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The following seminars and workshops may be customized to fit your group's needs. Trainings
are offered as groups or individual coaching. Length of the seminar depends upon your
needs and the depth to which you wish to penetrate into the subject matter.
List of Seminars:
are offered as groups or individual coaching. Length of the seminar depends upon your
needs and the depth to which you wish to penetrate into the subject matter.
List of Seminars:
- Anger Management
- Respect in Organizational Leadership
- Couples Respecting Each Other
- Designing Respect-Based Mediations (for professional mediators and negotiators)
- Executive and Physician Coaching
- Customer Service
- Respect-based Selling
- T.R.I.C.K. Team Building
Respect is a universal human need. Respect is fundamental to real communication and essential to the de-
escalation of conflict. It is also essential to team-building. Respect is simultaneously universal and absolutely
individual in the way it "looks." When respect is present between people, trust can flourish and disparate
viewpoints and needs can be reconciled. When disrespect is shown or perceived, reconciliation and healthy
communication are impossible.
Many organizations use the category of "respect" as one of the core bench-marks in assessing managers by
asking the question: "Do you feel that your manager treats you with respect?" But when everyone is different,
and you have objectives to meet and many individuals to consider, how do you ensure respect in your
workplace? How do you know your managers are treating others respectfully? How do you know that YOU are
treating others with in a manner they would consider to be respectful? How do you ensure respect in your
relationship? Respect in Leadership participants are taught to identify lack of respect for others in their own
and their co-workers' communication and to imbue team interactions with mutual respect.
This seminar covers the following topics:
escalation of conflict. It is also essential to team-building. Respect is simultaneously universal and absolutely
individual in the way it "looks." When respect is present between people, trust can flourish and disparate
viewpoints and needs can be reconciled. When disrespect is shown or perceived, reconciliation and healthy
communication are impossible.
Many organizations use the category of "respect" as one of the core bench-marks in assessing managers by
asking the question: "Do you feel that your manager treats you with respect?" But when everyone is different,
and you have objectives to meet and many individuals to consider, how do you ensure respect in your
workplace? How do you know your managers are treating others respectfully? How do you know that YOU are
treating others with in a manner they would consider to be respectful? How do you ensure respect in your
relationship? Respect in Leadership participants are taught to identify lack of respect for others in their own
and their co-workers' communication and to imbue team interactions with mutual respect.
This seminar covers the following topics:
- What is "respect"?
- How do I know if I am being respectful?
- How should I deal with disrespect in the workplace or in conflict?
- What do I do if someone is treating me or co-worker disrespectfully?
- How can I teach respect in the workplace?
- How does cultural diversity play into respect?
- Is "being respectful" the same as being politically "correct"?
| Respect in Organizational Leadership |
Respect-Based Selling
"Selling" is the process of uncovering usually unspoken needs, matching your products or services to them,
communicating this in a manner that your customer can "hear," asking for the sale, and delivering. You have
not sold anything until you have delivered. A sale done correctly will make you a friend and ally. A sale done
poorly will make you and your company an enemy. The fundamental truth about selling is that "people buy on
emotion and justify that purchase with facts." Emotion is what ultimately moves people. The fundamental
principal of relationship development in good selling is that each and every client feel, and be, respected. With
respect comes trust - with trust comes communication - with communication comes understanding of needs and
opportunity.
Respect-Based Selling entails utilizing a customer-centric viewpoint. It sells through service to often unspoken
customer needs that must be discovered by you if you are to make a sale that is the beginning of a long and
profitable economic relationship. Needs will always provide a more secure and authentic selling platform than
wants. In the final analysis, selling is service.
This seminar draws upon my own research into the psychology of respect. I utilize 30+ years of successful
selling experience in products and intangibles, along with a score of the finest professional training seminars
available that I have myself learned from, to give you a new and reliable way to uncover needs and deliver a
service to your clients that will make the sale and gain you loyalty and return business in enduring client
relationships.
The philosophy behind this seminar works with small or large account sales. It works person-to-person or in
selling to groups. This seminar is targeted to those who are still early enough in their sales careers to not be
"corrupted" by traditional sales philosophy involving "closing". This seminar is short by design.
communicating this in a manner that your customer can "hear," asking for the sale, and delivering. You have
not sold anything until you have delivered. A sale done correctly will make you a friend and ally. A sale done
poorly will make you and your company an enemy. The fundamental truth about selling is that "people buy on
emotion and justify that purchase with facts." Emotion is what ultimately moves people. The fundamental
principal of relationship development in good selling is that each and every client feel, and be, respected. With
respect comes trust - with trust comes communication - with communication comes understanding of needs and
opportunity.
