In the first module, we are looking to identify the conflicts in success messaging that have your staff chasing things that don’t fulfill them, and seeking various forms of validation outside themselves that ultimately won’t create joy or satisfaction.

We live in a society that pushes KPIs for success that rarely match individuals’ personal templates for happiness, and so disconnecting external stimulus from internal sensation is a critical concept to open with.

We’ll be discussing internal conflict and programming, inefficient focus areas, common pitfalls with outsourcing, a new perspective on authenticity and honesty, and get them to understand the difference, in practice, between survival and thriving.

Proposed Return On Investment (PROI):

Staff on a long-term path to someone else’s definition of success produce diminishing returns and build resentment, which leads to unnecessary levels of in-office conflict and under-performance.

Teaching people to separate reactivity and unwanted influence puts them back in the driver’s seat, which improves intrinsic motivation, communication and perception of progress. In short, they’ll feel like they’re actually making progress towards the life they envision whilst employed with you.

In the second module, we are getting into physical sensation and messaging within the body. It’s necessary to get into the relevant biology here for 2 reasons:

1. To prepare them for the depth of training involved in the next 2 modules, and
2. To reframe old assumptions about how their physiology impacts their professional capacity.

An ‘empowered’ nervous system is the result of understanding, communication, compassion and reframing sensation so that a person can make quantum leaps in their reality without being held back by physiological barriers, e.g. anxiety, nervousness, nausea, racing thoughts and shame spirals etc.

PROI:

Humans are a survival-oriented species that create fixed neural loops for activities and perspectives that are deemed ‘safe’. Much of what you’ll ask of a high-level employee will conflict with the most common neural loops formed in childhood, and the staff member will likely experience the conflict as a manifested ‘bad habit’ such as procrastination, perfectionism, imposter syndrome, distraction, confusion and other expressions of underperformance.

If I can teach your staff to identify and translate internal signals, it can prevent poor performance by removing the core reason for the pattern at the source.

In the third module, I explain how emotions are created, managed and manipulated within the body. I include training on triggers and how to heal them, and we specifically address the sensation of ‘stuck’ – what it means and how to move past it.

In the second half we’ll get into the biology of belief and learn to distinguish between an authentic expression and a trigger-loop.

PROI:

Being reactive to one’s environment is a sure-fire way to perpetuate symptoms of anxiety and unnecessary levels of stress. Aside from the HR, presenteeism and retention nightmares associated with that, being unaware of personal triggers and the way that our body creates and experiences emotions leads to tension, miscommunication and the misperception of stagnation.

In order for your workplace to be perceived as an employer of choice, staff need to associate feelings of growth, respect, potential and belonging with both the company and their immediate reports; this is only possible if the staff in question are conscious of their programming, wounds, reactions and filters.

In the fourth module, I break down the components of a personality so that staff are able to dis-identify with the qualities and traits that have held them back thus far. Because our reality is a projection of (and filtered by) the programming within which our system operates, I teach staff how to reverse engineer their own filters and assumptions, which enables them to steer their lived experience from an empowered and intentional state.

We address misconceptions around personal responsibility to account for anyone that is missing targets due to fears around blame and/or responsibility, and teach the process for installing whatever coding would create the outcome they’re aiming to achieve.

The key benefit of this method is that it doesn’t involve telling staff ‘what to do’ or ‘how to live’ – rather it puts the ball back in their court with regard to direction and seeks to improve personal investment in their career path. All modules are relevant and valuable for staff with people-pleasing tendencies, but this one is particularly valuable for those with a more passive approach to their own success.

PROI:

Programming in a human shows up in every environment. The same codes that create massive arguments at home will be behind conflict and sub-optimal reactions in the workplace. We can work on surface level issues like opinions and behaviours forever but if we want to see sustainable, tangible change, we need to look deeper; we need to know what models of reality are filtering the person’s experience.

More importantly, we need that person to be able to find and articulate them so that they can be adjusted when they become problematic. True conflict resolution and behaviour modification are only possible when the person can identify their core drivers and learn to meet those needs in a way that better serves them and the community in which they operate.

This module is a proprietary training that was borne out of noticing a debilitating pattern that affects, at some level, every private client I’ve ever had. All coping strategies developed in our formative years have downsides in our current life because they simply weren’t designed to manage our adult environment or relationships, however the mental process of strategic self-victimization is arguably the most damaging.

It remains prevalent and pervasive because it is effective; however, the impact on performance in every area is vast and intense.

This module is presented towards the end of the program once people have learned extensively about how they operate for a reason; it involves honest and confronting conversations about how we hold ourselves back, how we construct narratives that enable us to blame our outside environment, and how we use manipulation and emotion to pander to childhood wounds. It is not for the faint-hearted, but for those who are prepared to listen and implement, this module alone can change lives.

(Note: while it sounds intense, this module consistently rates as the favourite in participant satisfaction surveys.)

PROI:

Empowered staff take responsibility for development and problem-solving. Staff who perceive themselves as the ‘hero’ in their story are exhilarated by the opportunities inherent in perceived barriers, rather than debilitated by them. Staff who can identify and shift self-victimizing behaviour avoid unnecessary conflict, make consistent progress and experience less stress than the average employee. And staff who take a proactive approach to their journey at your company rarely feel overlooked or misunderstood. Getting a handle on this particular behaviour can improve health and morale across the board.

Human beings are inter-relationally dependent and our systems react strongly to the perception of disconnection in all its forms. One of the most common (yet unconscious) fears with personal development is the idea of out-growing our peers and loved ones.

In this module we talk about how to communicate your personal changes and boundaries from a place of embodiment rather than preaching. Our goal is to use the learnings to improve our relationships in all areas, rather than egoically separate ourselves further.

In addition, the celebratory aspect of this module is designed specifically to help integrate and cement ‘the new normal’ and allow staff to practice experiencing pride and accomplishment. This may not sound like something most adults would need a safe space to attempt, but you would be shocked to know how many high-achievers operate from ‘never good enough’ coding, and therefore never experience satisfaction, regardless of what you offer in contract.

PROI:

No staff training is a worthy investment if it is used to create separation. The ability to integrate personal change into the workplace without staff feeling condescended to or ousted is a skill that can be taught. If you can offer staff a training that elevates every area of their life without creating division or tension, you will have created a workplace environment where everyone benefits from the investment in a few.

Furthermore, the ability to feel success and achievement at your company can generate more empathy and loyalty towards the company, which will likely improve retention.