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.” 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 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.

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.

Business Services Manager | Pharmacia

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.  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.

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.

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!

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. 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

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…

  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

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.  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.

Ken M., Field Manager | Baker Hughes

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.  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

When I went to your class last September, I was not sure what I was going to do to change the attitude of the people of the yard that I had just been moved to manage.  Once I got back to the office, I went to work re-interviewing my people and getting a feel for their concerns and goals.  After gathering all the information, I put a plan together. First of all, we came up with a mission statement and our goals.  Then, we ironed out the High Payoff Activities that would help us meet these goals.

One common theme that I heard from the guys was that they were tired of hearing how great the Odessa yard was and how they should just do things like Odessa does them.  So I asked them as a group, “What have you done to change that?”  They could not give me an answer, so I told them, “If you don’t like something then change it, don’t just complain about it.”  So this was how we got our Mission Statement of “Setting the Standard.”  I told them that if we perform to the best of our ability then we will make people say, “Look at how Hobbs does it, that is how things should be done.”  I have our High Payoff Activities posted in the main foyer of our office for our employees and customers to see.

We have since more than tripled our monthly revenue numbers and have done so without giving up our flawless execution.  My area manager is also using our perfect inventory score as an example to other districts in our area.  He told me that he is always telling our corporate leaders how great we are doing in Hobbs.  I forwarded an email that was sent from our Vice President to me and my boss saying that he ‘hopes the other yards will be able to meet the bar that was set by Hobbs’ to all of our teams with the statement:

This is how we set the Standard. My boss also told me that he has noticed a huge difference in the morale of the yard since I have been here.  I am confident that without the instruction and the quotes that I get from you that I would have never been able to achieve the level of greatness that we have here in Hobbs.  2logical will continue to be very instrumental to my success as a manager in the future.

Todd H., Operations Manager | Baker Hughes

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. 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.

Adrienne D., Director of Internal Communications | Constellation Brands

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.

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.

Marc C., Sales Manager | Baker Hughes

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. 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