The Appleton Greene Corporate Training Program (CTP) for Emotional Intelligence is provided by Mr. Darnell BEng Certified Learning Provider (CLP). Program Specifications: Monthly cost USD$2,500.00; Monthly Workshops 6 hours; Monthly Support 4 hours; Program Duration 12 months; Program orders subject to ongoing availability.
Mr. Darnell is a Certified Learning Provider (CLP) at Appleton Greene. He is a third-generation construction guy. He grew up walking projects like the Plaza Tower in New Orleans with his Dad. He graduated with a mechanical engineering degree from Georgia Tech in 1981 and spent 18 years managing projects such as the Brooke Army Medical Center and housing for athletes in the Olympic Village in Atlanta.
The impact of Mr. Darnell’s unique programs spans the globe to 20 countries from the US to places such as New York, Stockholm, Copenhagen, Oslo, Cape Town, Helsinki, Buenos Aires, Moscow, Prague, London, and as far away as Hong Kong.
His clients include Skanska, Balfour Beatty, The Beck Group, Jacobsen, McCarthy, Manhattan, Clark, Heery, J.E. Dunn, Kiewit, Barton-Malow, Batson-Cook, Brasfield & Gorrie, and Granite.
He has also worked at the national level with AEC support organizations like the AGC, ABC, DBIA, CURT, COAA, CMAA, and LCI among others, and is a sought-after speaker at their regional and national conferences.
He is an adjunct professor at such notable universities as Auburn, Penn State, and Virginia Tech in an effort to ensure that young people come into the industry with much-needed people skills.
He has authored many books geared to the construction industry such as The People Profit Connection and The Tough Guy Survival Kit. His books have sold over 100,000 copies worldwide.
He is a true Renaissance man. He is a mechanical engineer, actor, playwright, musician, poet, yoga instructor, and book publisher.
To request further information about Mr. Darnell through Appleton Greene, please Click Here.
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.
This course utilizes the concepts of the latest learning theory and how to design and deliver learning that sticks and creates fundamental changes in the learner. The history of learning theory has come a long way and through research, we know what works and what doesn’t. Traditional lecture and classroom are ineffective in creating changes in behavior. The latest theories and research include gamification, applied improvisation, activity-based learning, storytelling, and coaching.
Most technical industries and business sectors have traditionally been transaction oriented, and the people side of business was not a priority. Emotional intelligence and all the critical people skills, especially for technical industries, was seen as something that would be nice to have, but not necessary to conduct your day-to-day business. This attitude was true across most industries and most positions except for sales and some other positions that include direct interactions with clients. The modules in this course not only address emotional intelligence and of the critical people skills, but we also include modules that specifically address many industry issues such as safety, workforce development, and diversity and inclusion. These modules have been developed and refined over the past 20 years. It is important to focus on what works and what doesn’t work concerning shifting people’s behavior to be better with themselves and their connections to others. When one cultivates personal mastery and how to reach peak levels of mental, physical, and emotional performance, every company and industry benefits.
The concept and implementation of Emotional Intelligence (EI) has come a long way. From the initial media storm from Daniel Goleman’s book, Emotional Intelligence in 1995, there has been much discussion and much research on emotional intelligence and the positive impact it can have on companies and employees. There are many studies that support how a focus on emotional intelligence contributes to greater bottom line, business results.
This training program starts with a foundation of Emotional Intelligence (EI). This includes emotional and physical evaluation based on physical symptoms that will give the learner a good picture of where they are emotionally and how their body is performing. Then, they will go through an analysis and development process with our EI Roadmap, a workbook that analyzes evaluations and goals to create detailed development plans. It also builds in measurement and accountability. The development activities for the plans are included in our EI Activity Guide which contains daily application exercises, long term exercises, written and performance materials, television and movies, apps, websites, and inspirational quotes.
The foundation for the emotional intelligence part of this training is Multi-Health Systems’ EQi 2.0, of one of the most widely used emotional intelligence evaluations on the planet. It is based on decades of research and is a validated, psychometric instrument. We have modeled our Ghyst EI test after this test, which was co-developed with Dennis Ghyst. He has a PhD in Sociology.
