| <<< HYDRA::DISK$NOTES$LIBRARY:[NOTES$LIBRARY]HOLISTIC.NOTE;1 >>>
-< Holistic Forum >-
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Note 316.7 New Age Thinking course 7 of 9
-< MTT&D Dept. Course Offerings >- 22-SEP-1988 13:52
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Here is a copy of the schedule of course offering for Tewksbury's Training
Department. The department will be moving to Andover next month, so watch
for new location announcements.
MFG. TECH. TRNG. & DEVEL.
TRAINING SCHEDULE - FY'89
INVESTMENT IN EXCELLENCE/BECOMING AN EVERYDAY GENIUS (6 day workshop *)
$900
Oct. 17 - 21 Feb. 13 - 17 May 1- 5
Oct. 31 - Nov. 4
CERTIFICATION DAY (choice of 1)
July 20 Dec. 19 Jan 5 June 8
July 21 Dec. 20 March 30
* This six day workshop combines the fundamentals of two Pacific Institute
video based programs. Students will receive certification upon
completion of six full days of training which includes a separate one-day
application session.
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INVESTMENT IN EXCELLENCE (4 day workshop) $750
July 26-29 Jan. 24-27 April 11-14
Aug. 23-26 Dec. 6-9 Feb. 28-March 3 May 23-26
Sept. 27-30 June 20-23
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INVESTMENT IN EXCELLENCE ADVANCED DAY * (1 day) $150
Jan. 4 May 11
March 29 June 7
* optional follow up day, IIE four day course is prerequisite to this
session
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BECOMING AN EVERYDAY GENIUS (4 day workshop) $750
Aug. 2-5 Oct. 4-7 Jan. 31-Feb.3 April 18-21
Aug. 30-Sept. 2 Nov.29-Dec.2 Mar. 7-10 May 30-June 2
June 27-30
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BECOMING AN EVERYDAY GENIUS ADVANCED DAY * (1 day) $150
Jan. 6 March 31 May 12 June 9
* optional follow up day, BEG four day course is prerequisite to this
session
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Note 316.8 New Age Thinking course 8 of 9
-< IIE Course Description >-
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COURSE NAME: INVESTMENT IN EXCELLENCE
TYPE OF INSTRUCTION: VIDEO/LECTURE/DISCUSSION/EXERCISES
LENGTH: 4 DAYS
INTENDED AUDIENCE: INDIVIDUAL CONTRIBUTORS, MANAGERS, SUPERVISORS, WORK
GROUPS/TASK TEAMS, ETC.
PREREQUISITE: NONE
COURSE DESCRIPTION:
This seminar is a structured learning experience which enables individuals
to become more aware of their true potential and provides them with
specific techniques for tapping their existing, but often unused resources.
The course format involves viewing of videotapes for basic conceptual
undertanding followed by individual exercises in the workbook, and group
discussions.
Major areas covered in this program include: the human thought process,
conditioning, the self image, theories of motivation, affirmations and
visualization, comfort zones, and goal-setting.
COURSE OBJECTIVES:
The objective is to provide the employees with a better understanding of
their own potential and self imposed limitations; the major functions of
the human thought process; the two types of motivation; the use
of affirmations, visualization and imagery as a tool for increasing
productivity and achieving goals; and steps in the goal setting
process.
CLASS SIZE: MIN. 8 MAX: 16
COST: $750/person for open enrollment
$650/person for intact group, minimum charge is for 16 people
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Note 316.12 New Age Thinking course 12 of 12
-< An Overview of Investment In Excellence >-
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INVESTMENT IN EXCELLENCE
WHAT IS IT?
Investment In Excellence is primarily an information workshop. Information
is not a substitute for skill. Participants are provided with information
that permits them to discover the framework in which they know what they
know. They are supported in getting out of their own way so that they can
continue developing and using their own "knowledge framework" to move in new
directions in their lives.
Basically, human development is a process and the Investment In Excellence
learning experience supports participants in becoming aware of their own
personal process. Once this awareness exists participants may then begin to
acquire the additional knowledge and skills they need for setting and
achieving personal and professional goals.
The workshop provides a structured learning experience that focuses on
personal and professional growth opportunities. It teaches basic concepts
of human behavior and explores the linkage between thought and action. All
material covered in the workshop is based on the premise that human beings
have untapped potential which remains inaccessible due to self-erected
barriers created by previous behavioral conditioning. Using a combination
of video tape instruction, personal growth kits (workbooks) for individual
work, and small group discussions and exercises, the workshop assists
participants in identifying those barriers which have been inhibiting their
using their potential.
Once these barriers are made "visible", where they exist, in the minds and
experience of each participant, the workshop provides participants with
techniques (affirmations and visualizations) for going beyond these barriers
and for discovering and making use of previously untapped resources. The
structured format takes participants through a series of steps from
awareness to insight to identification of where the techniques can
continuously be applied to all areas of their lives.
