Corporate Training
It is without doubt that the last four years have been rough ones for employers and employees alike: massive lockdowns, which lasted for years in some states, followed by across-the-board supply chain disturbances and high inflation which have negatively affected corporate profit margins. Against this turbulent backdrop, it’s important for owners, managers and staff alike to understand HOW TO WIN: how to keep morale high, how to keep staff eager to produce at high levels, and how to make the workplace both enjoyable and productive, so that corporations may attract and retain top talent.
The little known secret is that there is a “Playbook for Winning.” And now, more than ever, it’s important for folks to know that playbook so that they may be at the top of their game in their respective industries. The neuroscience behind individuals and groups who win – and conversely, the neuroscience behind the “bad eggs” who prevent others from winning – is now well-established, albeit little known. For instance, studies show that adding even one “Negative Nellie” or “Debbie Downer” or “Susie Slacker” personality type to a small group setting will drop the group’s performance by 40% on average (even when the group recognizes the bad egg, and tries to counteract the negative impact). Reduced to its essence, what this means is that if your organization has a million dollar payroll, but also has 1 in 5 employees who possess these antisocial personality characteristics, your business is going to have to pay $1.4 million – or 40% more this year – to simply break even … and get back to where things would’ve been without the “bad egg” staff members dragging down productivity. Interestingly, studies also show that there are very rare groups who are immune to “bad eggs.” Wouldn’t it behoove business owners to both know how to spot and avoid hiring the “bad eggs” — and also know how to counteract their effects — without losing 40% of their corporate profits in the process?
In a related vein, the San Antonio Spurs basketball team wins 117 times as many games as it should, given the level of players on its roster. Year in, year out. Which begs the question: what is the Spurs’ coach doing that is so manifestly different that it’s causing his players to routinely perform in the Top 1%? — and more importantly, how can you harness his approach to get the best out of your staff?
Even more fascinating is what neuroscience has to say about the power of expectations and hope. To wit, when one puts a rat in a barrel of water, the rat will typically give up swimming and begin to drown at about the 15 minute mark. But if one instead rescues the rat right before he starts to sink — thereby reinforcing in the rat’s brain that “hope of rescue” is indeed a possibility — the little rat will swim not just for another 15 more minutes … but for 3 consecutive days. Which leaves most wondering: what exactly is the neuroscience behind the miraculous results achieved by the “power of hope” — and how can an average leader harness it? Equally fascinating is the fact that children fed an egg a day end up significantly higher on IQ tests at year’s end, and that adults who execute a “Superman pose” for two minutes will drop their cortisol levels by 42% and increase their testosterone nearly 30% (compared to those who were in lower power poses). And of course, higher IQs and better chemicals in our bodies directly affect success probabilities.
Most would agree that the eternal struggle — as we navigate this planet from birth through death — is “how do we do it better?”
In short: how do we WIN?
That is what is covered in this powerful 4-hour course, delivered across two consecutive lunch or dinner slots, to your staff or group. And we promise that you and your colleagues will NEVER be the same.
So why live life hard — when you can instead learn to easily win — with a proven a playbook that makes the process effortless and enjoyable?
Call or text now to book The Winning Playbook Corporate Training for your staff: (714) 594-9702. Or email: Leigh.Esq@gmail.com.
