Self-learning Workplace, High-performing Business
Ultimately, a company that succeeds is a company that’s self-sufficient. Our ultimate goals is to turn our workshop participants into self-learning individuals, groups and teams that are addicted to learning and growth.
That’s why, as opposed to intellectual learning, which is a mere transfer or “copy” of information from one source to another, we bring to you “Integrative Learning”. Integrative Learning engages all four of the human faculties: senses, intellect, emotions and intuition for an exhilarating, effortless learning experience.
Integrative Learning has three components, three T’s as we call it, 1) Theater, 2) (Learning) Technologies and 3) Trainer.
Theater
Theater is the backdrop, the setup, the environment of the workshops. We go through tremendous care and preparation to ensure a learning climate that’s conducive to maximum absorption and retention of the workshop material.
Our workshops are setup to be fun and entertaining in a down-to-earth, interactive, often dramatic environment that promotes easy, effortless learning.
(Learning) Technologies
Learning Technologies are those that enhance learning abilities of the workshops participants. These are not computer or information technologies; we feel that too much use of computers actually get in the way of true learning. The Learning Technologies we use include some the most common concepts from revolutionary learning technologies such as Silva Method, mind/body meditations, Rose method, and In Genius Zone.
Trainer
All our workshops are conducted by a real human being, the trainer, in a classroom setting.
The workshop material thus produced is further fine-tuned and customized for individual learning, group and team learning, organizational learning and specially formulated leadership learning.
Easy, Effortless Growth that Comes from Within
In Transformation Workshops, we present material in a way that appeals to the intellectual, skeptical mind of today’s knowledge worker, yet contains self-evident “truths” that they accept and “get” intuitively. Also, the workshops are done in informal, relaxed atmosphere that inspires learning, growth and change from within. The result is effortless change and growth that comes from within the people than from external pressures.
Reinvigorated, Rejuvenated Workplace with our “Workshops in the Workplace”
Because we could conduct the Transformation Workshops in the actual work environment, the staleness of workplace is replaced and re-framed with a new, exhilarating, refreshing experience. Integrative Learning refreshes the participants with a new, exhilarating experience.
In Transformation Workshops, you will find an instructor whose life-passion is to study and experiment with new ideas, concept, models in human effectiveness and their effects on business organizations, institutions and society. Such passion is contagious. The participants can also become passionate about their own lives and their place in the world around them. They renew and refresh themselves.
Turned-on, Tuned-in, Emotionally Engaged People: to Their Work and Life
A Gallup poll shows that in a majority of companies, only 20 to 30 percent of the employees are “emotionally engaged” in their work. Engaged employees are more productive, committed, positive and value themselves highly. When employees are not engaged, they are unproductive and have to be cajoled by pay raises and other perks and incentives to be motivated.
While we have specific training programs to increase employees engagement, all our workshops share qualities that help improve employee engagement. For our trainer, work is an instrument to achieve something greater than himself, not just a job. He is in the training business not because it pays the most or it’s the most glamorous thing to do, but because he is passionate about it.
Such an attitude is reinforced in the workshops. When employees take a similar attitude about their jobs, it results in a worker who is tuned in and turned on to his life and work. Because he sees it as an instrument to making a difference in the world – make it a better place to live. A worker who sees his work as a tool to contribute to the world, sees her work with reverence and passion.
Coworkers Your Biggest and Best Supporters, not Competitors
The informal, personal, caring learning environment of the Transformation Workshops (as opposed to stuffy, formal environment) promotes a deep bond between a participant and her fellow participants. Participants create strong networks with others in the class, who become their support groups for solving problems, for advice and for corroborative projects.
As a result, co-workers become their biggest and best supporters, not their competitors.
Enthusiastically Swallowed Up by Today’s Skeptical Knowledge Worker
Our Workshop materials are enthusiastically adopted and swallowed up by today’s skeptical, intellectual knowledge worker for its progressive material that embraces the new, fresh and vital, yet respects the old. We take great pains in making sure that our materials, training techniques and workshop environment are progressive and appeal to the contemporary worker.
Our trainer is an outsider to the discipline of Organizational Development. He has spent his past careers in the trenches: working in the corporate world himself, doing the kind of work that the workshop participants do. As a result, our workshops are much more effective to the skeptical mind of a knowledge worker or a technical worker.
Our trainer is not trained in talking jargon that only the professionals in the Organizational Development community can understand. We have to think like you do – in simple, everyday-life terms and language. So that’s the language we bring to our workshops – simple, everyday, easy-to-understand language.
Not because we had to get trained in communicating that way – but because we just didn’t know how to do it any other way!
Bring Out Your Talents, Creativity and Best Selves
The care and empathy of the trainer and the learning environment creates nurturing, supportive learning environment that encourages participants to step out of their “comfort zones”. They feel safe to grow, learn and change behavior, they enjoy growth, learning, their self-esteem improves. Their talents, creativity and their best selves come out. Their self-worth increases. They become more valuable employees.
Workers feel secured in themselves and handle change, challenges and relationships around them with skill, grace and a deep confidence in themselves.
Effortless Learning with Peer-to-peer Training
You would probably agree that the biggest challenge you will face in doing any kind of “soft” skills training like people development is the resistance you face from the people themselves. Often, they may comply and “sit through” the training, because “my boss told me to”. But they will reject most of the teachings from the programs.
Working with us is like working with your own colleagues. Our trainer is a past knowledge worker himself who has spent over 10 years in Information Technology industry. This means he talks your language, understand your issues and knows your business. He is an outsider to the field Organization Development. There are no big buzzwords or stuffy, “I am holier than thou” attitudes.
A heart to heart, mind to mind bond created between the trainer and the employees – that can be created only between two professionals from the same discipline - means more effective learning, more productivity, better results. Better absorption, behavior change in work/life field for a more fulfilling life and career.
Better bonding, understanding and communication between the trainer and employees which means more effective training – they learn more, change easily, and apply what they learn – better productivity, better results.
Learning and Growth: Habit of the People in Workplace
Learning environment and trainer stimulate thirst for wisdom, knowledge and self development. This demonstrated by the trainer who is very knowledgeable with access to vast amount of knowledge from sources ten thousand years old as well as contemporary. 
