Each program is completely customizable to your organizational needs and delivery requirements.

Leading Millennials Motivational Intelligence™ 

Today we have five unique generations in the workforce, a phenomenon that has never happened before. Each of these generations were influenced by distinctly different factors and thus, they bring with them differing values, perspectives and strengths/weaknesses. 

Managing Change Motivational Intelligence™ 

“It is not the strongest of a species that survives, nor is it the most intelligent. It is the one that is more adaptable to change.” – The great 19th century scientist, Charles Darwin. 

Change is inevitable and in the fast-paced world of business, it is coming at us at an ever quicker rate. In order to succeed, employees must be more open-minded, adaptable and willing to embrace change than ever before. Yet the innate human desire to keep things the same, reduce the risk of failure and cling to legacy ways of thinking, slows organizations down and creates a drag factor that keeps companies from being as nimble as they need to be. 

Recruiting with Motivational Intelligence™

One good hire can transform a team. One bad hire can quickly become a distracting nightmare. In the interviewing process it can often be exceptionally difficult to tell which type of employee you’re going to get. As such, at times recruiting can seem like more like a game of chance than one of skill. However, it doesn’t have to be. Today, cognitive science has given us an infinitely greater understanding of what truly causes some employees to succeed and others to struggle. Bringing these insights into the realm of recruiting greatly increases the success rates of finding employees who will get up to speed quickly, and be able to adapt and grow in the role.

Implementing Strategy with Motivational Intelligence™

For any organization, implementing a new strategy is a daunting task. First comes the development of the strategy – the painstaking hours and countless consulting dollars invested in rethinking the products and processes; the competitors and channel partners; the skills and techniques. Then comes the challenges of the roll out –communicating the changes to customers, partners and employees, lining up all the necessary logistics and resources, informing employees of the new skills they need to have and processes they need to follow.

Customer Service with Motivational Intelligence™

Companies are frequently judged not on what they do right but more often, on how they handle things when something goes wrong. What is the lasting impression your organization leaves? Do your clients come away from these interactions with a stronger affinity and desire to do business with you? Or do they come away frustrated and dissatisfied?

Motivational Intelligence™ for High Potentials

Speak to a high achieving employee or seek to understand a peak performing team and you will consistently find that there is one common denominator that contributed to their success: a mastery of motivation. They have a Motivational Intelligence™ of no excuses, no blame, high self-confidence, a positive, resilient attitude, laser focus on goals and understanding comfort zones that  defines the difference between winners and losers, victors and victims, champions and everyone else.

Motivational Intelligence™ for New Hires

With today’s rapid pace of business, an organization’s ability to compete is increasingly dependent on the Speed to Productivity of their new hires. No longer can executives afford to wait around for months and months for a new employee to get up to speed – it simply costs too much in the form of money, lost performance and lost organizational speed. What organizations really need now is for the Speed to Productivity of their new hires to shrink from several months to just a few days. Imagine the saved time, saved money, increased productivity and performance across an entire organization if, within just a few days, new employees were making monumental and consistent contributions to the success of the team.

Motivational Intelligence™ for Individual Contributors

Speak to a high achieving employee or seek to understand a peak performing team and you will consistently find that there is one common denominator that contributed to their success: a mastery of motivation. They have a Motivational Intelligence™ of no excuses, no blame, high self-confidence, a positive, resilient attitude, laser focus on goals and understanding comfort zones that  defines the difference between winners and losers, victors and victims, champions and everyone else.

Merging Cultures with Motivational Intelligence™

We are likely all too familiar with the influence that organizational culture has on employee performance and engagement. We certainly see that influence on a daily basis.

So when we bring two different cultures together, the stakes for merging them seamlessly couldn’t be higher. For any type of merger or acquisition, this transitionary process of bringing two organizations together to create one unified organization can either make or break the success of the transaction. 

