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We bring a different meaning to the word training – our Training isn’t listening, our training is experiencing.We believe that knowing means being able to do..... The old days of stand-up presentations called trainings are gone. We believe that people learn best from experience. We believe that people learn much more by practicing skills than talking about them. We believe in high-involvement activities – role plays, simulations, games, interactive exercises and working with the participants real-life issues.

Training results are what people use, change or remember six months after the training session. That is what we call real results. Traditional training works for people who are extremely motivated to employ the skills they learn in their lives. For corporate training this in not often the case – people are often not so motivated to that. Often, all that remains after six months is a small part of what was taught in the training room and nothing from subsequent practical application.

Hidden Diversities
By Dee Kinder

One of the most common sources of stress and conflict in the workplace is what I classify as “hidden diversities.” Hidden diversities are the ways in which individuals think and behave. Click here to download the full article >

Our training concept is that skills as well as knowledge has to be learned in the training room. Since learning a skill may require 20 repetitions, we spend up to 80% of total class time on training and practicing. We let people exercise the skill, make mistakes, get feedback (from self-reflection and from others), do it again, improve again and do it again until the skill is truly learned or “in the muscle”, and not just an idea in the mind.

We are extremely flexible and able to customize our Lego-type training programs to fit client-companies’ specific needs through the process of cooperation and collaboration between the trainer and company representatives. And we create entirely new customer-specific programs addressing their problems and industry specifics.

Before the start of internal training we conduct, a “current situation analysis” together with employees of the company, paying attention to strengths and weaknesses of a specific sector. Any or all training participants can also be given a “current skill assessment” if necessary. Then all the involved parties identify the specific training goals. Only then does the training preparation process begin, with the trainer studying the company and its specific needs and goals.


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