Model 1 delivers the following benefits:

• Recognize personal beliefs about people and work
• Understand the impact these personal beliefs have in the workplace
• Explore the benefits of change

Model 2: Employee Involvement
Discover how we "turn on" employees' willingness to work and participate

Successful employee involvement requires that leaders/managers initiate and maintain the process of involvement and provide access to resources that people need in order to contribute. It is only when involvement is practiced effectively that human commitment and creativity will fuel process improvement.

Model 2 delivers the following benefits:

• Create opportunities for participation
• Refine interpersonal skills
• Provide support structure for collaboration
• Discover the powerful affects of silence within groups

Model 3: Communication and Interpersonal Relations
Discover how the way we communicate energizes the work climate

Our interpersonal communication skills make the work climate more productive (or less so.) This Model discusses an overview of a model of interpersonal communication, and the analysis of one's own individual communication practices and how they might influence the total organizational climate.

Model 3 delivers the following benefits:

• Provide an opportunity to analyze and identify both personal and organizational factors that influence - either in a facilitative or inhibitory way - the use of basic interpersonal communication processes
• Build stronger relationships
• Create more productive organizational climates

“What is necessary to change a person is to change his awareness of himself.”

- Abraham Maslow

Researchers agree that the personal motivations of employees are directly related to nearly every facet of the workplace. Therefore, it is widely, but mistakenly, assumed that leaders/managers bear the responsibility of motivating their employees toward organizational goals. However, our research demonstrates that, since motivation is an internal process, leaders/managers are responsible for providing the proper work environment in order to prompt employee self-motivation. Using validated survey instruments the participant can both evaluate his/her own personal theory of motivation, and discover what really is important to their co-workers.

Model 4 delivers the following benefits:

• Learn the impact of personal beliefs on motivation
• Discover what motivates employees
• Understand the motivation process and the role of the leader/manager in it

Model 5: Empowerment
Discover how the way we use power can help organizational performance.

Nothing has a greater impact on managers themselves, their direct reports, and their organization, than how they manage and share their power. Research confirms that a manager's power style differentiates the truly productive manager from their less productive colleagues.

Model 5 delivers the following benefits:

• Discover the effects of power dynamics
• Identify why individuals want power
• Understand the benefits of power sharing

Model 6: Group Decision Making and Team Building
Discover how to transform low-performing groups into triumphant winners

Teams are a reality of organizational life. Today's organizations consist of interconnected groups of people, and "teaming" appears to be a permanent reality. How people relate to one another in the integration of task/social and emotional activities is the core issue if teams are to be effective. This Model is designed to explore the basic dynamics of group problem solving and to examine some of the common pitfalls characterizing groups that perform poorly. More important, a fail-safe alternative to such pitfalls is presented in the form of an in-depth blueprint for managing Commitment, Conflict, Creativity, and Consensus - the "Four Cs" of creative group problem solving.

Model 6 delivers the following benefits:

• Experience the power of consensus decision-making
• Discover the "best" way to lead for creativity
• To provide an opportunity for the assessment and critique of individual contributions to team action.
• To explore the efficacy of individual as compared to group productivity in the making of decisions
• To experiment with the consensus technique of group functioning

Model 7: Management and Leadership Style
Discover how well your management style works - and what to do if it doesn't

Model 7 serves to integrate much of the material presented in previous Models. It also provides a structure for systematically examining personal behavior from multiple vantage points:

• Facilitate better understanding of personal style preferences
• Provide a framework for making more informed choices regarding a program of personal change

Model 7 delivers the following benefits:

• Identify an individual’s predominant style of managing people - as seen by the individual and co-workers.
• Analyze the strengths and weaknesses of various management styles, and their appropriateness.
• Forge a framework for making the best management-style choices
• Discover management style aspects within the classic models of human dynamics.
• Develop a research proven "best" style
• Forge a personal framework for making the best management-style choices.
• Compare individual leadership styles against our database of achieving leaders and discuss how to close the gaps.

We can work with your organization to develop a customized solution that incorporates one or all of the Models into a development program.