Transforming Culture with Motivational Intelligence™

We are likely all too familiar with the influence that organizational culture has. We certainly see that influence on a daily basis. We see it every time we try to implement a change and are faced with resistance. We see it when we try to leverage a new process and it just doesn’t seem to get any traction. We see it in the “frozen layer of middle management”, where the best executive-level strategies and ideas from the field always seem to die. We see it in the departmental or functional silos that break down communication and collaboration. 

Diversity & Inclusion with Motivational Intelligence™

In a globally connected economy with 3 or 4 generations in the workforce, it is safe to say that the workplace is diverse. This diversity can propel a team or company to new heights or become the seed of its eventual demise. How can the same subject be fuel for unprecedented success for some and the cause of failure for another? Clearly it has to do with how each organization interprets and harnesses the unique talents and gifts of their diverse workforce.

Communicating with Motivational Intelligence™

Speak to any peak performing leader in any industry, and you will consistently find one common denominator that contributed to their success – their ability to effectively communicate.

Perhaps nowhere can the influence of a leaders communication be clearer than the interaction with those they lead/manage on their team. The importance of building trust, the ability to ask questions to crystallize goals and the ability to communicate with the inspiration needed to achieve these goals are all key communication components that come to mind.


Thanks for your participation last week, your presentation was great and my team buys-in 100%.  The best compliment I heard was an employee actually said, “I would have paid for this myself.”  see more

Can we set up a call later this week, say Friday? I want to talk about pricing to roll-out the full training session to my team.  We don’t have it budgeted but this is so important to our success this year I want to find a way to do it.

Larry L.VP Sales and Channel Marketing, NEC Corporation


I want to thank you for the experience of a lifetime.  Going into the class, I was skeptical and prepared for it to be a waste of time.  I was actually hoping that a “fire” would crop up somewhere, and I would be required to step out and help put it out, and possibly get out of class.   see more

By the end of Day 1, I realized that this class was like no other.  I was amazed as I watched the class transform in just a few days – and these are successful, experienced sales leaders within Baker Hughes – and the way they view their jobs was changed in a very short amount of time.  My mind was changed as well, and I have begun a new journey in my life which I am looking at not as a new chapter, but a new volume in my professional and personal life.  I have already found myself using the techniques we learned last week, and I look forward to tomorrow when I can continue developing into a better leader while helping our company and other people grow.

A quick story – since the first of the year, I have lost about 40 lbs.  (Yes, playing soccer with 40 less pounds is easier!).  As you could imagine, the clothes I wore before don’t fit me anymore, and I ended up stacking them in a corner of our bedroom.  My wife has asked me many times what I was going to do with my “big clothes”.  I told her I didn’t know, but in my mind, I was keeping them in case I needed them again.  I woke up this morning, stuffed them in a bag, and gave them away to Goodwill.  My wife asked me why I decided to get rid of them now.  I simply told her that I don’t need them anymore.

Thank you!

Ken M.Field Manager, Baker Hughes


I would like to take this opportunity to share with you the experience my organization has had with 2logical.  Last year, I was searching for online courses that would prepare members of my staff to conduct focus groups and customer satisfaction polling.  My search led me to 2logical, a company I was not at all familiar with.  My contact gladly helped me set up an account and get myself and my staff registered for our necessary courses. see more

During our initial contact, she also mentioned that 2logical provided classroom training and had a learning model that I might be interested in taking a look at.  She and her associate came in for a meeting and laid out what I considered to be a very different approach to corporate training.  As a member of the performance development planning team for my organization, I found the ideas presented by 2logical to be innovative and at the same time very practical.  The emphasis was placed on “achievement knowledge” which meant building the individual before attempting to build just another skill set.

2logical focused on the age-old question, “How do I get a middle-of-the-road performer to become a top performer?”  I had recently had the experience of seeing an average performer make a transition to a top performer, but I didn’t know how it had happened, so I wasn’t sure how to duplicate the success.  My contact at 2logical helped me see that the secrets to recreating that success and building upon it lay within the 2logical learning model.

