To build personal and organizational capability for change through development and empowerment of people resources.

With a philosophy that there is no "silver bullet" or "one size fits all" approach, our team delivers customized facilitation, consulting, coaching, and training solutions to build and sustain high performance and profitability through:

• Executive/Management coaching (including 360 feedback)
• Strategic planning facilitation
• Change management and process redesign
• Leadership and workforce development
• Curriculum design and delivery
• Train-the-Trainer
• Team development
• Customer Care
• Diversity/Inclusion
• Learning and knowledge management
• Innovation

• Any workforce or leadership development series for DDI or AchieveGlobal (Zenger-Miller Leadership)—we must sign a third party contract
• "DDI Facilitation Skills Workshop"—we must sign a third party contract
• "Managing Change & Transition: Adapt & Win! featuring Who Moved My Cheese?"
• "How to Serve Customers and Deliver Value by Making Work Fun!" featuring the FISH Philosophy
• "Creating a Culture for Innovation, Service, and High Performance"
• "Honoring Our Differences Adds Value" (Diversity)
• "Journey to Empowerment: Building the Future through Self-Directed Work Teams"
• "Leadership Development & Facilitation Skills"
• "Leading Teams Through LOVE"
• "Expanding Productivity through Teambuilding and More…"
• "Resolving Conflicts Leads to Team Success"
• "Executive Coaching Train-the-Trainer" (Campbell Leadership Index)
• "Partnering to Power High Performance: How Training Adds Value as A Capability Builder"
• "Leveraging HR for Top and Bottom line Impact"
• "Training’s Role in Organizational Change & Development"
• "How to build Successful Strategic Alliances" (Small Business Series)
• "Imagine the Possibilities: Lessons in Everyday Creativity"
• "Career/Life Networking for Professional Success"

Coming Soon! —In design and development

• "Giving and Receiving Feedback with CARE"
• "Coaching for High Performance"
• "Forming Trust-Based Partnerships"
• "Discovering Your Gifts and Uniqueness" featuring the MBTI
• "Energizing Leadership™"
• "How to Attract the $500 billion Hispanic Market"

Certifications & Qualifications

Myers Briggs Type Indicator® (MBTI): A valid and reliable self-assessment enabling people to understand why some situations are enjoyable and energizing, while others are uncomfortable and draining based on personality preferences. These preferences can affect personal decisions, ability to work with others, communication, preferred careers, adaptability to change, and other factors of personal leadership and effectiveness. 

Measures: Personality preferences as described by Carl Jung, Isabel Myers, and Katherine Briggs. How leaders: direct energy (Extraversion—Introversion); take in information (Sensing—Intuiting); make decisions (Thinking—Feeling); and orientation to the environment (Judging—Perceiving).

Outcomes/Applications: Enables leaders to understand personal preferences and how these may affect their leadership styles and behaviors. Can reveal potential strengths (gifts) as well as potential “blind spots” or situations where leaders may experience stress or reduced energy/performance. With an emphasis on valuing differences, the MBTI® is also useful in building collaboration within and among teams as well as working effectively with customers and external partners.

Administration: Facilitator administers the survey, which may take 15-20 minutes to complete. Time may vary for taking instrument, scoring, interpretation, and feedback depending upon which version of the form is used and the scoring process.

Personality Type Inventory™ (PTI): Created by experts in the MBTI®, the PTI™ is a valid and reliable self-assessment similar to the MBTI®.

Measures: See MBTI® description above.

Outcomes/Applications: See MBTI® description above.

Administration: Facilitator administers the survey, which may take 10-20 minutes to complete. Time may vary for taking instrument, scoring, interpretation, and feedback.

Conflict Dynamics Profile® (CDP): A multisource (360-degree) feedback instrument, which assesses effective and non-effective responses to workplace conflict and identifies causes of interpersonal conflict. The instrument is for individuals who want (or need) to understand how they manage and cope with conflict and how others interpret their actions. The CDP® focuses exclusively on the behaviors people typically display when faced with conflict.

Measures: The CDP® provides feedback on: 

• what provokes an individual (Hot Buttons)
• how that individual perceives the way s/he typically responds to conflict 
• how others view that individual responding to conflict 
• how the individual responds before, during and after conflict 
• which responses to conflict may affect one's position in a particular organization

Administration: Completed in 20-25 minutes, the CDP® comes with a detailed Development Guide offering tips and strategies for strengthening conflict management skills. Applicable for all types of organizations, the instrument can be used within the context of an existing training program, as a stand-alone assessment for an individual or group of employees, or as part of a coaching process.

Campbell Leadership Index® (CLI): The CLI® is a multisource (360) survey designed to provide feedback to an individual about the personal characteristics that are directly related to the nature and demands of leadership. The CLI quantifies the perceptions of the individual leader and selected observers, such as direct reports, peers, and managers. CLI® also includes a Development Planning Guide with an Individual Leadership Development Plan (ILDP) for future implementation.

Measures: 5 scales including Leadership; Energy; Affability; Dependability; and Resilience. Includes 21 subscales and assessments.

Outcomes: Leaders gain a better understanding of their strengths and potential improvement areas as identified by others. May reveal hidden strengths or blind spots. Differences in perception between leader and observers may reveal leader’s biases and inaccurate/accurate perceptions. Development Planning Guide provides suggestions for improvement and an ILDP for monitoring improvement progress.

Administration: Facilitator administers instrument, which includes 1 Self-Survey, 12 Observer Surveys, a Development Planning Guide, and 1 Enhanced Profile Report. Survey takes 25 minutes to complete. Timing will vary to distribute, collect, score, interpret, and provide feedback/coaching for development plan.

Fundamental Interpersonal Relations Orientation-Behavior (FIRO-B™): A self-assessment instrument for improving organizational relationships, team dynamics, and individual effectiveness. The FIRO-B™ is based on the assumption that all human interaction may be divided into three areas: need for inclusion, need for control, and need for affection.

Measures: The FIRO-B™ instrument assesses individual interpersonal needs and the impact of the individual’s behavior in the workplace. Three needs are measured in two dimensions: “expressed” behavior (how much we initiate behavior) and “wanted” behavior (how much we prefer others to initiate behavior). 

Outcomes: Enables individuals to manage personal behavior, recognize stagnation and sources of conflict, and to find possible solutions, and increase productivity through awareness of interpersonal dynamics at work.

Administration: Contains 54 items and takes 15 minutes to complete. Timing varies on scoring and feedback.

The Myers-Briggs Type Indicator®, MBTI®, Fundamental Interpersonal Relations Orientation-Behavior®, and FIRO-B™ are registered trademarks of Consulting Psychologists Press, Inc. The Personality Type Inventory® and PTI® are registered trademarks of True Type Testing, Inc. The Campbell Leadership Index® and CLI® are registered trademarks of David P. Campbell, PhD. The Conflict Dynamics Profile® and CDP® are registered trademarks of Eckerd College.