Here is a summary of the 12 modules for the Personal Leadership course:
1. Emotional Intelligence
This foundational module provides an intense focus on the concept of emotional intelligence. We examine this concept’s importance, how it is measured, how it can be improved, and the powerful results it has on successful projects and your company’s bottom line. Enlightening and entertaining, this program shows participants their emotional profile and how to improve the areas that will benefit them the most.
2. Relationship Skills
This module takes participants through each step of how to create and maintain positive business relationships. Participants will learn every aspect of effective communication from ways to introduce themselves, to that crucial first handshake. We cover valuable techniques such as how to remember names and the art of following up. This program is a must for anyone who wants to learn how to effectively network and forge relationships that will help create and drive future business.
3. Killer Communication
Through this module, participants gain the essential basics of powerful and effective communication. They will learn the pitfalls of communication and how to communicate clearly. Participants will reap the benefits of effective communication and learn how to motivate and persuade others without resorting to the traditional command and control approach.
4. Powerful Presentations
This module shows participants how their body, face, voice, movement, status, and energy affect an audience. They will learn how to use these factors to create more effective, memorable presentations and increase their effectiveness with one-on-one encounters. This course also examines the power of storytelling, the use of metaphors, the basics of rhetoric (creating powerful argumentation), and the use of status. This course goes far beyond learning to create inspiring speeches. It will give participants the tools to create a powerful presence so that they can have more influence on their projects and work environments.
5. Time Management
This module explores time management using lean principles. Participants quickly learn that it has very little to do with time. We start with examining the big picture and long-term goals, then drill down, giving students powerful methods to handle all the things that enter their world. We look at how to eliminate waste and how to handle time wasters such as emails, phone calls, drop-in visitors, and meetings. We also talk about the biggest time waster on the planet and how to avoid it.
6. Stress Management
In this module, participants will discover the powerful impact stress and burnout have on precision and decision-making. We teach you how to identify and combat stress triggers before they manifest in the form of low productivity, absenteeism, and illness. In addition, participants will learn to use powerful recovery techniques to create a healthy work environment and increase performance, energy, and productivity.
7. Creative Innovation
Technical construction people and creative thinking don’t often go hand-in-hand, but they should. Creative thinking is essential to fostering innovation and leadership in every business. This is how companies will be able to face tomorrow’s industry challenges. Through the use of hands-on exercises and improvisational storytelling, we help teach technical-minded professionals how to improve the creative thought process in themselves and their companies and improve their leadership skills. We also cover a problem solving/design methodology from the Stanford “D” School that will enable companies to easily solve the toughest problems. This module is designed for any company that desires to inspire innovation and stay ahead of the curve in a competitive marketplace.
8. Diversity Inclusion
We start with an exploration of bias, then build a business case for diversity and inclusion and offer many ideas and step-by-step processes to create a culture of belonging, inclusion, and diversity in your company and on your projects.
9. EI Marketing
Can your business sustain itself by competing on price alone? Have you cut your overhead and profit down to next to nothing and still find it hard to compete? Find out how to differentiate your company through creating a positive emotional experience instead of a reliable transaction. Find out how to tap into the intangible, emotional side of business to make your company stand out. Find out how to increase business opportunities without cutting cost. Look at case studies where companies have implemented emotional intelligence principles as a strategic initiative to improve business. You will leave with not only the principles, but also practical ideas to implement the very next day!
10. Primal Safety
This module caters to the “highly independent” alpha males in technical industries. We demonstrate how a simple focus on emotional competencies can turn your safety program around. By tapping into the emotional part of safety, your employees will naturally work safer, instead of rebelling against rules and policies. The business will reap the financial benefit of them doing so, allowing the company to build a well-respected reputation around this increasingly important metric. The issue isn’t about your people knowing the safety guidelines; it’s about being motivated to follow them. This program provides that motivation.
