Q: What size business does this apply to?
A: It's applicable across the spectrum, and has been successfully delivered in companies with 50 employees up to 8000+.
Q:What does this programme provide that training doesn’t?
A: When it comes to improving results, the performance gap is found between what an individual knows and what they do. Training and development are not the same thing. Training provides competence (the know), not sustainable improvements in performance (the ‘do’). The changes in behaviour that are required to achieve sustainable high performance are developed only through continued personal development, coaching and mentoring.
Organisational development processes are based upon the same learning principles as the traditional education system, the premise that the import of knowledge, technique and skill is a prerequisite for improved performance. That is simply not true. What this approach fails to address is the development of character, the attitudinal foundation upon which knowledge, skills and technique are applied into performance.
The Science of Success addresses the missing component to organisational development processes by developing self-awareness, the foundation of the intelligences of character that have a far greater influence on high performance. These are commonly referred to as Emotional Intelligence (EQ) and Spiritual Intelligence (SQ). Training is not fit for this purpose, and decades of poor returns on investment testify to it.
Q: We already use coaches in our business, isn’t this duplication?
A: No. The Science of Success isn’t intended to replace the one-to-one coaching process. It’s an entirely different deliverable that achieves similar outcomes - improved self-awareness of participants.
There will always be a need for one-to one -engagement, especially with senior leaders, however the Science of Success was deliberately created to provide coaching and personal development to multiple levels, enabling lasting performance improvement throughout the business.
It isn’t financially or operationally feasible for organizations to provide professional level coaching to all employees at all levels, limiting the ability to draw untapped potential into performance, the Science of Success enables organisations to bring a powerful personal growth and coaching experience to employees and talent management processes in a scalable and economical manner.
Finally, the Science of Success differs from one to one coaching in a couple of fundamental ways:
1: it provides powerful personal growth content that isn’t found in the coaching process,
2: it also provides the power of observational learning within the live group coaching and mentoring sessions. Participants get enormous growth and clarity from observing the learning journey of their course colleagues.
Q: Our managers develop our employees, why do we need this?
A: Firstly, if your managers are actually leading their colleagues by coaching them to greater performance, then congratulations, your business is a rarity and your managers are actually leaders. From our experience, companies rarely measure the conduct of management, and we politely suggest to all our clients that they do so by seeking direct verbal feedback from line reports. It is that important.
Secondly, many managers falsely consider themselves developers of people simply because they send them on training courses. That has its value in developing skills, however, it absconds the primary responsibility of coaching individuals and improving performance by developing character.
Thirdly, the Science of Success provides powerful content and a unique learning environment that is an entirely different development experience to the internal one-to-one process. The material, the delivery and the group coaching aspects accelerate personal growth in a manner that cannot be replicated by line management.
Finally, the Science of Success is a potent change process for employees as it provides a safe environment for self-expression and personal empowerment. Despite the best intentions and great leadership, business cultures rarely see employees willing to open up entirely to their immediate line management, and being brutally honest about one’s existing self-limitations is an essential part of growth. The Science of Success powerfully enables that self-interaction without fear of negative implications (however unfounded those fears may be).
Q: What financial investment is required?
A: The investment per employee is only £995 plus VAT. Please do not misinterpret this extraordinary value with the quality of this process. The Science of Success is one development initiative that your employees will thank you for.
Some organisations we have worked with have adopted part-funding arrangements with their employees as a means of encouraging personal responsibility for self-development.
Q: How do people attend the programme?
A: The beauty of synchronous training is that it’s virtual, so your employees will not be taken out of the workplace to travel and attend workshops.
All that’s required to access the powerful, interactive learning events is a computer, phone line and an appetite to learn! The Science of Success can be accessed anywhere in the world as long as a suitable internet connection can be used. The audio bridge has international access numbers and some participants join via Skype, although we recommend this be avoided if possible due to the possible degradation of service.
Invitations to events are sent out by email well in advance of the session and participants access is simple – click on the link in the mail, dial the access number on the phone and you’re in! Full instructions are provided to all participants via he course introduction document, which can be found in the resources section of the website.
Finally, all events are recorded to ensure repetition of viewing for learning purposes and to ensure anyone missing an event due to prior commitments doesn’t miss any aspect of the curriculum.
Q: What are the benefits to our business?
A: There are numerous, you can find an overview of typical benefits on the outcomes page of the site.
Q: What levels of the business does this apply to?
A: There isn’t a level it doesn’t apply to. This is a personal growth journey, developing the core traits of leadership at the level of character. There are many c-level executives who are in desperate need for this kind of development, and many organisations that suffer detrimental performance throughout the business because senior leaders lack self-awareness and the maturity of the intelligences that create powerful leadership.
It also applies to mid and front line tiers of the business. Your client experience will always reflect your employee experience, and developing the leader within all employees, nurturing creativity and releasing potential must be the primal objective of any business intent on growth.
Q: How is participation and attendance measured?
A: Each event records all attending participants. This is then collated into a spreadsheet, monitored and sent to the primary stakeholders for review.
Whilst we are responsible to participants, and not for them, integrity and commitment from employees benefiting from this investment is something we are passionate about.
Q: What value do our employees receive from participating?
A: An overview of typical individual benefits can be viewed by clicking the 'Outcomes' link on the left.
Please also take the time to visit the testimonial sections.
Q: Is there an accreditation involved?
A: No, the Science of Success is not a skills qualification exercise, it’s a self-development process.
Q:How do we assess impact and return on investment?
A: We expect to engage with every organisation to establish and agree specific objectives, expectations and outcomes. ROI is rarely measured effectively in matters of training and development, and outcomes are often very nebulous.
There are also many other factors that influence impact, such as the existing performance culture, so we choose to take a very pragmatic approach with organisations to ensure the value of this unique programme is realised.
For example, in the past we have undertaken before and after emotional intelligence assessments with participants, as well as designing and implementing 360-degree feedback analysis from participants, their line reports and their immediate leadership to assess attitudinal and behavioural change.
Finally, such is our confidence in what the Science of Success can do for your business it’s reflected in our commitment to a full-money back guarantee.