Our bespoke seminars are designed for your unique situation, time commitment and budget. Modules can be contracted, expanded or combined as needed. The content is delivered as a compact, powerful Motivational Presentation (1 -2 hours), a Half (1/2) Day, One (1) Day, Two (2) Day or Three (3) Day Seminar.


Above or Beyond's Standards

  1. All seminars are designed/modified to meet the specific needs of the client.
  2. If no outline presented here matches the training required, a seminar can be created.
  3. The information presented is based on the most current work in the field, internationally and locally.
  4. Seminars and presentations require state of the art multi-media equipment.

The Effectiveness Of  Seminars 

If the objective is mainly to raise awareness, then a seminar of two (2) hours and with no limits on a number of participants is quite sufficient. If on the other hand, the objective is to change behaviour we recommend less material, presented over a longer period, with more exercises and group size not exceeding 15 persons.

More than 50% of our population emerge from six (6) years of primary education functionally illiterate. At the end of secondary education, a similar proportion fails most of the subjects taken at the CXC level. It is against this background that we caution managers NOT to expect that one seminar session can by itself result in significant changes in the attitude and behaviour of their staff.

What then is the role of a motivational seminar? 

A Motivational Seminar serves to raise the level of the staff’s awareness with respect to the issue in focus.

The final end product is dependent on what measures management institutes within the window of opportunity created by this increased awareness. This is what results in meaningful attitudinal and behavioural changes.



Most requested Seminars

Times, Things and Circumstances Change, Why People Rarely Do

Change cannot be managed, it must be led. So in order to facilitate the Re-Engagement Programme, you must “Put Your Mask on First”


  • What Happened to Work and The World
  • The Principles Guiding The Change Process
  • Dialectics, Entropy, The Power of Evil, Thomas Malthus
  • The Psycho-Biology of The Resistance to Change
  • How to Become More Change Adaptive
  • The Changes Required For The New Work Order         
  • Strategies For Organizational Transformation
  • The Steps Required For Successful Change
  • Getting People to do The Right Thing
  • The Power of Appreciative Inquiry
  • Utilizing The Law of Attraction
  • Your Reticular Activating System (RAS)
  • Your Vision Board
  • Plans vs. Decisions
  • How To Transform The World - One Person at a Time
  • For The Sake of 10


To provide participants with an overview and insights on the subject of Corporate Governance as an important pre-requisite for the safety and soundness of an organization.


  • Definition of, and the main tenets of Corporate Governance
  • The Relevance of Corporate Governance
  • The Carver Model of Governance
  • The qualities of a good Board Member
  • The responsibilities of the Board of Directors
  • Board-Manager Relations

Efficient management without effective leadership is like “straightening deck chairs on the Titanic”. No management success can compensate for failure in leadership. - Franklin Covey

Displaying “Management” Characteristics will get you promoted to middle management.  Displaying “leadership” characteristics will get you to the top. True leaders break things and take risks to build long-term value.  - Al Wasserberger

Exercising leadership generates resistance -and pain.- Ronald Heifetz

With good leadership, any problem can be solved. -William R. Rhodes


  1. The Transition From Manager to Leader
  2. Leadership and Your Personality Profile                
  3. The Emotionally Intelligent Leader
  4. Critical Thinking to Achieve Better Problem Solving and Decision Making
  5. The Transition to Coach                                
  6. Leading The Process of Change
  7. How Leaders Productively Cope With Stress                                                 
  8. Leaders and The Psychology Of Winning      


This powerful workshop will reveal practical insights and strategies on how to build your network and increase your ‘net-worth’. You will leave knowing exactly how to build and maintain a network that’s invaluable and will serve you for years to come! See your career, business, practice and personal relationships take off!

An investment worth making!

• Become a magnet for attracting the right people in your space

• Create a master plan before attending any event and execute

• Stop handing out business cards and make real connections

• Become the go-to person in your sphere of influence

Take The First Step!

• Command any room the minute you walk in

• Join any conversation at any event

• Become the most liked person at an event

• Be always warm and open to starting a conversation 

A Training Intervention for Supervisors

Workshop Components:

Session 1 - Growing in The Expanding Role of the Supervisor

  • The Primacy of Work
  • The Traditional Role of the Supervisor
  • The Expanding Role of The Supervisor in The New Work Order


Influence, Direction, Collaboration, Delegation​


  • Influence-Style Management
  • Involvement Over Surveillance
  • Communication Over Intimidation
  • Leadership Over Authority

Activity – Role-Playing the Four Styles of Management

Session 2 - Mastering Communication – The What and The How

We must learn to live together as brothers or perish together as fools -Martin Luther King, Jr.