11. Workforce Development
You’re probably already experiencing a workforce shortage both with frontline workers and management. How do you compete? What keeps people happy and motivated? What makes prospective employees choose your company over other companies? What makes employees choose to stay rather than leave? We are in the middle of a workforce crisis. How do you attract and retain the very best people? This module explores practical ways to attract and retain the very best people and give you practical ideas to implement immediately.
12. Team Performance
This module walks through a step-by-step process that creates high performing teams no matter what the application. From managing projects to production lines to patient care teams, everyone will learn how to not only be a good team member but allow everyone to work to their peak level of mental, physical and emotional performance. The impact of these programs spans the globe to 20 countries from the US to places such as New York, Stockholm, Copenhagen, Oslo, Cape Town, Helsinki, Buenos Aires, Moscow, Prague, London, and as far away as Hong Kong.
Here is a partial list of companies who have experienced the modules in this course:
Skanska, Balfour Beatty, The Beck Group, Jacobsen, McCarthy, Manhattan, Clark, Heery, J.E. Dunn, Kiewit, Barton-Malow, Batson-Cook, Brasfield & Gorrie, Pinkerton & Laws, Alberici, Nobia, Hardin, INPO, Heery, Holder, New South, Schnabel, Austin, Whiting-Turner, Sheridan, Harrison, The Austin Company, Winter, Rosendin Electric, LiUNA, AR Daniel, Society for Marketing Professional Services, Carter Concrete, Langan Engineering, Newcomb & Boyd, Truland, Ace Asphalt, Caddell, Western Summit, Cousins, WS Nielsen, and Granite.
We also incorporate the experience of teaching this course at such notable universities as Auburn, Penn State, Northwestern, the University of Cincinnati, Kennesaw State University, and Virginia Tech to ensure that young people come into these technical industries with much needed people skills. We also have used these concepts as part of a master’s degree in Project Management through Auburn created especially for the Corps of Engineers.
We utilize several books as textbooks for this course, including The People Profit Connection and The Tough Guy Survival Kit and Tough Guy Survival Kit Workbook. We also include the book, The Tao of Emotional Intelligence, which also includes the first app that teaches emotional intelligence, and The Primal Safety Coloring Book.
Over the past 20 years, these courses have been utilized by hundreds of companies and thousands of people to improve their emotional intelligence and critical people skills, resulting in better projects and better business outcomes. 17 of the top 50 contractors (according to Engineering News Record) have utilized these courses. The reason for this interest in this type of work with emotional intelligence and personal leadership is that regardless of the industry sector, all business is driven by relationships and a company’s employees’ ability to deal with other human beings. Project delivery methods are becoming more and more collaborative. In the construction industry alone, there are many collaborative project delivery methods including Design-Build, Design Assist, and Integrated Project Delivery. Even cutting-edge concepts like lean rely on two pillars: continual improvement and respect for people. In many technical fields, they understand the concept of continual improvement, but the respect for people part is not their best thing. This course gives the learners all the skills they need to thrive in this new, collaborative work environment.
We work with these courses and concepts and participate in and utilize research from such notable universities as Auburn, Penn State, Northwestern, the University of Cincinnati, Kennesaw State University, and Virginia Tech. Penn State did a study on emotional intelligence and project teams. We advised the researchers as to the nuances of emotional intelligence and the course concepts.
After the initial emotional intelligence module, we cover personal mastery and leadership skills including critical people skills, mental and physical performance skills, and current industry issues. These individual modules refer to the emotional intelligence sessions and initial evaluations with the idea that you can’t change behaviors unless you change the underlying emotional competencies that are causing that behavior. All the sessions are highly experiential and interactive and apply the learning through activity-based exercises, storytelling, gamification, and applied improvisation. There is also a facilitator’s guide available with additional information, exercises, and facilitation points.
In addition, the program builds in as much accountability as possible. We have found that having accountability creates an obligation to create the changes that are desired. We have created a 360-accountability list and offer real exercises that instruct participants to check in with their accountability partners often and note any changes in behaviors.
