You will be trained by people who have done the job.

Michael Crain is the CEO of Predictive Wins Training, where he works alongside organizations and teams around the world to strengthen how they sell, lead, communicate, and earn the market share they deserve.

With twenty-seven years of experience across industries, cultures, and countries, Michael has developed an affinity for connecting dots, recognizing patterns others may not immediately see, and helping teams find clearer paths to meaningful results.

At the heart of his work is a simple belief: differentiation is one of our greatest force multipliers. Michael's approach combines experience with an unrelenting curiosity and a genuine desire to learn alongside the people he serves.

For Michael, success isn't simply delivering great training or advice. It's helping people see something differently, do something differently, and create results that last.

Ease of understanding, communication, and organization: that is what Hilary provides for clients. Her specialty is enablement delivery, getting training programs produced and running across regions, audiences, and formats, and keeping the complexity on our side of the table rather than the client's.

The through line is the operating layer underneath a program: the plan and the sequencing, the schedules and logistics, the materials and versions, and the reporting leadership uses to see what is actually happening. She works predictive, agile, or hybrid depending on what the program needs.

Inside a delivery team she is the connective tissue, the reason a group of specialists shows up as one coordinated effort rather than four separate calendars. That is usually what decides whether a program lands or stalls.

For more than 30 years, Ted has helped organizations strengthen leadership, improve commercial performance, and guide leaders through complex change. His work spans executive coaching, leadership development, communication strategy, and helping leadership teams align around what matters most.

He has a way of turning strategy into actionable plans for organizational change: getting executive teams aligned, equipping managers to communicate and coach with confidence, and building the leadership habits that help change hold. Whether he is facilitating an executive session, coaching a senior leader, or leading a room of hundreds, the focus is the same.

He brings an action orientation to the work, on the conviction that learning has to be implemented before it creates lasting results. Gallup Certified Strengths Coach and Certified Professional Life Coach.

Chris is our AI partner, and it is not a title he backed into. He has spent 25+ years building and selling enterprise technology: the first large-scale cloud migration AWS ever ran, AI and data practices at 2nd Watch and 66degrees, then first U.S. employee and CRO at Indicium.

He founded Strong Tide AI to do this work full time, helping companies use AI inside the workflows their teams already run instead of bolting it on as a side project. He is hands-on, building the agents himself, and unusually good at explaining it without the jargon that usually comes with people at his level.

He hired us to train his sales team before he joined ours.

Develops leaders and teams toward results they had privately written off.

He and his team work on the change itself rather than on the description of it, which is the difference between a workshop people enjoyed and a workshop that altered something. He works across facilitation and one-to-one coaching and is genuinely comfortable in both, which is less common than the industry lets on.

Dr. Oscar E. Arias is a serial entrepreneur and investor, and works as a management consultant, executive coach and learning facilitator for S&P 500 companies, universities, municipalities, government agencies and other growth-oriented organizations. Oscar is a learning and leadership development enthusiast who has worked with over 65 corporate universities in various roles.

Oscar also serves as an Adjunct Professor and Researcher at Barry University, where he teaches masters and doctoral students. He earned a Doctorate from the University of Pennsylvania, concentrating his dissertation thesis on exploring the intersectionality between learning agility and emotional intelligence competencies.

His current research interests are in the area of Human Resources Development, including detecting and developing leadership talent, as well as developing learning agile and emotionally intelligent teams and organizations.

Started at IBM, then ran a $12M professional services business and managed other high-tech firms before moving into training.

He has since delivered sales consulting, coaching and training to AWS, Cisco, Dell, GE Digital, Hitachi, Honeywell, Lenovo, SAP, Sony, Stripe and VMware. That is a technology client list rather than a general one, and it shows in the room: he knows exactly what a technical buyer sounds like when they are not convinced.

Strategy, sales and team synergy for entrepreneurs and business leaders. What separates him is that he stays.

He and his Triumph team work alongside a sales team through execution rather than handing over a plan and leaving, which is the part most engagements skip and the part where plans usually die. He is at his best with clients who have run out of patience with their own status quo.

Brand and customer experience strategy. Ranked among the Top 30 Global Gurus, with ten books, twenty-seven years, more than a thousand brands and work across thirty-seven countries.

He also sat on the executive board of The Marketing Group PLC as its global head of brand consulting. When a client's problem turns out to be what the market believes about them rather than how they sell, he is who we send it to.

Computer science, economics and philosophy, then a doctorate in formal epistemology, then a technology startup he co-founded and ran.

He treats marketing as a measurable problem rather than a creative one, which is unfashionable and usually correct. He is who we call when a client wants to know whether their marketing is working, rather than whether it looks good.

Sixteen years in digital advertising, business development and client services, with Fortune 100 to 500 clients across technology, retail and healthcare. Branding, multi-channel campaigns, enterprise web build and search, on both the B2B and B2C sides.

Digital marketing is not something we do and we are not going to pretend otherwise, so when a client needs it, this is who they get.

Works with leaders investing in their people over years rather than quarters, which is a smaller group than it sounds.

Building a leadership bench so that succession is not a crisis, closing the gap between the values on the wall and the behavior in the corridor, and making a change outlast the person who started it. She is direct that none of this happens through an off-the-shelf program.

Sales and marketing for owner-led businesses across North America and Europe, after decades in corporate America. His e-learning system is used by more than five thousand businesses across fifty countries.

Owner-led companies are not who our training is built for, which is precisely why he is on this page. When a company is smaller than our work suits, he is the better answer.

Twenty-five years in operations, training, marketing, video and event production.

When a client is running a sales kickoff, a training event or a tradeshow and the audio and video simply have to work in front of two thousand people, he is the call we make. Nobody notices production when it is done properly, which is exactly the point and exactly why we do not attempt it ourselves.

Speaker, author and culture specialist. Twenty years on conflict resolution, generational difference and culture change, twenty-one books, and audiences in more than fifteen countries.

His work draws on positive psychology and organizational research rather than on anecdote, which matters when the subject is culture and the usual evidence base is somebody's opinion. He is generally brought in when a team's problem is how they treat each other rather than what they are doing.

Twenty years of instructional design and twenty years of facilitation, which is a rarer pairing than it sounds. Most people are good at building a course or good at running a room, not both.

Her model puts behavior change inside about an hour a month rather than a two-day event, with data running alongside it so a company can see whether anything is actually moving. Her framing is that you train the person in the position, not the position.

Corporate trainer and coach across presentation skills, proposal and business writing, time management, customer service, sales and negotiations, in the room and online.

Her particular skill is picking up someone else's course quickly and delivering it as though she wrote it, which is harder than it sounds and is why she covers so much ground. A good share of the adjacent requests that arrive after an engagement end up with her.