  • How Are Your Communication Skills?
  • Facilitating Effective Communication
  • Effective Communication In Your Team
  • Team-Building vs. Team-Subverting Communication Styles

Activity – Role-Playing using a Typical, Problematic Scenario from the workplace

Session 3 - Communication & Conflict Resolution

  • Does Your Communication Style Promote Conflicts?
  • Does Your Communication Style Heal Conflicts?
  • Effectively Coping With Conflicts - Conflict Resolution Procedures
  • Anger Management

Activity – Role-Playing using a Typical, Problematic Scenario from the workplace to show options for resolution

The New Work Order requires that we move from the concept of departments to access the synergistic power of TEAMS. Phrases like “It’s not my job” are part of the dying Old Order. However, most people have not been prepared for this transition by their school and previous work experiences. The evidence shows that no is smarter than a team. This multi-media intervention exposes all the areas of the TEAM experience so that participants will be able to adjust their behaviours in order to be productive participants or leaders in TEAMS


Part 1.  Introducing the Team Approach

  • The Cost and Benefits of Teams
  • From Departments and Groups to Teams
  • Effective vs. Ineffective Teams
  • When and Why Build A-Team
  • How to Assemble A Successful Team
  • Managing the Stages of Team Development
  • Signs of Team Trouble
  • Developing A Team-Player Culture

Part 2.  The Rules of Effective Team Building                                                                 

  • Rule # 1: The “TEAM” is Spiritually Significant
  • Rule # 2: Understand the Definition of Team
  • Rule # 3: Communication is The Life Blood of The Team
  • Rule # 4: There Must be A Business Purpose
  • Rule # 5: Emotionally Intelligent Teams Work Best
  • Rule # 6: A Team Requires 10 Functions Covered
  • Rule # 7: You Must Work Through The 5 Stages Of Team Development
  • Rule # 8: Work With The 7 Basic Team-Building Functions
  • Rule # 9: Avoid The Principal Destructive Functions
  • Rule # 10: The 4 Team Working Styles
  • Rule # 11: The 4 Critical Team-Building Functions
  • Rule #12: Teams Have Less Need For Managers and More For Coaches and Leaders

The rest of the journey will require greater development of Emotional Intelligence.


  • The transition - From IQ to EQ
  • What is Emotional Intelligence (EQ)
  • The Four Cornerstones of Emotional Intelligence
  • Conventional vs. High-Performance Meaning of Emotions
  • Analyse your own feelings - Rather than the action or motives of other people
  • Identify your fears and desires
  • Identify your UEN's (Unmet Emotional Needs)
  • Take responsibility for your emotions & happiness
  • develop the courage to follow your own feelings
  • EQ in Relationships
  • EQ in Business
  • EQ in Customer service

Measuring and understanding your EQ*



Unconscious Bias Overview
You could be reading this overview right now and maybe very biased without knowing it.
It’s a weakness we all have developed as humans because the brain uses previous information stored, to make decision-making less onerous. 
Can you imagine having to think hard and really concentrate every time you were to perform a simple task? So, this shortcut can be very useful. Most of the things we do repeatedly are done without conscious thought. However, what happens when the shortcuts do not serve us or others? What happens when the shortcuts hurt others, based on the associations that our brains make at a deep unconscious level?
Unconscious Bias is the 800lb gorilla hiding in plain sight, that is creating havoc in corporate circles. But what exactly is it and why is it important to understand its genesis, behaviour and remedies?
The sad thing is that most of us will say we have no biases, but the truth is that we all do in some way. But how do we check ourselves to ensure that no one suffers under our watch? Is it even possible to detect what is unconscious?  
This workshop seeks to address the challenges that Unconscious Bias presents in the workplace and provides participants with tools to respond effectively. 
Workshop Highlights:
  • What is unconscious bias?
  •  Different types of unconscious bias
  • Admitting and demonstrating that we all have biases
  •  How to stop the unconscious bias virus from infecting your workplace
  • Trends occurring throughout the globe
  • How to take a personal inventory of your own biases
  •  Intercepting biases from impacting the way we act or react
  • Real-world applications; personal and professional
  • Case Studies
  • Forum for open and honest discussions 
  • Implications for Human Resource Management
  • Implications for Decision Making
  • Benefits of Unconscious Bias Training
Unconscious. The part of the psyche lying far below consciousness and not easily raised into consciousness. In Freudian psychology, the unconscious cannot be directly observed with the conscious mind, but it has its own processes and deeply affects conscious thought.
Bias. Inclination or prejudice for or against one person or group, especially in a way considered to be unfair.
Unconscious bias. Your background, personal experiences, societal stereotypes and cultural context can have an impact on your decisions and actions without you realising. Implicit or unconscious bias happens by our brains making incredibly quick judgments and assessments of people and situations without us realising.


