features of the professional growth process

   Micro-learning replaces the annual review and performance appraisal
Develops everyone - all the time
Develops everyone in accord with job description / expectations
Connects employee growth to business goals
Coaching sessions can be engaged remotely
Mobile devices keep growth plans accessible
Teaches all leaders how to coach effectively
Teaches all employees the "Self-as-Coach" variation
Monitors both employee behaviors and performance outcomes
Holds employees accountable for Radical Teaming behaviors
Promotes rehearsal of progress into everlasting habits
Documents activity with the "Summary of Process Report"
Initiated in 2007 providing a decade of proven success

Micro-Learning Event scheduled for Wednesday, July 11, 2018


coaching & training that motivates, inspires and lasts

Micro-learning is not about the false promise of a breakthrough transformation that fades over time. It's more about repeated courageous actions, goal-oriented striving and the purposeful creation of more positive habits and life-long patterns. Micro-learning is the deliberate and intentional creation of small steps leading to multiple capabilities designed to Master Your Future.

Our Professional Growth Process (PGP) in combination with systematic LifePsych® Coaching (LPC) helps you and your employees meet personal and organizational goals, which ultimately results in satisfied customers and long term business success.

Coupled with a Radical Teaming assessment process, teamwork behaviors are created, encouraged and sustained.

don't think "outside the box"  -  forget the box

How to evaluate employee performance has recently risen to the top of many corporate agendas. There is the growing awareness that traditional annual reviews and performance appraisals are ineffective, if not mostly counter-productive. Rather than thinking outside the box to improve evaluations — just forget the box.

Throw the box away and engage the innovative Professional Growth Process with continuous LifePsych® Coaching and never look back. Always look forward as you build employee success stories — one goal at a time. Engage all employees with real-time, leader-involved coaching — all the time. Teach employees how to create a growth plan, how to execute the plan and how to document action oriented activity toward goal descriptions. Encourage employee behavior to be consistently in alignment with the organizational mission and strategy.

Turn the 360 around

Move away from cumbersome performance reviews to a pattern of documented employee success stories. We promote continuous growth and innovation without using annual performance reviews. The creation of a continuous process is more effective than periodic reviews.

real results from training

The PGP ensures that learning is turned into real behavioral change, a challenge for conventional training methods. It's a proven transfer of training method for documenting goals, action steps, measurement and accountability, without giving managers extra paperwork.

Keep the ideas flowing

Extraordinary business results comes from employees who energetically grow toward organizationally aligned and focused behaviors, while enthusiastically helping their teammates do the same. The Professional Growth Process, powered by LifePsych® Coaching, creates direction and accountability which leads to a steady stream of personal and organizational innovation.

trust your leaders

Effectively executing a performance management system requires trust in your leaders. Such trust cannot be just a leap of faith. Leaders must learn how to coach and develop employees in a way that earns trust. Effective coaching can be taught, learned, executed and sustained using the PGP and LPC.

make leadership a habit

By stating clear goal patterns and reinforcing the associated action steps that become habits, the PGP outlines a clear course of action that aligns all employees on a path towards positive change, in harmony with the organizational strategy.


rewards vs. process

Executives and leaders are usually not clear about determining "rewards" in performance management systems. Rather than focus on various "outcomes" that are associated with various "rewards," focus on encouraging the "process" that leads to significant outcomes. Learn to trust the process that produces outcomes and rewards will be allotted with greater clarity.