People are your greatest asset. Too often there is a lack of commitment to, practice and performance of, professional common behaviors - an absence of highly communicated, consistent expectations - without which there are no supports upon which a successful organization can be confidently actualized.

Knowing how to offer a compelling and uniquely supportive culture is key to attracting, developing, and keeping the best talent, building upon their strengths, and fully expanding their human potential. Participants learn a proven model, process, implementation, and systems integration for creating a healthy organizational culture, including what and why emotional and social intelligence and personal responsibility incorporated within your operations, are required for success.

Areas Covered

• A Responsibility-Based Culture and Why it Matters
• Challenges are Addressed at the Causal Level
• The New Role and Distribution of Leadership Development
• An Implementation for Consistent, Scalable, Sustainable Change

For many, creating life and work based on meaningful purpose and values is an abstract concept. They don’t realize these come first and then are followed by defined visions before jumping in to act. Most business owners, community leaders, educators, families, and individuals feel more comfortable setting tangible goals and getting down to doing things rather than thinking strategically about the “why” and meaningfulness for life and work in which one engages.

They are often unsure how to do go about this and what type of reflection and planning is needed to ensure the right work gets done in the short- and long-term, and that it gets done right. This program is focused on a tool that supports a powerful way to create consciously from what is most meaningful, aligned with how to behave, and that leads to laser focus, clear communication, and selfmotivation.

Participants learn to address strategic planning and decision-making in their personal or professional lives by considering everything through a blueprint process in which all choices are designed with purpose, values and visions and then goals, procedures and roles follow so alignment occurs that inspire ownership and brings about desired results.

Areas Covered

• What is a Blueprint?
• Benefits of Creating a Blueprint
• The Role of Purpose and Values in Motivating Excellence
• Connection Between Blueprints and Social Interest and Accountability
• Leveraging a Blueprint Process for Communication and Collaboration
• Blueprints as a Change Process in Workplaces, Homes, and Society
• Blueprint Terms and Components
• Steps to Create a Blueprint
• Mentoring Individual and Organizational Progress with Blueprints

Change is happening at the speed of imagination, often causing high levels of confusion and strain on individuals and organizations. Today’s agile technologies and digital solutions must be mapped to equally agile workforce behaviors. All team members in every role must be able to both lead and follow dynamically as needs dictate, with confidence, no matter their title or tenure.

In order to meet today’s requirement for collaboration and fluidity, each must know how to create psychological safety, using skills to manage their own engagement, productivity and trusting relationships. When this occurs, everyone is able to access and operate from their greatest potential; intuitively, emotionally, socially, and intellectually.

When 21st century requirements and new processes in technology result in crisis conditions or disappointing results, it becomes your greatest opportunity to reconsider and overhaul existing human systems to the most advanced organizational models, so your people are able to thrive despite today’s speed of change and complexity.

Areas Covered

• Today's Unique Trends and Challenges
• Task Ownership and Agility
• Evolution of Organizational Culture
• Unresolved Psychological Contracts
• Alignment, Trust, and Engagement
• An Immersive Implementation

Today’s evolutionary change initiatives like agile and digital transformations must be mapped to equally evolutionary people and culture transformations. Workforce behaviors must be developed in which all team members in every role can both lead and follow dynamically with confidence in order to meet today’s requirement for collaboration and fluidity to operate from intuitive, emotional, social and intellectual intelligence, critically think and problem-solve, and develop supportive interpersonal relationships.

When 21st century requirements and new processes result in crisis conditions, it becomes your
greatest opportunity to reconsider and overhaul existing human systems, so they are appropriate for the speed of change and complexities today.

One of the pillars of effective change initiatives is building a supportive culture where individuals and groups are confident, emotionally and socially intelligent, and don’t hold back because of age, experience, title or tenure. They create solutions on the fly and jump in without hesitation to lead or follow as needs dictate. 

Areas Covered

• Task Ownership: Creating Self Governance in All
• Shifting to a Teal Culture Model
• Adopting a System of Personal Responsibility
• Sustaining, Standardizing and Integrating Culture Practices
• Building Trust and Collaboration Competencies

Mental health and the lack thereof, are of primary concern today. The need for mental health providers and solutions are on the rise while the supply fails to meet the growing demand. Quiet quitting, burnout, stress, turnover, and disengagement, are just some of the symptoms signaling the case for systemic change.

What is needed are scalable, trauma-informed human systems for how people think, feel, speak and act. These systems must help everyone to receive the knowledge and support needed for the healing and wholeness of the organization. Only then will each know how to support self and others and to minimize future upset based in toxic patterns that must be dismantled and replaced.

Based on recent in-depth research on trauma and stress, including developmental trauma that starts in homes and schools, the assumption needs be that most people, in every setting, are more likely than not, to have a sufficient history of trauma, which is at the root of significant levels of anxiety, depression, shut-down and debilitating stress.

Areas Covered

• Root Causes of Mental Illness and the Antidotes
• Dismantling Toxic Mindsets and what to Replace Them With
• Structures that Foster Mental Health
• Positive, Essential, Trauma-Informed Practices

Strong, positive relationships are key to success, but many people do not know how to create or sustain them. In this program, participants learn about eight values that build trust, what helps to forge strong bonds and loyalties between people, the true meaning of teamwork, and how to use practices in your daily life in order to enjoy positive relationships.

Being trustworthy doesn’t guarantee high trust. The intention of this program is to explore characteristics of caring relationships and know how to be part of the commitment to support others in being wildly successful. Participants become aware of the dynamics they fall back on under situations of duress and how to be at choice in terms of new responses, including how to use specific practices in life and work in order to enjoy encouraging, collaborative relationships, greater than one could dream.

Areas Covered

• The Conditions and Conversation Necessary for Cohesive Teams
• Critical Factors That Diminish or Enhance Collaboration
• The 4 Stages to Caring Teamwork and Values that Build Trust
• The Commitment State Needed for Caring Behavior
• Psychological Safety and Social Interest
• The Role of Responsibility, Self-Betrayal, Self-Care, and Teamwork

One of the most important factors in high performance is that every person is connected to a caring mentor who checks in at minimum, monthly, and asks the right questions, offers encouragement, and provides consistent, frequent support. At its best, mentoring is a leadership development process for empowerment, the development of emotional and social intelligence, and task ownership. When mentoring is done effectively, it moves people from awareness to managing behavior in self and the dynamics in relationships. Mentoring is best when it transfers responsibility to people while helping them to gain the courage and confidence in picking it up.

In this program, participants learn why and how to create and use a mentoring process, template and tools to engage in a mentoring relationship or support others in doing so. The purpose is to enable the development intrinsic motivation and personal responsibility related to recognizing and being moved by meaningfulness, choice, competence and celebrations of success. Effective mentoring enables those mentored to gain skills in applying them so they commit to managing their relationships, productivity, engagement, tools mastery, and progress in a blueprint plan of action.

Areas Covered

• Harmful Effects of Conventional Mentoring
• Responsibility-Based, Values-Based Mentoring
• Keep the end in Sight: Task Ownership
• Understanding how to Nurture Personal Responsibility
• Adoption of a Mentoring Process, Including Key Components and Tools