We have two mantras:
Awareness alone will not change behavior.
Daily application and daily reflection create behavioral change.
Although the pandemic has caused a few projects and industries to put projects on hold, it hasn’t adversely affected the industry sectors I have listed. Construction continues to thrive and will continue to be strong, and healthcare is stronger because of the pandemic. Manufacturing in certain sectors continues to be in a strong position as well.
With the pandemic, many companies are realizing the importance of human connection and all the skills associated with that. Collaborative projects and collaborative project delivery will continue to grow in all these industries necessitating a focus on emotional intelligence and all the critical people skills. In addition, I have learning modules focused on many critical industry issues such as workforce development, diversity and inclusion, innovation, and safety. In fact, innovation is a real key for all companies going forward and their employees will have to cultivate their own creativity and companies must foster innovation if they want to survive and thrive.
We are just now starting to experience the post-pandemic “V” curve for the economy and this growth should continue for quite some time. With the economy roaring back, all industry sectors will be competing for this upcoming work. This course will give employees the skills they need to thrive in this post-pandemic economy. They will be at their peak level of mental, physical, and emotional performance. And all industry sectors will be competing for a shrinking workforce. This course not only improves the learner’s professional life and leadership skills, but their personal lives as well. And when companies improve their employees’ personal lives, they will be more likely to stay with the company and recommend the company to others.
With these technical industries gravitating toward and embracing more collaboration in their day-to-day business and the continued focus on people, emotional intelligence and critical people skills will ensure that this focus will continue for the foreseeable future. These skills are not only always important, but their importance is increasing because of the way work is changing post-pandemic. Relationships and human connection have never been more important than they are now. And with most technical industries, based on the typical emotional profiles of these technical employees, these critical people skills are the skills that need the most work.
All these technical industries will focus on post-pandemic design of facilities, healthcare buildings, hospitals, and manufacturing facilities. They will focus on touchless facilities with distanced workspaces, non-bacterial surfaces, touchless restrooms, touchless entrances and exits, and touchless kitchen and break spaces. They will put a huge focus on HVAC (Heating, Ventilation, Air Conditioning) redesign which will include more air exchanges with fresh air from the outside, higher end filtration systems, and systems that eliminate viruses from the air. Workspaces will have to be reimagined to not only accommodate distanced spacing, but also the addition of working from home. Remote working will become the norm. Home work spaces will have to be reimagined to accommodate this new way of working. There are many opportunities for design, construction, and implementation for these new ways of working including more prefabrication and modularization, which will be a boon for the construction industry and manufacturing.
Because of the online boom, data centers will continue to grow, and that sector will continue to increase. This will feed manufacturing that supports these facilities. These centers will also have to be redesigned and retrofitted to accommodate post-pandemic life and work.
Hospitals will be retrofitted and redesigned to accommodate the post-pandemic world and hospitals and healthcare will continue to grow and change. Remote delivery of healthcare is expanding and will require a different set of skills. The focus will continue to be on patient care and patient satisfaction. This work will have to include emotional intelligence and the critical people skills as well as the industry issues that are addressed in the program.
The future is bright for all these industries for the foreseeable future. In the post-pandemic world, the smart companies are shifting their focus on the importance of human connection and all the skills associated with that connection. Collaborative projects and collaborative project delivery will continue to grow in all these industries necessitating a focus on emotional intelligence and all the critical people skills. In addition, this course addresses many critical industry issues such as workforce development, diversity and inclusion, innovation, and safety. In fact, innovation is a real key for all companies going forward and their employees will have to cultivate their own creativity and companies must foster innovation if they want to survive and thrive.
