WHAT WE OFFER
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Workforce Assessments and Related Neuroscience-Based Training
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Onsite assessment of your physical facility as well as your Managers and Associates using individual and group discussion
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Written report to executive management spotlighting positive and negative trends in the workforce without identifying individual Associates or Managers
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Training of Managers
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Group training of both Managers and Associates
For example, full assessment of 100 Associates will usually consume eight hours. Subsequent training sessions can then be scheduled with at least eight hours of training for Managers and then four hours involving a combination of Managers and Associates. Short, follow-up touch bases will occur virtually each quarter for one year to monitor and fine-tune the group as well as help them through any new organizational change.
Our assessments don’t involve use of survey forms because our experience shows Associates often feel uncomfortable providing answers that depict themselves or their operation in an unfavorable light.
Discussion in small groups and individually paints the most accurate picture of what your workforce is experiencing.
Most trainers don’t take time to evaluate the full-Associate complement or consider their issues and then they train Managers only using cookie cutter, outdated methods. By contrast, we believe a deep-dive into attitudes of the workforce and all-inclusive Neuroscience-based training powers change, sets the proper mindset for quality communication and generates momentum for an enduring effect.
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Consulting on Associate Relations
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Independent Investigations
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Performance Management and corrective action
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Handbook Development
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Vendor Negotiations
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Recommendations on low-cost ways to obtain and distribute government-required posters and high-value service awards
TYPICAL TRAINING TOPICS
To reinforce the importance of interacting effectively, our MD/PhD and JD/MBA fashion a tailored agenda using the workforce assessment and then we convey scientific and practical applications in straightforward ways highlighting:
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Evolution as a leader
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Neuroscience in a nutshell
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Trust
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Integrity and character
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Courage
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Teamwork
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Motivation
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Use of goals
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Exercise of authority at appropriate times
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Accountability
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Being a shining example of goodness
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Importance of Words
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Conversational blind spots
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Bridging gaps
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“We” environment
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Listening
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Asking questions
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Emotions
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Stress
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Change
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Diversity and inclusion
In our sessions, we point out that the brain is different today than yesterday and this variance flows from the effect of yesterday’s experiences. Success in the workplace depends on understanding the impact of prior happenings and adapting brain function to people, environment and tasks at hand.