My contact at 2logical has been willing to invest a large amount of time into working with my organization to address our developmental needs.  She coordinated the scheduling of our first session of “Self-Leadership” and the ensuing follow-up with online training.  We are currently working together to schedule our second installment of this highly successful course.

The impact of the 2logical approach can best be summed up in the story of Walter.  Walter has been working within my department for 3 years now.  He is in his late 50s and had been stuck in the proverbial rut.  He was not interested in looking at new approaches to old problems and was even less interested in interaction with his peers.  Walter would challenge any suggestions made for improvement and was generally viewed as unreceptive to change.  Talk about a turnaround!  Walter seemed to really latch onto the message of “Self-Leadership” and see himself in a new light.  He realized that he is in control of his future and that feedback makes him stronger.  He even reached out for additional tapes of the seminar since he was sharing the information with his entire family.  I have seen quite a change in Walter and his ability to interact with his peers in a positive exchange of ideas.  His job performance has been invigorated and Walter will tell you he owes it all to the “Self-Leadership” class.

Please accept this letter for what it is, a strong recommendation of 2logical, and its ability to pull together the necessary pieces for a successful training experience.


Lisa S.Business Services Manager, Pharmacia


I would like to share with you what I feel has made a big difference in our team.  With the added 2logical training that we started at the end of last year for our mid-level supervisors, I feel this has been a home run!!!  I have sent all of my supervisors through the class and all I get from them after is that they loved it.  see more

I have noticed a change in most of them in how they interact with their employees and how they lead them.  I will tell you also that just the idea of the company putting this training together for these supervisors has meant a lot to them.  All of them have a new sense of worth to the company and are asking for more.  Thank you to your team.


Mike T.Maintenance Manager, CETCO


To All,

My Leadership Staff and I would like to thank you for investing in us with the 2logical Leadership training this week.  We believe this training has changed us in many ways.  see more

 There are times in your life when you can mark something that has had such an impact on you.  This is one of those times.  It’s hard to express in words what all of us feel in our hearts.  This method of training reached into our hearts, where we believe the things we stand for exist, that drive us in doing the things we do.  This way of teaching gets to the very core of you.

As my team and I begin to digest all the information that 2logical shared, we will develop a plan of action, using these tools to make it happen.  I am looking forward to seeing all of them grow in this journey.

Thanks again for your encouragement, confidence, and for believing in us.

Gerald A.


Thank you again for the Leading at Constellation program this week.  I was very impressed with the quality of the program and I gained a lot of insights that went beyond my expectations. I’m confident that the time invested will not only help me become a better leader… but it will also help me improve in all aspects of my life.   see more

I’ve spent a considerable amount of time reflecting about the program since Thursday afternoon (and I’ve been talking about it with anyone who will listen).  Since the class was centered so heavily on stories and personal experiences – I naturally found myself reliving my own “stories” through the new lens you guys taught all of us.  It’s hard for me to write in a email how fascinating that’s been.

I actually called my parents last night and had the most amazing conversation with them about their parenting style and how they instilled a strong sense of ownership and esteem in myself and my brother, and if they consciously knew what they were doing at the time.  I asked my mom to think of a time when she made a parenting decision that was really hard… and wouldn’t you know – she picked the exact situation that I had!  It’s hard to believe – but we both identified my 4th grade book report!  Long story short… who would’ve thought that assignment back in 4th grade was so important.

As you can probably guess already – my biggest “nuggets” from the program revolved around the importance and influence of ultimate responsibility and self-esteem.  Especially how they relate to people, teams and overall leadership in the workplace.  It’s the understanding of the “why” behind the actions that we see every day.  How we all default to tangible skills, abilities, deadlines, task lists, etc. – when the true thoughts and beliefs are what’s actually driving that behavior.  Most importantly – I need to consistently replay this in my own mind… because it’s just so easy to fall into a victim mindset where things just happen to me.  I need to remind myself that I’m always in control… and it’s up to me to decide how to react to things, how I choose to interpret feedback, how I approach new situations, etc.  My challenge now is to keep this top of mind and make sure that I’m applying it to all of my life situations.  Just fascinating!!!

