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The Problem: Actively Disengaged Employees
The Gallup Inc. organization estimates that there are 22 million actively disengaged employees that cost the American economy up to $350 billion per year in lost productivity, including absence, illness, and other problems that result when workers are unhappy at work. Disengaged employees and a high turnover rate impact your business's productivity, level of innovation, and ultimately the bottom line.
Your company does NOT have to be part of these alarming statistics!
The Solution: Workshops that Train and Engage
We cannot teach people anything; we can only help them discover it within themselves. -Galileo Galilei
The Art of Practice has been a missing piece of training and development. If there is much theory but little practice, learning will take place but skills will suffer. Effective workshops and training programs serve to accomplish more than delivering knowledge and information: they encourage teamwork and collaboration by uniting people and giving them a common language and shared experience. Mind Solutions Inc. offers a range of interactive workshops and programs to help companies lead, train, engage, and develop their workforces. We provide content, materials, and facilitation, and can customize curriculum to meet specific organizational objectives and outcomes.
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Leadership Development: 1
Engaging Leadership Workshop - A two-day, comprehensive program designed to enhance leadership effectiveness at all levels. Our clients use this proprietary program—a unique combination of group learning experiences and 1:1 coaching - to improve retention and engagement, enhance communication, build team work and camaraderie, and prepare leaders for future success.
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Leadership Development: 2
Engaging Relationships through DISC - A 90 minute workshop based on the DISC Personal Profile System ®, which is the universal language of behavior. Research has shown that behavioral characteristics can be grouped together in four major divisions called personality styles. People with similar personality profiles styles tend to exhibit specific behavioral characteristics common to that profile. All people share these four styles in varying degrees of intensity. The acronym DISC stands for the four personality styles represented by the letters.
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Leadership Development: 3
Team Engagement Workshops - Custom developed based on the critical needs of your organization, usually 90 minutes to two days in length. The subjects can include generations at work, emotional intelligence, time management, Five Dysfunctions of a team as well as a multitude of customer service and or leadership development topics.
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Leadership Development: 4
Team Engagement Workshops - A critical support mechanism to sustain any training performed at your organization. Coaches work with individuals to assure that the skills trained in the classroom are transferred to the workplace.
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Keynote Speeches
Each of the presentations described below can be delivered in a one-hour keynote speech, a three-hour seminar, or developed into a full-day workshop to fit the specific needs of the audience. Please take the time to review Jack’s presentation topics, and then talk to him about how he can personalize his presentations to your specific needs and situation.
We cannot teach people anything; we can only help them discover it within themselves. -Galileo Galilei
Stop Fixing, Start Leading! ® for Leaders and Managers
Leading employees to prevent and solve their own problems.
Stop Fixing, Start Leading! ® for Human Resource Professionals
Leading your human resources to prevent and solve their own problems.
Stop Fixing, Start Leading! ® for Parents
Leading your children to prevent and solve their own problems.
Stop Fixing, Start Leading! ® for Employees and Students
Leading yourself to prevent and solve your own problems.
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What round are you in at the office?
What is the compelling argument for The Coaching Clinic ®
Just one look around tells us that business has changed dramatically. Gone are the days when employees could show up, do the same job year after year and stay until retirement. Mergers and acquisitions now threaten even the most seasoned process experts, who used to be protected from the ravages of downsizing.
Employees are sadly watching their friends and colleagues pack their desks and wondering when they will be among the next group to be called into the company cafeteria for an "announcement". Those who are left behind are expected to do their work plus that of the "departed". At all levels people are feeling scared, mistrustful, angry and sad. "Forget about peak performance", they say, "we just want to survive." As a consequence, managers are dismayed to find that they can no longer command or control this group - the previous threat of job loss is now so omnipresent that it has lost its firepower. |
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Ask yourselves these questions:
As a manager, how do you motivate this group?
How do you motivate people who are 20 years older than you are and who resent having to listen to you? How do you get competitive results from workers who are determined to give you exactly what they are contracted to give and not an inch more? In today’s marketplace, trying to address these driving management issues using the approaches that worked yesterday is perpetuating the "insanity" of doing the same things and expecting different results. You simply cannot expect different results without doing something different. Why Coaching is the Answer
Leaders can’t be the change agents alone - they need to create missionaries. Through taking a coaching approach to support their employees, managers can create partnerships with their colleagues to gain mutually beneficial results. By creating a collaborative culture, employees can focus on their jobs instead of being distracted by suspicion and fear.
The coaching process helps re-build trust and re-open communication. It supports attitudes of openness and accountability. When a coach approach is in place, managers can reduce turnover, maintain their investment in their employees and have more dedicated and competent workers who contribute to the organization rather than take away from it. |
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How will The Coaching Clinic ® benefit your organization
Support on-going, just-in-time continuous learning
Enhance organization-wide communication Develop employee competencies necessary for teamwork, leadership and high performance Increase creativity Enhance employee morale, loyalty and motivation Support diversity and provide effective mentoring Build a career self-reliant workforce Maximize the productivity of valuable human resources And many many more |
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Why The Coaching Clinic ®
Coaching has emerged as a major trend because it works. At its worst, it is the same old thing given a new name or spin. Many organizations have adopted "Coaching" as a catch phrase to mean anything from performance improvement and management to delegation skills or even – how to deliver criticism! The Coaching Clinic ® provides executives, managers and supervisors with a common set of skills and understanding which will be consistent across the business aimed at business and personal performance improvement.
The Coaching Clinic ® program is fully supported by Coach U and CCUI, the recognized leaders in the coaching world and the only focus of CCUI is Corporate Training. Standing alongside the training are some of the best business coaches in the world who can both help deliver the training and work with individuals in the organization. All these coaches are fully trained and licensed to deliver the programs. Organizations will benefit by receiving a quality program that is updated frequently and delivered by fully qualified and experienced facilitators to help ensure success. The Coaching Clinic ® is the only program to utilize the Personal Coaching Styles Inventory (PCSI). Coaches have a distinct advantage when they quickly recognise the style with which people represent themselves in conversation and context. The PCSI provides a tool that managers can use to obtain that advantage also. The PCSI will also allow the manager to uncover their own style which will enable them to relate even more effectively with their employees. |
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Coaching Distinctions
The Coaching Clinic ® is unique in its distinctions of coaching - and has a proven track-record for producing major shifts in corporate culture by raising standards and competencies. It is important to understand the common distinctions to fully understand how taking a coach approach to managing and support employees will differ from other methods of support .
Relevant distinctions to consider include some of the following taken from The Distinctionary by Thomas J. Leonard:
Coach vs. consult
To coach someone is to ask for change and growth as well as inform and guide. To consult means to share information and expertise of what you've seen work but not necessarily to request a change or action. Coaches consult and focus on who the employee is becoming while they're doing what they're doing more effectively. Consultants focus on the what.
Coach vs. mentor
A mentor is an expert in a particular field or within a particular company who knows the job inside and can guide someone under them to move up and forward within the company or in the business. A coach is more of an expert on people in general and helps people move forward, but there is not necessarily a disparate power or status relationship between the client and coach; it's more inter-developmental.
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In summary...
The Coaching Clinic ® is the most comprehensive corporate coaching program in terms of application. The program provides a toolbox of skills that managers/leaders can apply to their interactions immediately. Most programs are theoretical with a few listening and feedback skills. The Coaching Clinic is much more skill-based with a repertoire of techniques to choose from. Through gaining this skill, leaders, managers or supervisors will know what to do when the rubber meets the road. This means increased employee retention and real behavior change in the Coaching Clinic ® participants and their employees.
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