WORK PLACE ISSUES
BASIC OBJECTIVES OF INVESTMENT IN EXCELLENCE
EXPECTED RESULTS OF INVESTMENT IN EXCELLENCE
WHAT IS COVERED IN THE WORKSHOP
INTRODUCTION
MOTIVATION AND CHANGE
MANAGEMENT DEVELOPMENT:
HOW SELF TALK AFFECTS JOB PERFORMANCE
POSSIBILITY THINKING AND PROBLEM SOLVING
THE PYGMALION EFFECT
BASIC OBJECTIVES OF INVESTMENT IN EXCELLENCE
1) To re-emphasize that we all have unending potential
for growth
2) To explore the basic stages of growth and development
experienced by all persons and by all levels of any
organization.
3) To show that our growth is a direct function of the
beliefs, opinions and attitudes we have about ourselves
and others
4) To show how these beliefs, opinions and attitudes are
formed and how they control behavior (ours and others)
5) To show how we act and perform in accordance with
these beliefs, opinions and attitudes
6) To illustrate how we move toward that which we think
about.
7) To confirm that others act toward us as they see us
and what the result of that is
8) To explain how beliefs, opinions and attitudes can be
changed.
9) To reveal why change is difficult, why change threatens
us and why we consciously or unconsciously push back,
avoid and procrastinate
10) To demonstrate how meaningful and lasting change must
start first on the inside (in our imagination) and work
its way to the outside (into reality).
11) To experience how our mind only allows us to see what
is either important to us or is a threat to us
12) To learn how to use this information to make the entire
goal setting process more relevant and meaningful
13) To show how our self-esteem and our opinion of ourself
directly relates to our personal performance.
14) To learn the effect our opinions of others has upon
their performance.
15) To clarify the positive relationship between construc-
tive motivation and personal performance and accounta-
bility.
16) To show that there is a direct relationship between
attitude, performance, productivity and profits.
EXPECTED RESULTS OF INVESTMENT IN EXCELLENCE
1) Render change non-threatening and desirable by
understanding how to deal with and manage it
2) Provide the foundation for an effective employee
and management training program.
3) Develop even more effective leadership styles
4) Produce a constructive and supportive work environment.
5) Increases individual and organizational productivity.
6) Promote individual commitment and accountability.
7) Inspire a results-oriented mentality.
8) Give the goal setting process new meaning and
purpose.
9) Prove that habits and attitudes are neither good
nor bad until related to specific goals.
10) Generate an atmosphere where "possibility thinking"
is a way of life.
11) Provide the tools for effectively internalizing
new developmental skills
12) Mobilize personal potential for self-motivation
and creativity.
13) Establish a solid foundation for meaningful and
lasting growth and improvement.
14) Put learning on an exciting "want-to-know" basis.
15) Create an atmosphere of trust and good will.
16) Utilize visualization techniques for reducing stress
and pressure.
17) Make possible the elimination of self-imposed barriers.
18) Cut down turnover and absenteeism.
19) Make balanced personal growth a desirable objec-
tive.
INTRODUCTION
The material covered in this part of the workshop will:
- introduce you to the idea that our belief structure
is what stands in the way of our gaining access to
our unrealized potential and that goes for all of us
regardless of education level, management experience,
or technical competence.
What beliefs (truths) do you or your people have about
the way people are managed, the way organizations are
developed, and the way work is performed that could
be standing in the path of performance improvement?
Its not what we know but rather the way in which we
know what we know that is standing in the way of
our achieving the results we know we can achieve.
Discovering and altering these ways is crucial
to ongoing personal, and organizational health,
satisfaction and effectiveness.
MOTIVATION AND CHANGE
The material covered in this part of the workshop will:
- give you an appreciation for the psychological basis
of conflict and of conflict resolution. Your discomfort
with the status quo and the dissonance surrounding your
drive to create a more supportive and participatory work
environment should be viewed as positive and healthy.
It's just this kind of "positive stress" that is moti-
vating you and others to get more involved with the
functioning of the workplace. Once you and others in
your group identify with the notion that "there is no
motivation without discontent", you'll have a new
dimension of cooperation in your workplace and an
important advantage on your competition.
- teach you how to use experiential imagery to trigger
new motivation. Creating new reasons to get excited
about one's work and career is a never ending,
do-it-yourself project.
Demonstrating to people the psychology of self-
motivation gives them the understanding and the tools
they need to operate effectively in a participatory
culture. Upper management will notice how this pays
off by getting a sense of a new level of "ownership"
of the positive aspects of change by all employees.
These techniques will dramatically reduce the expensive
waste that manifests as "resentment", "resistance" and
"resignation". When change is underway, the greatest
risk to your accomplishing your mission is still the
psychological sabotage fostered by "uninvolved" employees.
- convincingly demonstrate to management the counter-
productive aspects of "restrictive-type" motivation.
Neutralizing the destructive use of "push-oriented",
"have-to" motivation is crucial to making your
investment in a participatory management system pay off.
