Part 1 .................
Managers + employees together

Empower Everyone to Self-Manage Their Performance and Potential

Most employees wait for feedback — and miss chances to take initiative on their own growth. Part 1 changes that. Everyone learns together, building the shared language and mutual ownership that makes performance conversations work on both sides.

What You'll Learn ⇒

Proactively Gather Feedback

Most employees wait and wonder — never quite sure how they're really doing. Learn a quick, powerful way to ask the right questions, to reveal how you’re adding value and how you can be even more effective going forward.   No more waiting to be told. 

 Uncover and Share Your Professional Growth Interests

Resumes show your past. Use the Career Pattern model to articulate what you want to learn, contribute to, or develop next — so the people around you know how to support you.

 Boost Your Performance with Self-Reflection

Use the Employee Performance Continuum to reflect on how your work results and day-to-day behaviors shape your impact — a simple, visual way to spot strengths, identify growth areas, and align your performance with what matters most. 

  Give Meaningful Recognition to Others

 Part 2 .................
Managers

Equip Managers to Handle Performance Challenges

Building on Part 1, managers go deeper. Most managers want to give feedback — they just don't know how to say it without making things worse. That hesitation leads to silence and missed opportunities to course-correct before small issues become patterns.

Learning to apply our Root Cause Analysis and the Turnaround Method, managers learn exactly what to say and how to say it — clearly, confidently, and without triggering defensiveness. Whether it's in-the-moment feedback or a longer-term pattern, they leave with the tools to speak up and guide performance forward.

What You'll Learn ⇒

Personalize Performance Conversations for Each Team Member

Our Performance Content Planner gives managers a clear, current picture of where each person stands right now — their strengths to recognize, growth areas to develop, and performance gaps to course-correct. No more reviewing the past. Every conversation focused on what's next.

Speak Up in the Moment

Minor issues left unaddressed become patterns — and patterns become performance problems. Learn simple, sayable wording to name what's off and address it early, before it builds into something harder to correct.

When the issue is complex, behavioral, or has become a pattern:

Step 1:  Clarify the real problem

Performance patterns and behavioral issues get tangled up in history, emotion, and assumptions fast. Our Root Cause Analysis cuts through all of it — separating facts from feelings, results from behaviors — so managers can name the real issue clearly, fairly, and without bias.

Step 2:  Know exactly what to say

Once the issue is clear, our Turnaround Method gives managers the exact words to address it head-on — non-critical, forward-focused language that gets heard instead of triggering a defensive reaction.  

TTI Insights: DISC & Motivators Assessments

Help Your Team Work Better Together

Most team issues aren’t about skill—they’re about people not clicking. These simple, research-backed tools help everyone understand how they work, communicate, and what really motivates them—so teams connect, collaborate, and get more done together.

Explore Program ⇒