Master Trainers

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Our Training Methodologies
Our instructional methods use the adult learning theory approach.  Education-based and competency-based learning, in particular, must acknowledge and account for the characteristics of adult learners and the learning strategies that work best with adults. Adult learners expect, and deserve, to leave the experience with competencies that can directly and immediately be applied on the job.

In the case of education opportunities, participants must be able to recognize and use the competencies in real job situations or “training-in-context”. Simulations and role-play rank high among the most useful learning techniques for emphasizing a “training-in-context” concept, where the learning environment approximates the workplace environment in as many contextual ways as possible.

Our Training Curriculum (partial list)
Change Simulation
Event-Driven Strategies
Creativity and Innovation
Cost Mapping
Business Models
Creating a Strategic Future
North of Sales
Strategic Processes
Managing Synergies
And others (please contact us)

The Training Results.  What participants are saying about their training experience.
A very systemic approach. The process and materials are outstanding. The combination of business focus and behavioral approach is remarkable.

The process is very clever, robust and well-thought. Overall I enjoyed the team setting and the simulation process. Great!

I'm excited! The tools, assessments, everything.

The training provided the tools, knowledge, and processes I need to implement change in my department and in my company.

I really liked the visual and the polygon exercises, but all the pieces and parts will work well for the clients and students we serve.

I learned a lot. I liked the approach, especially the tools, the game board, and the knowledge I gained from mine and other group members.

I came out of this workshop with knowledge to better work with change. The materials, process, etc. are organized in a way that an organization can deal effectively with change. I am excited. I also learned from the other participants.

I learned that assumptions are the most important element of almost any process. I liked the idea that the materials get everyone on the same page. It was time well spend and the knowledge gained is applicable to numerous situations.

I liked the structure. The materials and the process are well though out. My test for satisfaction is "Would you spend the money again?" "In a heartbeat" "It was great."

I liked the tools because they allow you to use them in numerous other applications beyond change.

The tools are great. I will begin to introduce them to my situation Monday morning. I liked the simulation. I did get frustrated at some stages, but in retrospect I'm glad it was frustrating because working them through was rewarding.

Wayne, thanks for everything last week. I really enjoyed it and am very impressed with the completeness of the whole approach.

The Participants (partial list)
General Motors, GMAC Division,. Department of Defense, US Navy,
Ralston Purina, Center for Performance and Accountability, Bremmer Food Group,
ICF International, LexisNexis, Perot Systems, CI International, Mary Kay, Inc.,
JC Penney, Center for Complexity and Public Policy, Rockfish Seafood Grills,
MD Anderson Medical School, FlowServe, Roadway Systems,
Center for Early Childhood Leadership, Bemis Corporation, Webster Veterinary Supply, Inc.,
Albemarle Corporation, Loewe-Adler International, University of Kentucky,
University of the District of Columbia, University Center, Lansing Community College,
University of Southern Mississippi, University of Texas System, University of Kansas,
University of Dallas, California State University, East Bay, The Strategic Processes Group,
Integrated Elements, Fierro Leadership Systems, Performance Power, Espoo, Finland,
Bracken & Associates, Strategic Integration Services, Persona Nordic, and numerous others.

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