1. Needs Analysis

In the first step of our process, we will speak with you about needs, frustrations, worries, and concerns as they relate to your company's people problems. If the problems appear to be related to a deficit in communication and conflict resolution skills, we will discuss together how the People Productivity Process works, and the ways your company can expect to benefit from implementing it.

If you decide to use our program, you have the option of getting your own trainers certified or we can send our own Master Trainers to conduct the work for you. (click on Delivery Options for Companies for detailed information).

2. 360° Pre-Assessment

GTI begins its work with your company by gathering measurable, accurate data about the level of your leaders' communication and conflict resolution skills. The first step is an assessment that captures data from all angles--self-assessment, and assessments by both team members (subordinates) and the leader's boss. These assessments are completed before the leader participates in the L.E.T. workshop.

The purpose is to establish a tangible baseline from which to begin the skill development. The focus is on the future, not the past. We assess only to provide a sound touchstone for evaluating future behavior.

Assessment by team members and the leader's boss is anonymous and confidential. The instrument is sent directly to GTI for scoring.

3. Leader Effectiveness Training (L.E.T.) Workshop

Next, the leaders participate in a comprehensive, three-day (21-hour) Leader Effectiveness Training (L.E.T.) workshop that teaches both a philosophy and proven skills for effectively solving their people problems. The Gordon Model, which was developed by our Nobel Prize-nominated founder, Dr. Thomas Gordon, integrates such concepts as the Behavior Window, Active Listening, I-Messages and No-Lose Conflict Resolution. The training workshop covers each concept in depth, using demonstrations, examples, role plays, exercises, short presentations, a workbook, small group interaction, and real-life situations. Throughout the three days, your company's leaders will actively develop, practice, and learn when and how to apply each of these skills so they can put them to work immediately.

4. Monthly Graduate Reinforcement

Every L.E.T. workshop graduate receives GTI's monthly "Graduate Connection" active reinforcement e-newsletter, which targets specific skills and assigns hands-on exercises for leaders to complete during the month. Ideally, one or more L.E.T. graduates from your organization would be trained as an L.E.T. Trainer, so that your newly-trained leaders can meet as a group on a monthly basis with a trained facilitator/coach to discuss and troubleshoot their experiences using the Gordon Model skills.

5. Post Assessment

a) First 360° Post-Assessment

Self-Assessment--one month after workshop

One month after the L.E.T. workshop, the participants complete a post-test which asks exactly the same questions that appeared on the pre-assessment.

Post-Assessment by leader's boss and team members--two months after workshop

To allow ample time for the newly-trained leaders to apply their skills, the first post-assessment of the leader by his/her team members and boss is done two months after the workshop. All are sent to GTI for scoring and comparison with the baseline pre-test scores and are sent to the GTI trainer.

Your L.E.T. Trainer then schedules time to discuss each individual leader's results, focusing equally on areas of success and areas that still need improvement.

b) Second 360° Post-Assessment--Four months after workshop

In this phase, the leader, his/her boss and team members again assess the leader's communication and conflict resolution skill level.

The L.E.T. trainer meets with each leader to discuss results again focusing first on successes and then on areas that need improvement. The post-assessment is intended to track progress and serve as a guidepost for helping leaders improve their on-the-job relationship skills. It is not a "zero tolerance," perform-or-else directive.

The long term, measurable benefits of the People Productivity Process are improved business results through better working relationships. The post-assessment demonstrates improvements in a concrete, observable way.

 

6. Follow-Up (Refresher Workshop, One-on-One Coaching and/or Consulting)

If more intensive follow-up is desired, we will work with you to customize a program that meets your organization's specific needs. Tools such as half-day or one-day practice sessions, coaching or personal consulting can refine and extend the skills learned during the L.E.T. class. Steps 5 and 6 are conducted on an ongoing basis for as long as the process meets the organization's needs.

For more information, please contact us:

Tel:    800.628.1197

Em:   workplace@gordontraining.com