We recently got approval to add 2 new positions to our team – so your behavioral based interview questions will be very timely and helpful.  I’m also planning to share most of this information with my team.

Thanks again!

Adrienne D.Director of Internal Communications, Constellation Brands


You provided 2logical training for me at the ImageNet Tanaka ranch over a year ago.  I remember your first words: “We are going to be here for 2 days just talking, however, you will leave here a changed person.”  Red flags immediately went off in my brain of skepticism. see more

As I sit here today I had to express how right you were.  I have been in the industry for 33 years.  Within that time period I have attended so many training courses.  NONE have had the impact power that 2logical has had on my entire life, both business and personal.

I had to reach out to you and thank you for the profound positive impact 2logical made in my life!

Kindest regards,

Byron N.General Manager, NEC


It is with great pleasure and enthusiasm that I write this letter.  My recent completion of your seminar has made me more focused, both in my professional and personal life.  see more

Your seminar has provided me with a useful and practical means of achieving the things I want in life.

In the past, I knew what I desired and I was somewhat aware of what was needed to attain success, however, getting started was the difficult part. Now I know that this is not so.  Once I have identified exactly what is important to me, making the necessary change is not all that hard.  It was amazing to discover that training the mind was the “missing link” I needed to accomplish my goals.  Affirming and visualizing makes the task seem effortless.

I can honestly say that the benefits are already apparent.  Immediate results – this alone is encouragement to remain on task.

As a Training Administrator, I find this seminar very effective in the business world.  I would highly recommend it to any and all employees that wish to move forward in their careers and simultaneously maintain a happy and well-balanced home/family life.

2logical has made me take a close look at my values and priorities and realize that to become a better person, I must make changes.

Thank you for this tremendous opportunity.


Marilyn C.Training Administrator, General Motors


I was thinking of you over the last few days as I was reflecting on our year (prior to my year end review) and it has been a pretty challenging yet fun ride over the past 12 months. see more

By implementing some of the leadership tactics that you taught me and the team, we have managed to gain market share and the team’s morale around the office has never been as good as it is now.  And that is saying something given the pending merge, the state of the industry and the fact that we just went through another round of layoffs.

Anyway, just wanted to say thanks again and we’re going to continue to develop our leadership skills based on the 2logical training.

I hope our paths cross again soon.

All the best,

Marc C.Sales Manager, Baker Hughes


It has now been 3 weeks since our training and the entire team is still charged up!!  We learned so many new techniques and methods to incorporate into our professional and personal lives…lessons and advice that we have all taken to heart and look for ways to use them every day.  You would be proud of how your message has resonated with the team and the profound impact YOU’VE had on all of us, me in particular.  I left our meeting with a renewed focus, a fresh outlook and excited to get to work as soon as possible.  I spent most of that weekend thinking about our sessions and how I can reinforce those teachings into our training and development.  Here are a few things I incorporated right away…see more

  1. Set the department’s goals – The first order of business on Monday was to have the team define the department’s goals and the culture they want to create…(I let them do it, I then gave them my feedback).  “Let others speak first”… I wasn’t very good at that…still working on it!
  2. I then asked them to identify what challenges would keep us from achieving these goals and identify the actions and activities we need to take/execute in order to overcome those challenges.  I was very impressed with what they came up with.
  3. I made sure to write those goals and culture beliefs on my board.  I then made copies in LARGE FONT for everyone to post at their desks…I was so proud that they all came up with the same goals and were in line with what I had in mind.  Not sure that would have been the case before meeting YOU!
  4. I made a list of areas of improvements for ME to make… these are also listed on my board to keep them top of mind.  I review them EVERY DAY!
  5. Team meetings – I didn’t really meet as often with my teams as I should have.  We will now have team meetings twice a week… first on Monday to discuss the focus and direction for the week but also for a Hi-Low session.  On Mondays I’ve had them reflect on their personal Hi-Lows and any lessons we can take from those experiences.  Our Friday meeting is a discussion of the week’s work, sharing best practices and discussing the areas where we can improve as a team and a department…we also do our Hi-Lows on Friday.  Friday’s reflection is strictly the week’s professional Hi-Lows.  We end every meeting by stating our department goals and the culture we want to create… the more they hear themselves say it, the more they believe it is possible!!