Respect-Based Selling entails utilizing a customer-centric viewpoint. It sells through service to often unspoken
customer needs that must be discovered by you if you are to make a sale that is the beginning of a long and
profitable economic relationship. Needs will always provide a more secure and authentic selling platform than
wants. In the final analysis, selling is service.
This seminar draws upon my own research into the psychology of respect. I utilize 30+ years of successful
selling experience in products and intangibles, along with a score of the finest professional training seminars
available that I have myself learned from, to give you a new and reliable way to uncover needs and deliver a
service to your clients that will make the sale and gain you loyalty and return business in enduring client
relationships.
The philosophy behind this seminar works with small or large account sales. It works person-to-person or in
selling to groups. This seminar is targeted to those who are still early enough in their sales careers to not be
"corrupted" by traditional sales philosophy involving "closing". This seminar is short by design.
Customer Service
My service seminars are human-needs based. This makes them applicable to all industries and geographical
locations. If we are not here to serve, we are wasting our time. If we are not serving, we will not sell for long,
our companies will not thrive, and may not even survive. Service is about searching for and understanding needs
- sometimes finding and knowing them before our customers or co-workers may themselves know. After that,
service becomes about two things: 1. Communicating effectively and 2. Doing what, or more than you promised.
My service seminars are human-needs based. This makes them applicable to all industries and geographical
locations. If we are not here to serve, we are wasting our time. If we are not serving, we will not sell for long,
our companies will not thrive, and may not even survive. Service is about searching for and understanding needs
- sometimes finding and knowing them before our customers or co-workers may themselves know. After that,
service becomes about two things: 1. Communicating effectively and 2. Doing what, or more than you promised.
T.R.I.C.K. Team Building Seminars
The T.R.I.C.K. Theory of team building is based upon the supposition that in order to build and maintain a
healthy team in any organization, group, or family, there are five functional prerequisites which must be built
into the team culture and operations. The five are:
Trust
Respect
Intention
Communication
Knowledge
Without these five elements, no group of people, whether co-workers, sales team, family or committee can be
optimally functional and effective. Without any one of these elements the group and individual task results will
be diminished and performance improvement will be reduced. In worst cases the group will be dysfunctional
and unhealthy, a source of frustration instead of joy; a job instead of a source of satisfaction and personal
growth; an ongoing trauma instead of a healthy partnership or cohort. Performance and profits will decline
instead of expanding.
The process of developing, discovering and incorporating these five elements of an effective team requires a
practiced, holistic perspective. The team can be seen as an organism with various functional organs and
appendages. In a group of people there is no self-reflection and no processes for looking at “the system” and
its effects on behavior, attitudes and performance of other team members, it will be nearly impossible to
function smoothly and efficiently. Instead, team members find themselves working at odds to each other.
They often feel as if they are “in it alone,” despite the presence of other competent people.
In a healthy team, where everyone feels empowered to do and be the best they can, a leader exists as
facilitator and pilot, while all other team members can be leaders in their own right.
For information on training involving T.R.I.C.K. Team Building seminars click here or contact me.
The T.R.I.C.K. Theory of team building is based upon the supposition that in order to build and maintain a
healthy team in any organization, group, or family, there are five functional prerequisites which must be built
into the team culture and operations. The five are:
Trust
Respect
Intention
Communication
Knowledge
Without these five elements, no group of people, whether co-workers, sales team, family or committee can be
optimally functional and effective. Without any one of these elements the group and individual task results will
be diminished and performance improvement will be reduced. In worst cases the group will be dysfunctional
and unhealthy, a source of frustration instead of joy; a job instead of a source of satisfaction and personal
growth; an ongoing trauma instead of a healthy partnership or cohort. Performance and profits will decline
instead of expanding.
The process of developing, discovering and incorporating these five elements of an effective team requires a
practiced, holistic perspective. The team can be seen as an organism with various functional organs and
appendages. In a group of people there is no self-reflection and no processes for looking at “the system” and
its effects on behavior, attitudes and performance of other team members, it will be nearly impossible to
function smoothly and efficiently. Instead, team members find themselves working at odds to each other.
They often feel as if they are “in it alone,” despite the presence of other competent people.
In a healthy team, where everyone feels empowered to do and be the best they can, a leader exists as
facilitator and pilot, while all other team members can be leaders in their own right.
For information on training involving T.R.I.C.K. Team Building seminars click here or contact me.
RsD
"This is astounding. Your level of professionalism, care for detail/perfection, and customer service NEVER cease to amaze me."
