Experiential-Based Training

Customized One-Day and Multi-Day Training

The Specialized Trainings are designed as short-term professional development opportunities with a very specific content focus. These trainings incorporate the Socratic Method of delivery combined with uniquely designed experiential-based process enabling a holistic (whole-brain) form of learning. This design increases the impact and overall effectiveness of the trainings and enables the participants to more fully engage in discoveries and practices that will last long after the actual training is completed.

The didactic-based portion of these trainings uses information compiled from our Investigative Research Team of qualified experts and researchers. A broad range of books, periodicals, websites, expert interviews, and various other resources are used as a basis for research in the development of enhanced conceptual and practical topical knowledge. In the delivery of each training, the Socratic Method is employed as an inherent method of engaging participants and evoking their own already existing competencies and skills pertinent to the topics being covered. This method of learning also establishes and maintains a context for the experiential-based portions of the trainings, which includes large-group processes, dyads, small group activities, games, and creative challenges. These various procedures in experiential learning blend visual, auditory, kinesthetic, cognitive, and emotional elements, which vastly deepen the overall effect of learning, memory and motivation for practice outside of the training room. Specific techniques for introducing and exploring concepts will vary depending not only on the content focus of the training but also the specific needs and nuances of the participants themselves. Not only is each topic unique, but so too is each group of training participants. As such, relevant personal stories and situations will be addressed and used as examples for furthering the appreciation of concepts, distinctions, and experiences explored during each training.

Training Module Topics

The following Training Module are between ninety minutes to three hours in length and include exclusive post-training challenge assignments that support bridging the gap between theory and practice. These Modules can be delivered individually or combined into a custom designed full day or multi-day training program. Each of these Modules can also be tailored to meet specific client needs and goals as determined through our extensive needs analysis protocol.

  • 4 Dimensional Relationships™

a. Defining a broad understanding regarding the purpose of all relationships and the hidden possibilities that key relationships present to all individuals within a personal, professional and social context.

b. Exploring how the 4 Dimensions are interrelated and dependent upon one another and how each is distinct.

c. Identifying your personal SPIN™ - the blessings and challenges to personal uniqueness.

d. Creating strategies for recognizing and navigating the 4 Dimensions in everyday life at home, at work and in the world

  • The Art and Science of Listening

a. Defining communication as a blend of objective and subjective realities.

b. Exploring the most important distinctions and common roadblocks to fully understanding someone else´s message.

c. Learning key steps to significantly enhance listening skill and competency.

d. Personal declarations for growing listening effectiveness and producing results.

  • Understanding and Diffusing Conflict

a. Examining a broad framework that clarifies the source all interpersonal conflict based on the psychological work of Pavlov, Erickson, Skinner, and others.

b. Uncovering the Five Rules to Human Behavior from Neuro-Linguistic Programming (NLP) theory.

c. Learning practical steps to neutralizing common communication-based misunderstandings.

  • The Personality Matrix: Knowing Thyself & Others

a. Using a uniquely designed diagnostic tool to identify the range of an individual's dominant personality "style" and "sub-styles."

b. Developing a thorough understanding of why people think, behave and communicate based on the nuances of distinct personality styles.

c. Learning how to quickly and easily determine the dominant personality style of other people without diagnostic tool.

d. Practicing the invaluable skill of style flexing to master communication, build effective teams and broaden healthy personal and professional relationships.

  • Team-Building Essentials

a. Clarifying characteristics of high performing teams.

b. Key elements to group dynamics... hidden road blocks to successful teams.

c. Practice activity (multiple options) - define rules, roles and objectives.

d. Activity debriefing (observations, experiences, lessons and new declarations).

  • Relationship Fundamentals: Trust, Rapport, and Credibility

a. Exploring distinct approaches to building trust.

b. Re-defining rapport and its integral role in all relationships.

c. Defining the two sides of credibility and developing practical approaches to building both sides.

  • Tact, Diplomacy and Assertiveness

a. Defining the Assertiveness Scale – a model for redefining assertiveness as an important communication skill.

b. Learning step–by–step solutions to important professional situations (giving instructions, negotiating agreements, saying no, delivering performance reviews).

  • The Generational Matrix: Broad Cultural & Societal Change

a. Distinguishing the American population into four distinct generations and identifying the very specific cultural and historical influences through which they've been conditioned.

b. Understanding how to structure and modify communication based on the common and nuanced characteristics and tendencies of each generation.

  • Conflict Styles Inventory (Diagnostic Tool)

a. Exploring the nature and motivations behind interpersonal and intra-group conflict.

b. Defining Conflict Competency within personal relationships.

c. Identifying and understanding five distinct conflict styles by addressing the various strengths, weaknesses and usefulness of each one; Clarify methods for navigating variances in the conflict styles of others.

  • Learning Styles Inventory (Diagnostic Tool)

a. With the use of a comprehensive diagnostic tool, participants are better able to understand how they best learn in everyday situations.

b. This model describes learning as a cycle made up of four basic processes, which enables participants to clarify specifically how they assimilate information, solve problems, work in teams, make career choices, and attempt to improve personal and professional relationships.

c. Essential business writing skills – understanding the five distinct functions to all business writing and when/how to use each one.

  • Conflict Resolution in the Workplace

a. Reviewing the Conflict Styles Inventory and individual variances in styles.

b. Contextualizing Conflict Competency within manager/employee relationships.

c. Exploring the relevant theoretical and practice approaches within the field of conflict analysis and resolution as pertaining to organizational structures, systems of operation and professional relationships.

  • The Manager as Mediator

a. Examining the ever-increasing role that managers have in identifying, managing and resolving conflict in the workplace.

b. Developing basic mediation skills with a focus on common workplace interpersonal and intra-group situations.

  • The Source Continuum™ - Developing Personal Leadership

a. Exploring the transformation process of personal and professional growth as one that is grounded in an individual's continual movement from stages of Victimness to Responsibility to Leadership.

b. Clarifying the ethical parameters of responsible and leadership oriented approaches to identifying, managing and resolving conflicts in the workplace.

  • The Source Scales™ - Behaviors That Lead to Results

a. A detailed self-analysis of one's professional and personal behaviors in specific situations and relationships along with clear recognition of the results that those behaviors have produced.

b. Practical exercises for realizing specific targeted source behaviors that support creating the 4th Dimension (partnership) in all types of relationships.

  • Leadership Distinctions for Success in Management

a. Application of the Source Continuum™ and the Source Scales™ in individual managerial development as well as manager/employee relationships.

b. Outlining the distinguishing characteristics of leadership within both macro and micro levels of an organization.

c. Further defining the ethics of organizational leadership.

  • Leadership Practices for Success in Management

a. Successful meetings & presentations.

b. Goal setting and visioning.

c. Employee performance reviews / developing employee accountability.

d. Creating and using Professional Development Plans (PDP's).

e. Simulations and role-plays (observation & feedback).

  • Executive Leadership Distinctions

a. Navigating the roadblocks of "problematic," victim-oriented employee behaviors and transcending such situations into responsible behaviors.

b. Examining and testing the attitudes, behaviors and skills inherent in developing leadership within others.

c. Declarations and structure design for continued development.

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