- demonstrate the direct connection between "want-to"
motivation and personal accountability. This fundamental
principle is a basis for Theory Z type organizations and
when learned, will go a long way to insuring "ownership"
by all employees in the future health of the company.
- show you that high energy and high morale are a function
of constructive management style. Assertive, accountable,
creative people operate from "want-to", not "have-to".
If management at Digital will arrange for its people to
create the right image for themselves, then everyone
will "own" the company's future success and confidence
in its products and services will be in-bred.
MANAGEMENT DEVELOPMENT:
HOW SELF-TALK AFFECTS JOB PERFORMANCE:
The material covered in this part of the workshop will:
- show the direct connection between workplace conversa-
tion (intrapersonal and interpersonal) and performance.
All high self-image groups in the company have a
positive self-correcting kind of "self-talk" running
through them while the troubled segments of the company
can usually be found stuck in criticism.
Awareness of the "self-esteem cycle" will keep your
morale and confidence issues out in the open as you
make your transition and will go a long way toward
eliminating the pettiness that can eat away group
morale and bottom line profits.
- give you a persuasive display of the psychology behind
the "pre-programming" of poor performance. You will
become sensitized to self-defeating conversations in
yourself and in others and you will learn specific
techniques to counter-attack in a constructive manner.
Being on the "positive" offensive is a strategy all good
leaders use. And if you find yourself in a highly
competitive, survival-oriented fight offense is still
the best defense.
- demonstrate for you that there is a direct connection
between self-esteem and craftmanship. Quality products
and taking pride in ones work is a result of quality
thinking and a positive self-image.
Any investment we make as an organization in building
self-esteem in individuals pays off in the hard currency
of quality and integrity.
- convince you that the fear of making mistakes and an
over-cautious, playing it safe attitude is a function
of low self-esteem.
"Investment In Excellence" builds the kind of self-esteem
necessary to create positive, possibility-oriented people
by promoting the growth of individual worth. A healthy
flair for risk-taking is crucial for our business
survival in the next decade.
- provide tools that you can use to analyze the existing
dynamics of the workplace that are creating the current
mind-sets and belief structure. The humor and analogies
used by Lou Tice help establish a "safe" atmosphere within
which constructive discussions can occur. This, in turn,
encourages open dialogue about the important attitudinal
changes that are necessary in order for DEC to become
a successfully functioning participatory culture.
POSSIBILITY THINKING AND PROBLEM SOLVING:
The material covered in this part of the workshop will:
- reaffirm for you that creative breakthroughs are the
direct result of organization assertions about "worthy
goals".
"Investment In Excellence" shows how the "reticular
activating system" works in amazing ways for organizations
who have taken the time and made the commitment to establish
objectives to shoot for.
If you don't decide what's worth going after and lock
onto it, then you are only operating at "half-awareness"
and you are constantly running the risk of being
"out-imagined" by your more visionary competitors.
- make you aware that in today's challenging climate,
technological breakthroughs will come through a renewal
of basic human fundamentals - motivation, self-esteem,
and group morale
Technological innovation is always fueled by human
spirit and vision. "Investment In Excellence" can
become your new competitive edge.
- sell you on the idea that innovation can be as broad-based
as there are goal setting employees and empowered and
empowering leaders. And it's not a sale that's hard to make.
Everyone recognizes the truths inherent in "Investment In
Excellence because this information is the theme of your
own success pattern. You're at your best, when you're
working on something that you "own"
Arranging for more "participation" would be a worthwhile
endeavor for Digital even if there weren't the very real
pressures of competition.
THE PYGMALION EFFECT
The material covered in this part of the workshop will:
- give you valuable insights into managing change and
handling the stresses that can accompany it. The goal
is to be able to make a major transitions in your life
without unnecessary suffering.
The old saying "life is too short" while true, doesn't
need to be the excuse that keeps you from making
necessary changes. Digitals future business health
is dependent on our being able to stay in the game.
- show you how to master change by visualizing end results
in advance. An important by-product here is that you
are drawn into change by your own choice and with
a renewed sense of anticipation.
- point out that when faced with change there are really
only two ways that people operate: as victims or as
beneficiaries.
The number of beneficiaries can be dramatically increased
by mobilizing the organization to "see" itself into
the future. Management is accountable for envisioning
the desired change but it can't stop there.
Managements role goes beyond this. It has to know how
to be "Pygmalion" to the entire organization in accomplish-
ing it's goals. A positive, assertive, visionary-type of
leadership wins employee respect first. The result for
the organization is increased productivity and profits.
The results for the individual is aliveness and energy.
- make you realize why certain managers are not growing.
The Peter Principle is a fact, but it doesn't need to be.
The Peter Prescription is not the solution.
Being a leader in an organization and trying to find a
"comfort zone" to rest in are inconsistent ideas. We
can't afford to have "passengers" in leadership roles and
still stay in business.
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