Emotional Intelligence – Part 1- Year 1
- Part 1 Month 1 Emotional Intelligence
- Part 1 Month 2 Relationship Skills
- Part 1 Month 3 Killer Communication
- Part 1 Month 4 Powerful Presentations
- Part 1 Month 5 Time Management
- Part 1 Month 6 Stress Management
- Part 1 Month 7 Creative Innovation
- Part 1 Month 8 Diversity Inclusion
- Part 1 Month 9 EI Marketing
- Part 1 Month 10 Primal Safety
- Part 1 Month 11 Workforce Development
- Part 1 Month 12 Team Performance
The following list represents the Key Program Objectives (KPO) for the Appleton Greene Emotional Intelligence corporate training program.
Emotional Intelligence – Part 1 – Year 1
Year 1 (Process Planning)
Part 01 Month 1: Emotional Intelligence
Program Objective: This module explores what Emotional Intelligence (EI) is (and is not) and how it can be measured and improved. The learner also takes an emotional and physical evaluation and works through the EI Roadmap for review and in-depth analysis. Then, the learner creates development plans using the development activities in the EI Activity Guide. Each of the following learning modules will refer to this foundational module on emotional intelligence.
Learning Objectives: In this module, you will understand the basics of emotional intelligence and how it is defined, and how it relates to success or failure in the any industry, especially with more collaborative project delivery methods. You will also understand how it relates to your performance, success, and failure.
You will understand how Emotional Intelligence affects every aspect of your life including mental and physical processes, your interactions with others, and your view of the world.
You will learn how Emotional Intelligence can be measured and improved and what it takes to improve it.
You will learn how to measure your Emotional Intelligence and how you can improve it by analyzing where you are now, where you want to be, and how to get there through detailed development plans, measurement, and accountability.
Learning Outcomes: Demonstrate an understanding of the definition of Emotional Intelligence and how the typical technical person’s profile contributes to many industry problems.
You will be able to analyze your own emotions and identify how they affect your day-to-day interactions with others and your own mental and physical performance, health, and well-being.
Analyze the various EI profiles and emotional pairings and clearly define what they mean in terms of performance in key areas of life and work.
Demonstrate an understanding of how Emotional Intelligence can be measured and improved.
After taking and Ghyst Emotional Intelligence Test and physical Symptom Survey, you will analyze your Emotional Intelligence profile and physical profile, determine what they mean, then create plans to develop and improve your EI, your physical performance, and all the critical people skills and personal leadership skills.
Part 02 Month 02: Relationship Skills
We explore the 12 steps to create and maintain great relationships both professionally and personally.
Learning Objectives: Recognize that relationships are vital to your life and work, how to establish and maintain relationships from the first handshake through the life of the relationship, the skills needed to be great at relationships with practical exercises and concrete applications.
Learning Outcomes: Recognize that relationships affect many areas of your life and work, describe how your professional and personal relationships and networking will make or break your career and enhance your life, identify how relationships help you generate new ideas, describe how relationships positively affect your well-being, demonstrate proficiency in how to create better relationships and more networks personally and professionally.
Part 03 Month 03: Killer Communication
We explore all the basics of communication and how to deal with difficult situations and conflicts.
Learning Objectives: Communication skills needed to connect, persuade, and influence others, which will result in higher confidence, better relationships, less stress and conflict, and more successful projects.
Learning Outcomes: Vital to your life and work, identify and use various communication tools for clearer communication that lead to better connections with the people in your life and work, implement methods to improve your persuasiveness and conflict resolution skills
Part 04 Month 04: Powerful Presentations
We cover how to speak in front of an audience, and we also explore how people perceive you. Then, we cover how to modify that perception through concentration on the following five elements: face, voice, body/movement, status, and energy.
Learning Objectives: That how you present yourself has a tremendous effect on your life and work, how to prepare for presentations (speeches, meetings, one-on-ones) by applying the same principles that an actor uses, the skills needed to connect with your audience (or the person sitting across from you) through your physical awareness, energy, and status, how various presentation elements (storytelling, metaphor, rhetoric, and technical elements such as audio visuals) can affect your ability to influence and persuade others
Learning Outcomes: Recognize that how you present yourself to audiences and to individuals is vital to success in your life and work, describe the steps involved in creating a great presentation or preparing for a one-on-one encounter, identify and use your physical elements (body, face, voice, movement, energy, and status) to connect with an audience and individuals, prepare the technical side of a presentation or encounter using a script, rhetoric, props, audio-visuals, and rehearsal.