CBS-CNET (A CBS Senior Executive Assistant who did NOT know I taught Customer Service)
CBS-CNET (A CBS Senior Executive Assistant who did NOT know I taught Customer Service)
"The basic building block of good teambuilding is for a leader to promote
the feeling that every human being is unique and adds value." Unknown
the feeling that every human being is unique and adds value." Unknown
ANGER MANAGEMENT
Professionals understand anger to be a "secondary" emotion. It is commonly the result of dysfunction or a
primary emotion like hurt, fear or disrespect. Anger is an emotion of action and is expressive in nature. As an
expressive emotion it does not lend itself well to self-reflection. As useful as wrath (intentionally directed anger)
may be, anger itself generally operates without controls - that is the problem with anger. All the physiological
changes associated with anger make it especially hard to control and to deal with.
Managing anger takes awareness and practice. It can be learned. The conditions that commonly precipitate
uncontrolled anger: stress, alcohol or drug consumption, fatigue, constrained breathing and fear or emotional
pain, all make this emotion difficult to control, unpredictable in its strength, timing and target, and the cause of a
great deal of otherwise avoidable human suffering and mistakes.
Anger Management can be learned. It is not rocket science. The first step is understanding anger as an
emotion and bodily event. Next comes understanding one's own habits and history. Finally, one must engage
healthy new practices for recognizing, communicating, and managing one's bodily and emotional responses at
the time of the onset. One must also have good mechanisms for expressing the underlying needs that trigger
and fuel the anger response. Remember, it is a "response." One can, with practice, choose to respond
differently to circumstances and by so doing, take power over the situation.
Participants in RSD anger management trainings gain understanding of the causes and effects of unmanaged
anger, including the primary emotions underlying anger. They identify stressors and develop healthy coping
mechanisms for stress and frustration as they learn to recognize their anger triggers, cope productively, and
begin to communicate thoughts and feelings without anger and emotional violence. Self esteem and leadership
effectiveness rises as individuals become more positive role models and co-workers, experiencing
progressively healthier and more effective human interactions. Supportive skills taught include listening,
empathy and respectful communication. contact me
Professionals understand anger to be a "secondary" emotion. It is commonly the result of dysfunction or a
primary emotion like hurt, fear or disrespect. Anger is an emotion of action and is expressive in nature. As an
expressive emotion it does not lend itself well to self-reflection. As useful as wrath (intentionally directed anger)
may be, anger itself generally operates without controls - that is the problem with anger. All the physiological
changes associated with anger make it especially hard to control and to deal with.
Managing anger takes awareness and practice. It can be learned. The conditions that commonly precipitate
uncontrolled anger: stress, alcohol or drug consumption, fatigue, constrained breathing and fear or emotional
pain, all make this emotion difficult to control, unpredictable in its strength, timing and target, and the cause of a
great deal of otherwise avoidable human suffering and mistakes.
Anger Management can be learned. It is not rocket science. The first step is understanding anger as an
emotion and bodily event. Next comes understanding one's own habits and history. Finally, one must engage
healthy new practices for recognizing, communicating, and managing one's bodily and emotional responses at
the time of the onset. One must also have good mechanisms for expressing the underlying needs that trigger
and fuel the anger response. Remember, it is a "response." One can, with practice, choose to respond
differently to circumstances and by so doing, take power over the situation.
Participants in RSD anger management trainings gain understanding of the causes and effects of unmanaged
anger, including the primary emotions underlying anger. They identify stressors and develop healthy coping
mechanisms for stress and frustration as they learn to recognize their anger triggers, cope productively, and
begin to communicate thoughts and feelings without anger and emotional violence. Self esteem and leadership
effectiveness rises as individuals become more positive role models and co-workers, experiencing
progressively healthier and more effective human interactions. Supportive skills taught include listening,
empathy and respectful communication. contact me
Designing Respect-Based Mediation
This seminar is under development. It is designed for professional mediators and negotiators and teachers of
alternative dispute resolution. All mediators probably feel they attempt to run their dispute resolution sessions
with optimal respect of all parties. The problem is, respect is so important that it can not be left to the
assumption that we are doing everything we can to make our procedures and processes respect-based. If they
are not, one can not obtain optimum trust, nor optimum communication, nor optimum outcomes. For
information on training involving respect-based mediation procedures, contact me.
This seminar is under development. It is designed for professional mediators and negotiators and teachers of
alternative dispute resolution. All mediators probably feel they attempt to run their dispute resolution sessions
with optimal respect of all parties. The problem is, respect is so important that it can not be left to the
assumption that we are doing everything we can to make our procedures and processes respect-based. If they
are not, one can not obtain optimum trust, nor optimum communication, nor optimum outcomes. For
information on training involving respect-based mediation procedures, contact me.