matthew D. Anderson works with leaders and organizations that are technically strong—but operationally misaligned.
Through his neuroscience-informed and behaviorally grounded approach, he helps clients:
• Transform conflict into strategic collaboration
• Increase performance without increasing internal friction
• Communicate with clarity under pressure
• Build cultures rooted in trust and accountability
The result: leaders who don’t just manage outcomes—they stabilize and scale them.