Part 05 Month 05: Time Management
We cover the basics of lean and apply these concepts to how we manage our time. We start with an eye-opening time log exercise that aligns values and assesses how learners are currently spending their time. We also have a time management worksheet where learners modify and eliminate their day-to-day activities to free up more time for themselves and their families, constantly asking the questions: Does it add value? Does it eliminate waste? Am I continually improving? Can it be done another way? We also cover all timewasters (meetings, emails, phone calls, and screen time) and how to minimize the time spent on these activities.
Learning Objectives: How to eliminate time wasters so you can be more productive and less stressed at work, have a better work/life balance, and have more time for yourself and your family.
Learning Outcomes: Describe the “big picture” of your life, and short and long term goals for your life and work, describe and implement a time management system based on lean principles, and tie the “big picture” of your life and work into this system, identify—and eliminate or modify—all of the time wasters in your life and work.
Part 06 Month 06: Stress Management
We start with our Body Battery Inventory, which measures stressors versus recovery activities. In addition, we revisit the Symptom Survey from the first module. We discuss how lifestyle choices affect our performance and longevity and what stress is doing to our bodies and minds. Then, we learn many stress management techniques including proper breathing, meditation, and mindfulness. We also explore how nutrition, sleep, and exercise affect performance and longevity and how to incorporate best practices for these lifestyle areas into our daily life and work.
Learning Objectives: Explore the symptoms of stress and how they affect your performance, recovery activities to offset your stress, how to make better lifestyle choices for reduced stress and increased performance for better project outcomes, assess the Body Battery Inventory results and how they can be used to control your stress and increase performance and wellness.
Learning Outcomes: Describe stress symptoms and how they affect your mental, physical, and emotional health, as well as your project performance, implement recovery activities such as mindfulness, meditation, and yoga, to offset your stress, implement better lifestyle choices to elevate your mental, physical, and emotional performance, which will positively affect project outcomes, implement a stress/recovery plan based on the Body Battery Inventory and use it daily to reduce stress and perform at a higher level.
Part 07 Month 07: Creative Innovation
We cover how to remove the limitations from your own thinking, then we do an in-depth exploration of how to create an innovation culture at your company. We also explore the Stanford “D” School method of design to approach innovation and problem-solving in a systematic way. We brainstorm ways to improve your own creativity as well as your company’s approach to innovation.
Learning Objectives: Explore and eliminate the limitations that hold back your creativity, explore ideas on how to improve your creativity and how to improve innovation in your company and projects, learn and implement a methodology that gives you a framework to creatively solve problems and create new designs
Learning Outcomes: Describe and apply strategies to remove the limitations from your creative thinking, implement a list of ideas to cultivate your own creativity and explain how to improve innovation at your company and on your projects, identify the five steps from the Stanford “D” school and how to implement them to improve your design approaches and creative problem-solving skills.
Part 08 Month 08: Diversity Inclusion
We start with an exploration of bias, then build a business case for diversity and inclusion and offer many ideas and step-by-step processes to create a culture of belonging, inclusion, and diversity in your company and on your projects.
Learning Objectives and Outcomes: Clearly define diversity and inclusion and understand the differences between the two, identify the business case for diversity and inclusion for better bottom line results, identify your own personal biases both conscious and unconscious and how to address them in a meaningful way, understand the physiology and neuroscience behind human interactions and how to navigate these encounters, explore and implement practical steps to embrace diversity and inclusion for you as an individual and your organization in your office and on your projects, understand and implement simulation games and other practical, experiential exercises that teach diversity and inclusion.
Part 09 Month 09: EI Marketing
What makes people choose your company? Is it on price alone? Have you become a commodity? This session explores how people REALLY make buying decisions and how to use emotional intelligence and human connection to make you and your company indispensable to your clients.