I go back to our Manual and Roadmap at least once a week and look for ways to incorporate new techniques into what we do.  Particularly goal-setting, not only with the team but with our accounts as well!  This is working out beautifully! Below I’ve listed the team’s goals, culture beliefs and list of areas that I will make an effort to improve on every day!

Business Development Department 2016 Goals

  • Surpass 100% revenue targets
  • Build strong relationships with our AE & DOSM partners – “One Team”
  • Identify agents that believe in our message!
  • Create brand awareness across ALL of our partners through frequent contact and one clear message!

Business Development Culture

  • To be more is to do more
  • Stronger together
  • Always positive
  • Always prepared
  • Plan & Execute
  • Build a consistent message and process

Areas of Improvement for Joe

  • Active listening
  • Silence
  • Let others speak first
  • Encourage creativity
  • Use quotes
  • Reflection – “High-Low”

Thank you for providing us the guidance and formula we needed to help make us the best we can be!!

Make the most of yourself…for that is all there is of you.” – Ralph Waldo Emerson

Joseph L.Senior Director of Business Development & Travel Agency Sales, Regent Seven Seas Cruises


Thank you again for spending the week with us last week and mostly for bringing enthusiasm and passion to the course.  It’s refreshing to work with people who are passionate about what they do and certainly makes the learning experience that much more enjoyable. see more

When I arrived to the office on Monday I was able to instantly begin using affirmations as our floor was under construction and the work environment was being modified to an open/collaborative concept, which made most of the engineers a little uneasy.  I can definitely say that as a result of what we learned last week, I was quickly able to identify “leadership moments” and through listening, questioning and affirmations, make most of the team more comfortable about the idea of the change.  While that was unexpected, it was a good test and instant reinforcement of the concepts we learned.

Regarding my long-term plan, the main concepts I identified very strongly with were defining a vision and culture for my teams.  All too often in product development, we have difficulty aligning what we do with corporate initiatives and visits that are often end user and business metric focused.  I believe it’s that lack of alignment that creates the “internal focus” where we lose sight of what’s most important to the business as opposed to what we think is the best or optimum design solution.  I haven’t quite mapped out how I’m going to connect all of the dots, but I plan to start with defining a 9-12 month vision which is going to center around completing development of a critical patch project which will facilitate our ability to win a critical contract.  Once the vision is established, I plan to allow the team to identify the risks and gaps as they perceive them that could impact those goals which should give me a good baseline of the current beliefs that I can then use to define a culture that begins to modify those beliefs.

I’ve also already begun planting the seed of HPA’s with a few of my reports and thus far the feedback has been very positive.  They all agree that if that mechanism were in place they would a) feel more comfortable about decisions they were making on a day to day basis, and b) more effectively manage their time.  We have goal planning for the year coming up over the next couple months which should be the perfect opportunity to start defining those HPAs for each position.

Finally, I plan to simply make myself more available to have discussions with each employee about whatever it is that’s on their mind.  I’m definitely guilty of jumping into “mentoring” and addressing actions without truly listening to what the thought/belief is that the employee is struggling with.  I think this will be the most beneficial for my senior team members who have very strongly rooted beliefs that become visible to the junior team members and could counter the culture we’re trying to create.

I’m sure I’ll have more questions as I begin to attempt to implement these concepts and I look forward to continuing to work with you and your team.


Nick C.Engineering Manager, Baker Hughes