Find out how to make leadership less painful – even when under pressure to achieve goals, solve problems, manage change and improve productivity – simply by asking the right people the right questions.

The ability to inspire trust is a key competency for organizational leaders today. The 5 Waves of Trust, from FranklinCovey, covers the topic from a variety of angles including self trust, relationship trust, organizational trust, market trust and societal trust.

This program will motivate you to reach deep inside for the strength and courage to persevere through any obstacle.

In this training program, you'll meet Alec, recently promoted to supervisor, as he struggles for balance in his new position. How does one effectively manage former colleagues and friends? This best-selling video depicts the nine components of supervisory effectiveness.

Unlock the potential of all your employees and learn to transform negative attitudes into attitudes of courage and possibility with this powerful training set.

How powerful it might be to leave behind the anxiety and pressure that are part of the competitive mindset, and connect with others through their dreams and visions! In this moving video program employees are coached on how to to accelerate their pace of interaction, have courage in the face of fear, and enter the dance.

See how disparate people with different goals can still work together to create a win-win outcome. In this thought-provoking program, three South African retailers are forced to find new ways of doing business.

As our world becomes increasingly global, your employees increasingly work with people from other cultures. Train your employees to work effectively in today's global market.

If your organization seems to have more brick walls than hallways and doors, it’s time for a “totally twisted, deadly serious” look at leadership. That’s how Stan Slap, renowned speaker, author and executive coach, describes his cutting-edge take on the urgent need for managers who can meaningfully engage a cynical workforce.

L’entreprise est dirigée de facon traditionnelle au sein d’une structure de gestion ridige. La vision de la gestion sur l’efficacité de sa propre organisation est radicalement mise à l’épreuve lorsque l’autobus n° 13 part pour un circuit en montagne, remplie d’enfants…et avec un problème de freins! Puisqu’il y a eu une faille dans le “système”, les freins défectueux n’ont pas été rapportés à temps. La gestion détermine que c’est le système et la culture de l’organisation aui font défaut.