Learning Objectives: In this module, you will learn: how to create a positive emotional experience for your clients and stakeholders (instead of just a regular transaction) by applying emotional intelligence concepts to projects, offices, marketing, and branding. Putting these concepts into practice will make your competition irrelevant, your projects more successful, and repeat business a sure thing.
Learning Outcomes: Recognize that people buy services when they have a positive, emotional experience with the service provider, build and implement methodology that addresses all aspects of your business to create a positive emotional experience, with your clients and stakeholders on all projects, describe how these emotional intelligence and personal branding concepts increase the success of your organization.
Part 10 Month 10: Primal Safety
Why don’t people work safely? They know the rules. They know what to do. This session turns our traditional safety approach of rules and regulations on its head and explores how to get your workers to embrace safety and follow the rules. We talk about wellness, nutrition, sleep, exercise, and stress management as well as emotional intelligence and human connection to make any current safety program even more effective and successful.
Learning Objectives: In this module, you will learn how a focus on the emotional side of safety not only fulfils a moral obligation to provide a safe working environment, but also can save projects money, increase productivity, decrease employee turnover rates, and encourage new people to enter the industry. You will also learn about the mind-body connection and how lifestyle choices and stress affect cognition (how we think) and judgment (how we choose).
Learning Outcomes: Describe the limitations of command and control safety programs, describe how to use emotional side of safety to make existing safety programs more effective, indicate how intangible elements such as physical fitness, judgment, cognitive function, motivation, and hyper-masculine work environments affect safety and educate your team about how their lifestyle and work style choices affect these elements, understand and implement the nine steps of the Primal Safety Program so that they work more safely and actually follow the safety rules of your existing safety program.
Part 11 Month 11: Workforce Development
How to Attract and Retain the Best People:
We cover all the elements for individuals and companies to focus on to attract and retain the very best people to your company and your industry.
Learning Objectives and Outcomes: Understand and discuss industry image and other issues related to the workforce development crisis in the AEC industry, implement strategies to attract and retain the best people at the company level, implement strategies to attract and retain the best people at the industry level.
Part 12 Month 12: Team Performance
This module walks through a step-by-step process that creates high performing teams no matter what the application. From managing projects to production lines to patient care teams, everyone will learn how to not only be a good team member but allow everyone to work to their peak level of mental, physical and emotional performance.
Learning Objectives and Outcomes: Understand what traditional methods for assembling teams is flawed, understand what it takes to put people first, explore how to build high performing teams through emotional intelligence work, understand everyone’s emotional profiles and physical profiles and have everyone create their own personal development plans, explore how to use lean and integrated project delivery along with value stream mapping to create project metrics that can be measured and constantly improved.
At the beginning of the program, we will survey all participants and companies and determine if the learning modules offered covers all their needs. If there are specific strategic needs or cultural aspects that is important to the company, we will weave those concepts and needs throughout the modules and the entire course. As we progress through the learning modules, the application of the learning will be individualized to the learners and the companies.
We put a large focus on managing stress, sleep, exercise, and nutrition. One correlation we continually saw was as follows. When we saw a “self-sacrifice” profile (high empathy/low assertiveness) from the emotional test, we always saw “sugar handling” on the physical profile, which means that they tended to be carboholics or sugarholics. We never knew why that was true until we found a study that showed this correlation. When you help someone (self-sacrifice) and they tell you how wonderful you are, your brain receives a dopamine bath. When you aren’t helping others, guess what gives you the same dopamine bath? Sugar and carbs. It’s the same response. So, these participants create plans to improve their assertiveness, set better limits and boundaries, and reduce their carbs and sugar intake.
We infuse as much experiential learning as possible, reducing lecture to the bare minimum. Experiential learning includes simulations, games, frames, gamification, applied improvisation, storytelling, discussions, and other experiential learning methodologies. We use jolts (small, short exercises that shift perspectives), and utilize the latest methods in learning theory so that participants get the most out of the program. They will be able to learn, apply, and create behavioral shifts with this method of learning and delivery.
