We want you to have a great experience. Therefore, we ensure a friendly, participatory and always interesting learning environment. Our goal is to elevate your knowledge and skills as rapidly as possible. You will benefit by using multiple, never boring, training methods. Together, we will jointly evaluate and choose the best methods for you.

Brainstorm:   The knowledge of the whole is usually greater than the individual. Small groups or sub-units quickly generate tremendous amounts of ideas, thoughts and suggestions. Participants generate and capture original and creative approaches. Plus, it creates excitement and interest as the audience bonds and learns to effectively think and problem solve.

Case Study:   Real Life is the great teacher. Study it. This process gives the participants the opportunity to study actual real life business experiences and situations. Participants learn from the mistakes of others and gain the ability to apply concepts and principles to their own problems.

Discussion:   Sometimes the best method is to "talk through" the learning. Participants receive a guided opportunity for comment, and insight. It stimulates group effort and individual participation.

Exercises:   We learn best when challenged to apply the learning. Participants break out into smaller groups or individually to confirm their new knowledge or skills and to test their abilities.

Games:   People love to play. Games are a great way to play at real life and to quickly learn important professional skills. Participants learn and practice real life skills without real life risks.

Handouts:   We always use handouts to memorialize and visualize the training and experiential skill builders. This process is especially important to the visual and kinesthetic learner.

Instruments:   The best managers know their challenges and strengths. We use valuable instruments to provide our participants with descriptive or diagnostic assessments of themselves, and others. This process helps to quickly build teams and allows participants to gain needed insights and understandings.

Lecture:   We sparingly use lecture because it is so flat, boring, and uninspiring. We use it only to transmit large amounts of identical information in a short period of time to a very large audience.

Modeling:  

Knowing is good. Knowing turned into doing is great. Modeling allows the participant to actually engage in the action, to make mistakes, and modify behavior to improve performance. This process educates as you go and gives participants confidence in their learning.

Questions:   Children drive parents crazy with the "Why" questions. Adult learners do better when they also know Why! Adults will seek the Why even when they do not explicitly ask. Participants have an explicit opportunity to ask important questions and to clarify course content. Questions give us instant feedback.

Reading:  

Participants read material prior to, during, and after the classroom sessions. We always use this method when we provide a multiple class training. This process is extremely effective in maximizing adult learning and efficiently saving time and money.

Role Play:   Participants take on and improvise the characteristics and behaviors of assigned roles. Participants learn to observe and analyze situations from another perspective.

Small Group:  

Many people are less than comfortable in large groups. We divide the participants into smaller groups or sub-units to sharpen learning and discussion. This results in more effective and in depth discussions. The group shares with the whole so everyone gets to participate and be heard.

Stories:  

Stories can vividly capture and portray truths. They seriously impact our conscious and unconscious minds. We listen and remember "real life stories." We always relate all of our course materials to real life situations and needs. Participants share their "best" or "worst" professional story. This helps illustrate material, encourage motivation, and promote success.

Think & Write:  

Each participant takes a few minutes to consider their response and write down their answer. This technique gives the quiet introvert or unsure participant the opportunity to process their information and contribute. Otherwise, the responses are highly skewed to only the extroverted, loud, or aggressive.