Learning & Development

An organization's ability to learn, and translate that learning into action rapidly, is the ultimate competitive advantage. - Jack Welch

Taking care of your own learning is a part of taking charge of your life, which is the sine qua non in becoming an integrated person. - Warren G. Bennis

Our training and coaching programs are based on a modularized program of scientifically researched tools and processes to achieve and sustain behaviors that result in improved performance. These programs create quantifiable and sustainable improvements in as little as 90 days.

Our method is focused on creating sustainable results through a process that typically results in an 85% transfer of learning as compared with the usual 15 – 20% achieved in most “soft skills” management training. Through our comprehensive approach our clients receive a valuable ROI.

Whether your organization is small or large, a training program designed to fit your objectives is available. Beginning with a needs assessment, all comprehensive learning and development programs are tailored to address your specific needs and focus on the issues most requiring attention in your organization, department or team. The format, length and materials are therefore customized to support those objectives.

Generally our process includes:

Why our programs are successful for organizations

> First, we work with you to understand your short
and long-term objectives

  • We want to understand the presenting issues and needs and the desired outcome.
  • We want to understand how you want to measure benefits and results.
  • We want to understand the existing culture and organizational values as well as any relevant history. Your organization’s core values and guiding principles will be integrated into the program and materials.
  • We want to understand your existing business goals and identify alignment with the program.
  • We want to understand your current performance competency
    model(s) and identify alignment.

> We utilize an individualized approach

All learning and development programs include:

  • One-on-one interviews - Each participant has a confidential, face-to-face meeting with the facilitator. In this session they identify their individual goals and objectives to be addressed in the training, as well as their comments on desired organizational and/or team improvements.
    Individual Goals & Progress Journal
    - Each person is guided to identify their specific behavioral goals to be achieved in applying what is learned in the program, along with progress measurements.
  • Individualized coaching sessions - Because all participants in a learning program are individuals with their own strengths and challenges, we provide individual coaching to maximize the application of learning to their own, individual performance goals. Coaching by phone and in-person accompanies the workshop sessions to reinforce skill development that is specific to the behavioral goals of each individual.

> We focus on tools and practical application -
beyond theory

  • Interactive workshop sessions focus on learning tools and techniques that are directly applied to real workplace situations and challenges, and many are also utilized by participants in their personal lives. Experiential and action-learning activities enable integration of the learning for faster transfer to behavior modification.
  • Individualized coaching sessions by phone and in-person accompany the workshop sessions to reinforce skill development.

> We apply pre and post measurements

Pre and post assessments for the individuals, team, or organization are selected to measure:

  • Productivity, ability to focus
  • Emotional intelligence competencies; emotional management
  • Job satisfaction, intent to leave
  • Social attitudes, relationships at work
  • Goal clarity
  • Communication effectiveness
  • Confidence in the organization; outlook
  • Perceptions of management
  • The working climate; self-expression
  • Team effectiveness
  • Role clarity
  • Organizational coherence
  • Stress symptoms
  • Psychological well-being

Pre-program participant survey questionnaire – A survey questionnaire specifically designed for your organization and/or team is distributed to each participant and other key individuals to gather confidential input. The collective responses are studied by the facilitator and the training format is structured to focus on key issues. Based on indicators in the survey, we provide additional recommendations to your organization.

Post training participant survey questionnaire – Approximately 60 days post program, each participant completes a post-program questionnaire consisting of several of the questions asked on the pre-program questionnaire, along with questions about how the tools learned are impacting their day-to-day performance effectiveness. We provide a pre/post comparative and program summary report to your organization.

We offer:


For a precise quotation, please schedule a phone call or meeting so we can discuss your specific needs. Completion of the Needs Survey will assist us to identify the options most appropriate for your needs. Below, popular formats and standard features and options are presented. Other formats are available.


Features of Program Formats


Overview Presentation – Interactive
Length: 1.5 – 2.5 hours. Awareness programs: Educates and informs, introduces concepts, stimulates thought, raises awareness.

Introductory Workshop – Interactive
Length: half-day. Introduces concepts and tool(s) for current application during workshop. Educates and informs; raises awareness.

Level One - first-level skill-building workshops
Length: One to two days consecutive or within two weeks. Alternatively 1 full day + 2 half-days.
Learn and practice 1 – 4 tools toward Step One behavior modification.

Level Two - skill-building programs with 1 to 2 phone-coaching sessions.
Length: 3 days, distributed over 4 – 6 weeks.
Learn, practice and apply 4 – 5 tools for building resiliency and behavioral impact in foundational skills.

Level Three - skill/competency building program with individualized goal setting and 3 phone-coaching sessions and 2 in-person coaching sessions. Length: 4.5 days distributed over 6 months.
Learn, practice and apply 6 – 7 tools for measurable behavioral impact in foundational and intermediate level skill levels. Optional components: half-day follow-up reinforcement session, 360 emotional and social intelligence assessment, feedback report and in-person feedback review session; emWave PC biofeedback emotional management software or handheld unit.

Level Four - skill / competency building and integration program with individualized goal setting and coaching consisting of 4 phone coaching and 4 in-person coaching sessions.
Length: 5.5 days distributed over 8 – 9 months.
Learn, practice and apply 8 - 9 tools for measurable behavioral impact in foundational and higher-level level emotional intelligence competencies, including relationship management competencies. Includes 360 emotional and social intelligence assessment, feedback report and in-person feedback review session. Optional: emWave PC biofeedback emotional management software or handheld unit.

Level Five (Leadership) - skill / competency building and integration program with individualized goal setting and coaching consisting of 5 or more phone coaching and 5 or more in-person coaching sessions.
Length: 6.5 days distributed over 10 – 12 months. It is common for clients to request that the individualized coaching process to continue through 16 – 18 months.
Learn, practice and apply 10 – 12 tools for measurable behavioral impact in foundational and advanced level emotional intelligence competencies and increased leadership effectiveness. Includes 360 emotional and social intelligence assessment, feedback report and in-person feedback review session; leadership style assessment; emWave PC biofeedback emotional management software or handheld unit.

Level Five T (for intact, cross-functional and executive teams) - same as Level Five above with specific focus on establishing higher levels of team coherence. Includes experiential and action learning activities. Team effectiveness attributes are measured and tools for improvement are practiced by the team using real, current business issues.


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