Our process is centered around the basic idea of behavioral change. While each of us would recognize the validity of the statement "if you do what you have always done, you will get what you always gotten," few of us recognize the difficulty of changing the deeply entrenched habits that rule our everyday behavior. We tend, instead, to look for the "quick fix"; that new idea that will somehow magically transform our behavior and lead us to the success we seek. Most training used today caters to this "quick fix" mentality which results in flash in the pan results but little or no permanent improvement. Our process is specifically designed to combat this problem.
Our facilitation process is centered around five basic principles. They are:

1. Goal Direction
This is far and away the most important concept we employ in our process. Whenever we are not making the progress we would like, the answer almost certainly lies in the lack of specific goals. At the outset of each program we map out specific improvement goals with both the immediate supervisor/manager and the participant. When done correctly, this process obtains "buy in" from the participant from the outset because he/she sees the specific benefits of achieving the goals that have been established in the "blueprints".

2. Behavior Modification
As touched on above, most training fails to achieve the desired results, not because the material presented is invalid, but rather because there is little or no attention given to behavioral change (change of habits). In most cases the facilitator implores the participant to "do something with what we've learned" and the participant, in turn, fully intends to do so, but in the long run, it doesn't happen. It is a much deeper problem than "mind over matter." Our habit patterns are exceedingly difficult to break. This is precisely why diet programs fail most people-it takes real habit change. The techniques we employ in our process are specifically designed to help the participant make the desired changes in habit. We take one problem/one idea at a time and show the participant how to apply these ideas on the job. Through accountability with the class as well as the supervisor or manager, we reinforce the change until the new change becomes new habit, and permanent improvement is the result.

3. Supervisory/Management Interaction
It has been our experience that many times supervisors and/or managers themselves are looking for a fast solution to problems with an individual or team. The attitude seems to be "I'll just send them away to training and they'll come back to me all fixed up." Nothing could be further from the truth! Again, it is not the curriculum that is at fault here, it is the process. With our process, it is our intent to keep you, the supervisor or manager, involved from the outset; from the initial setup of the improvement goals to weekly feedback sheets, phone calls or meetings, where appropriate, and the mid-term and final evaluations. Suggestions are made as to how to help the participant through particular areas of difficulty. Personal interaction between the participant, the facilitator, and the supervisor/manager is extremely motivating for the participant and should be an integral part of the program. We are there to see that this interaction is accomplished.

4. Personal Involvement
With our process you get our personal involvement and commitment from beginning to end. Through this involvement, we make sure the course material is, in fact, customized to meet the unique individual needs of each participant. That is why our class sizes are under twenty; any more than that and we lose our ability to interact properly. Again, as mentioned before, individual problems must be addressed at an individual level. Our process allows for this interaction.

5. Follow Up
We follow up with each participant thirty, sixty, and ninety days after a program. If they have slid back, at least partially, into some old habit patterns, the follow up gets them back on track. The new habits tend to become permanent because the benefits have now become clear.

What the Participant Is Asked To Do
Consistency is the key to any process that works, and with this principle in mind, the participant is asked to perform certain tasks each week that center around the lesson material. It is extremely important that these tasks be performed each and every week of the program. Both the facilitator and the Manager/Mentor should make every effort to ensure that the participant does in fact follow through on each weekly assignment. In order to preserve the integrity of the program, and achieve the highest possible results for the participant and, hence, your organization, we fully intend to hold each participant to this commitment and keep him/her on track with the previously set blueprints for success.

What You Are Asked To Do
The goal of our program is to achieve a real, long-term increase in productivity for your organization. This is done by achieving real, long-term increases in the productivity of the individuals who participate in our program. Through setting S.M.A.R.T (specific, measurable, attainable, realistic, and tangible) goals that support not only desires and expectations of the organization, but the individual as well, we have a true "Win-Win" situation for all concerned.

• Follow the Manager/Mentor Agreement - letting each participant be continuously aware of your commitment to them.
• Help the facilitator hold the participant accountable to the achievement of the goals as stated in the Win-Win Agreement
• Help the facilitator to hold the participant accountable to the Participant Commitment.
• Communicate with the facilitator on a regular basis for progress made as well problems encountered.

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