This is the official Blog of Directive Communication International. Our Goal is to assist Organizations and Individuals to improve personals and organizational performance and effectiveness. Here we will post the latest articles and information relating to the applications of Directive Communication Psychology to peak performance, leadership development, corporate training, change management and organizational development. We welcome new insights, positive and negative comments, opposing views and competitors posts for complimentary training or methodologies which can further the benefit the readers of this blog. We wish to provide a fully rounded perspective of group dynamics and psychological methodologies that affect the performance, passion and effectiveness organizations.
The Last Chance to get the DC Psychology Master Trainer Track Free. I, Arthur Carmazzi am doing one more DC trainer certification in Bali on May 10th to 20th. The Certification is USD3600 inclusive of all materials, DVDs, tools, accommodations, meals and airport transfers. The Master Trainer Track sells at an additional USD8600 but this [...]
You may have heard that leadership guru Arthur Carmazzi had some difficulties as a child. He was considered “special” which defined and categorized him as a child that was not up to the standard of normalcy. These days we call that “Children with Special Needs”. While Arthur still has the infliction of ADHD and Dyslexia [...]
Ok, first, you need to watch the video, it will tell you about the different options of organizational change and the different levels… then come back and read what we do and how it will help you with ONE aspect of organizational Change. This Link will take you to the PDF proposal for what we [...]
Why would someone leave their country, in this case the US, and travel to a foreign land to establish themselves in a region with a completely different culture and set of rules. Considering Arthur Carmazzi’s reputation, when people ask him this question the expectation is quite different from the truth. As one of the world’s [...]
For this post and video, I don’t have lots to say, only questions… so here they are: If your organization was to change for the better, do you think you would be more productive? Why? What would be the 3 most key factors of change that would make that difference? Why? What are 3 actions [...]
In a recent Organizational Culture Change project we worked on, the people iin the organization where aware of the core values, yet did not really pay much attention to them. As a result, this affected customer service, cooperation and the decision making premise that was “supposed to” lead to empowerment. [see: organizational change for more [...]
Negative Key Influencers are the Enemy to Organizational Change. The best way to defeat your enemy is to make him your friend and turning negative key influencers into positive ones is the ideal solution for getting others on involved in organizational change. Unfortunately, it is not always possible. So, the first step is to identify [...]
Finding your “Key Influencers” is kinda like checking your friends on Facebook to see who has the most friends who comment and interact with them. While there may be others with more friends by number, those may be shallow acquaintances or maybe just collected individuals who have no real connection. But those who’s friends interact [...]
The psychological key to organizational change is that people want to be successful in their jobs… yes, even those “lazy” people. But a person’s desire to be successful in their job is often diluted by the environment. I always considered myself a hardworking person who puts a 100% into his job, yet, long ago when [...]
Part 2 of how to change an Organizational Culture in 80 Days By: Arthur Carmazzi Changing organizational culture can have a profound impact on effectiveness, motivation and alignment of personal goals and organizational objectives, but there can be negative effects if you do not understand your current organizational culture before you start. The first step [...]
