Objectives for this Program

Methodology

The program is to be implemented by Arthur F. Carmazzi with the assistance of Directive Communication Certified Consultants.

Outline and Process of Vision Centered Culture Initiative

Part 1

The Discovery Module will consist of a series of interviews and information gathering sessions with a number of employees of the organization. These sessions will lead to a more thorough understanding of the existing culture of the firm and help identify some of the specific circumstances that require attention during the course. This will also be an opportune time to explain some of the objectives of the Vision Centered Culturing initiatives and participants will be exposed to many of the tools, techniques and strategies of Directive Communication.

Part 2

The roles of leadership in improving organizational culture will be discussed and established. Specific strategies to catalyze vision alignment and make it congruent with organizational objectives will be established. An understanding of psychological process used during this program and the objectives of EACH project will be established.  

 

Senior Management’s role in this initiative is crucial

 

Part 3

Transformational Directive Communication Component to consist of 6 One-day training events. Simultaneously Senior Management will have 6 separate one hour coaching sessions to support the initiative.

These 6 One-day workshops apply the Directive Communication 3R protocol throughout the process:

 

Through the application of DC psychology and experiential methods, the initial one day workshops are designed to stimulate and enhance cooperation and initiative at the mental level.

The reason this program is successful over other types of initiatives is that the psychological foundations are expanded by the employees themselves, not by management and not by consultants. Each of these Modules contains “Implementation Projects” designed to cultivate ownership and excitement within the ranks of your people.

The strategy is based on U.S. Special Forces PYOPS tactics combined with DC Corporate Re-Culturing strategies. When a core group has internalized “Directive Communication foundations” the psychological weapons of influence are systematically applied across the organization. The key influencers (core group attending the workshops) within the organization are simultaneously trained in “Force Multiplication” tactics.

From the core group, individuals create DC A-teams incorporating different organizational hierarchies (i.e. management, supervisors, front line, and support).  They then become the strike force that ignites culture enhancement from within, they are the force for the good of the organization. They gain a strong sense of purpose because they fulfilling their own needs through the organization, not just doing the job. Each participant can identify opportunities to lead, nurture the Communicator mind-set and take the action to apply their leadership skills.
 

The interaction for the purpose of achieving higher personal standards and higher levels of living is cultivated through change in associations and beliefs about their environment and others. Culture and fulfillment are then established through the use of a common language (to be indoctrinated throughout the program) and simple sets of rotating actions to reinforce “Leadership attitudes” and greater fulfillment throughout the working day.

As systems and teams are created, a support structure for greater drive, higher emotional acuity, and a superior sense of purpose within the work environment is cultivated. Systems are set up so as to promote leadership drive and innovation for the well being of individuals and the organization’s mission.

 

Deliverables

Here are What Some Clients are Saying

Directive Communication programs have made a noticeable impact here at MTV. Our managers and staff have indicated measurable results in their productivity and their ability to minimize conflict. In our follow-up sessions, each has demonstrated a greater aptitude in bringing out the best of themselves and their colleagues. We will continue to implement Directive Communication courses and use the CBCI in our international curriculum and highly recommend Arthur and his technology to any organization wishing to make the most of their human capital.
Feline Chua
Director of Human Resources
MTV Asia

‘I am certainly more “aware” after attending Arthur’s seminar. Like Neo in the Matrix, I feel like I’ve taken the pill that allowed me to see how people are programmed and allowed me to choose how to interact with others. Using the CDCI cards I’ve helped supervisors identify what their direct reports needs are and how they process information so that they can better assign them tasks that will excite them and make them more productive,’
Michael Foo
Software Engineering Department Manager
Motorola

Arthur is very inspiring, by enabling greater understanding of his Directive Communication Concepts, he transforms the way we look at business, marketing, and relationships. He defiantly outshines other speakers with his confidence and amazing participation. He is a man that really walks his talk.
Katherine Cheung
Vice President, Marketing
Merrill Lynch

‘Arthur F Carmazzi’s retreat for Nestlé senior management using his Directive Communication™ methodology really gave clarity to the implementation of our GLOBE initiative. He worked with our senior management team to establish foundations for a substantial change in our organization and really made the difference,’
Tengku Marina Badlishah
Group Corporate Affairs Manager
Nestlé Malaysia

 

Results

$1.00 RESULTS Guarantee

If the program fails to meet the metrics mutually set in the strategy session, provided that all workshop participants complete their projects properly in the time allocated, then you (the client) pay only $1.00 plus expenses. If the set objectives are met or exceeded, then you pay for the consulting package in full plus expenses.

Timing and Fees

Cultivating a Vision Ceered Culture will require 12 to 15 days over a 3 Month period (Timing may very depending on thnte size and complexity of the organization).