These 12 modules were developed over the last 20 years and includes everything the learners need to understand and improve their emotional intelligence and improve all of their critical people skills. We also address personal leadership skills like time management, stress management and how they present themselves. This course also addresses many of the industry issues for these technical industries such as workforce development, marketing an business development, diversity and inclusion, and safety.
The tie in between the emotional and the physical was the most profound development over the past 20 years. We work with mainly middle-aged men. When we told them that they could work on anything they wanted during our twelve months together, almost all of them chose health and well-being and performance. It was at this point that we decided to make this focus on health and performance a vital part of the program. With an emotional and physical profile, we can see areas where each participant needed to focus and created methodologies to address these issues. We will develop the modules with this mind-body link in mind and ensure that these elements are fully explored and covered.
Although much of the development of these modules have been done over the last 20 years, we will continue to improve and implement the latest learning theory and activity-based learning exercises. We will use storytelling, applied improvisation (the application of improvisation to learning and leadership), gamification, learning frames and structures, and collaborative learning exercises. We will also continue to explore the mind-body connection and improve the content based on the latest studies on how the mind and body work together. In the end, the focus is on peak mental, physical and emotional performance.
The program will be implemented with all the development methods in mind. It is my intention to make this a program that can be implemented in a live, online format or a live, in person format. This begins with the first module on Emotional Intelligence. It sets the foundation for everything that is to follow. Participants take their Emotional Intelligence test and physical test and learn about their results. From there, participants will work through the Emotional Intelligence Roadmap, our workbook that takes them through a process asking: Where am I now? Where do I want to be? How do I get there? There is an assessment of current state with biographies, strengths, liabilities, and challenges. Then participants go through a detailed analysis of their test results and set future goals. After this analysis, participants will create detailed development plans for their emotional work, physical work, or both.
Every module will refer to these tests and how they affect skills like communication and presentation skills, time management, stress management, even safety. This is the red thread running through all the modules. This initial module on emotional intelligence is the foundation from which everything emerges.
For this program, we build in review time so that companies can monitor application and behavioral shifts. We also build in 360 accountabilities for all participants so that they have accountability partners to help them with the implementation and application of all learning. They will be given resources to coach each other and allow managers to participate in the process of following up. This will ensure that all participants are doing the work to create changes in behavior, the main function of training and learning.
I will constantly ask for feedback from all participants during the 12-month program and make appropriate changes to the modules to accommodate all relevant comments. All participants will retake their tests (emotional and physical) and determine what has changed. We will also go through a document we call “final analysis and plans”. This document goes through a step-by-step process at the end of the program. All participants look at what has changed in their life and work, what has changed in their tests and what has changed in their behaviors so that they can tweak their plans for the coming year. We also offer a series of quests after each module so that between these sessions, participants can go on quests to apply what they have just learned.
An example of a quest: After the relationship skills course, a quest might be to go to an even where you don’t know many people, meet three new people, remember their names and something about them. We also offer a review at the beginning of each module asking questions about the previous module. We ask questions like: What did we do? What did you learn? How did you/will you apply the learning? What has changed in your life and work? What if . . .?
We will also ask participants to assess the program with an in-depth questionnaire. This questionnaire will allow me to make the learning modules even better and allow the participants to create lifelong learning by assessing, tweaking plans, building in accountability and have a written plan going forward that includes all these elements. We continually reinforce that daily application and daily reflection are the two elements that will allow them to continually progress and make positive, lasting changes.
This service is primarily available to the following industry sectors:
The construction industry is as old as humans themselves. The industry can be traced back to the ancient times when people started constructing their shelters such as stone monoliths and mud huts. Over time, people improved on their construction skills and began building more permanent structures. As Pulitzer Prize winning author, Tracy Kidder, puts it, “Building is the quintessential act of civilization”. Think of it this way; if a group of people washed up on a deserted island, one of the first things they would do it build a shelter. Most scholars believe that the construction industry started to t