(CLP) Programs

Appleton Greene corporate training programs are all process-driven. They are used as vehicles to implement tangible business processes within clients’ organizations, together with training, support and facilitation during the use of these processes. Corporate training programs are therefore implemented over a sustainable period of time, that is to say, between 1 year (incorporating 12 monthly workshops), and 4 years (incorporating 48 monthly workshops). Your program information guide will specify how long each program takes to complete. Each monthly workshop takes 6 hours to implement and can be undertaken either on the client’s premises, an Appleton Greene serviced office, or online via the internet. This enables clients to implement each part of their business process, before moving onto the next stage of the program and enables employees to plan their study time around their current work commitments. The result is far greater program benefit, over a more sustainable period of time and a significantly improved return on investment.

Appleton Greene uses standard and bespoke corporate training programs as vessels to transfer business process improvement knowledge into the heart of our clients’ organizations. Each individual program focuses upon the implementation of a specific business process, which enables clients to easily quantify their return on investment. There are hundreds of established Appleton Greene corporate training products now available to clients within customer services, e-business, finance, globalization, human resources, information technology, legal, management, marketing and production. It does not matter whether a client’s employees are located within one office, or an unlimited number of international offices, we can still bring them together to learn and implement specific business processes collectively. Our approach to global localization enables us to provide clients with a truly international service with that all important personal touch. Appleton Greene corporate training programs can be provided virtually or locally and they are all unique in that they individually focus upon a specific business function. All (CLP) programs are implemented over a sustainable period of time, usually between 1-4 years, incorporating 12-48 monthly workshops and professional support is consistently provided during this time by qualified learning providers and where appropriate, by Accredited Consultants.

---

Executive summary

Cultivating Potential

About 14 years into my career as a Marine Corps Officer, I found myself at a painful crossroads. I was earning a great living, was well educated, and had many professional successes to my name. Yet, emotionally, I was dead inside. Every ounce of energy I had poured into attaining what I was “supposed to want and have in life” was for naught; authentic happiness, fulfillment, and joy were absent from my life. Then a mentor guided me to the root of my pain and helped me appreciate that living beneath my true potential was the cause of my suffering. With expert guidance and support, I shed the sinking feeling of not being enough and I was empowered toward a dream life of meaning, boundless joy, and honest fulfillment.

I am now on a mission to share a process for others to break free from false limitations and unnecessary suffering that hold them back from being their best self. Cultivating Potential is just that. This program empowers individuals to live happier, more fulfilling, and more joy-filled lives. By reconnecting with their innate wisdom and personal strengths, participants are set on the path to greater success in all areas of life and significantly enhanced contribution at work and in the community.

With human capital being such a significant investment of a company’s resources, it’s vital to empower employees to reach their potential and to bring the best version of themselves to the organization.

Participants develop increased confidence, self-efficacy, and a renewed sense of meaning both personally and professionally through the program’s step-by-step process. With the tools to take full ownership of their performance and results, participants will begin accepting complete responsibility for their actions (or inactions) and the outcomes they create. This new level of ownership and responsibility provides the freedom to live into their true potential for success, fulfillment, and contribution. And as the employees of an organization take ownership and begin leaning into their true potential, so does the company as a whole.

---

Why this is so important:

As society has tended toward a digital, fast-passed world, individuals in the workforce have strained to keep up with the increased demands on their energy. At alarming rates, people report being more overwhelmed, anxious, or depressed than ever before, resulting in decreased creativity, loss of ambition, and an inability to engage with their full potential.

Climbing rates of consumer debt, drug addiction, treatment for anxiety and depression, obesity, and even suicide tell the tale of how well society is coping. Look a little further, and we see increasing rates of preventable disease in an era when health care, nutritious foods, exercise, and mindfulness apps have never been more accessible.

Many people feel disconnected from the person they want to be, which takes a toll on much more than the individual; it detracts from their ability to show up fully at work and contribute to their organization’s mission.

---

At what cost?

For most companies, human capital is the most significant expense and the greatest asset; entire organizations succeed or fail based on the wellbeing of their employees.

In American alone, a pre-pandemic estimated $750 billion was lost annually to the economy through disengaged employees, absenteeism, turnover, and reduced production, and decreased product quality. Since the pandemic, some estimate this $750 billion annual figure has increased at least 10-20% and will continue to rise at the same rate for years to come.

This financial toll results from a workforce suffering from disengagement, poor individual self-efficacy, lack of connection to others, and a lost sense of meaning. When these symptoms are present, so are substances and behaviors that numb the pain and fill that emotional void. Sometimes, these destructive behaviors become full-blown addictions and fuel the downward spiral of despair and further erode human capital.

---

What can be done?

With the right tools and processes in place, there is a tremendous amount of untapped potential that individuals can harness to help themselves become their best version. Learning a few fundamental principles can empower a person to regain control of their life, become clear about where they are and who they want to become, then take decisive action toward achieving any outcomes they seek.

When an organization invests in cultivating that full potential of each employee, the return on investment is experienced in increased productivity, creativity, employee engagement, improved team dynamics, innovation, and performance. Before a company invests more in attracting new talent or reducing employee turnover, it must cultivate the full potential of the valuable employees it already has.

---

There is no better time than now:

On the heels of the Global Pandemic, recent shifts in the global marketplace have opened opportunities for companies to exploit and gain new ground. The organizations th