Your car? Maybe. But is your company in alignment?
To what extent:
  • Does your company support the issues that are important to your staff?
  • Does your staff support the values of the company?
  • What are the REAL values of your company?
  • What is the level of satisfaction of your staff?
  • What would it take to align your company for a higher level of productivity?
We Can Answer These Questions For You in 15 Days
Values and Work
Most companies rely on their Mission Statement to guide their direction. It should serve as a road map, guiding the company with all its decisions and its interaction with others. The Mission Statement should demonstrate what the company is about. It should tell:
  •  the values the company upholds
  •  who the organization wishes to serve
  • how the company plans to go about it
Many put this powerful tool into action, especially those sincerely attempting to provide quality services and goods. Many companies are also guided by a Vision Statement, what the company could
be under the best circumstances. In the vision statement, an ideal company is imagined. The problem is that many managers and most workers do not know/remember their company’s mission and vision statement, and there is little consistent
attempt to live the mission and vision.
The JobBank Work Values and Job Satisfaction Survey helps to correct this situation, and get to the next level, to a company powered by shared values and job satisfaction. The foundation for optimal performance is to be found in the personal values of workers, the values that they perceive as important to the company and their level of satisfaction on the job. The survey facilitates values alignment and cultural transformation for greater efficiency, job satisfaction and productivity. Areas measured include:
  • Work Values of Staff
  • Work Values of the Company as perceived by staff
  • Job Satisfaction levels in the organization
  • Level of Synchronization of staff and company values
  • Aligning The Culture of The Organization
The results, which are provided in a diagnostic report, will make it possible to quantify the gaps that exist and identify the areas in which the company and its employees are out of synchrony. This information may then be used to determine the
corrective measures required to allow the organization to function as a healthier, more productive and profitable work environment. The results can also help identify training needs and where there is a need for defined Standard Operating Procedures.
  1. Data Collection: On-line Survey Administration or Group Administration
  2. Data Presentation: Presentation of the Preliminary Report to management and  staff and the production of a Final Report
3. Aligning The Culture of The Organization
  • Developing Alignment strategies
  • Developing appropriate Standard Operating Procedures
  • Fine-tuning the Performance Appraisal


“Dem young people ah guh mad mi!”

Why dem caan just duh what dem fi duh?!”

“The tech divide is too wide. She just won’t cope with our workflow”

Why The Workplace is Changing & What To Do Defining The Generations: Who Are They & What Makes Them Tick 

  • Traditionalists: 1922 – 1943 (over 69)
  • Baby Boomers: 1944 – 1964 (47 – 68)
  • Generation X: 1965 – 1977 (35 – 46)
  • Generation Y: 1978 – 1994 (17 – 34)
  • Generation Z: 1995-? (Under 18)

How to Recruit and Retain Selling to The Generations The Generation Game

There will be a mix of presentations from the consultants, individual and group presentations, discussions and fun activities for a successful engagement.


  • Our History
  • Our Culture                       
  • Our Geography
  • Our Economy                     
  • Our Politics & Government           
  • Public Order
  • Living Conditions
  • Redesigning A Common Value System
  • Values from your places of origin
  • Exposing your prejudices, biases and assumptions
  • What are the issues that are important to you?
  • Common issues that connect us
  • What are the issues that are important to your organization?
  • Applying emotional intelligence in your organization
  • Creating a common mission and set of values
  • Sharing, Learning and living with each other
  • Communication
  • Team Building


To provide participants with an overview and insights on the subject of Corporate Governance as an important pre-requisite for the safety and soundness of an organization.


  • Definition of, and the main tenets of Corporate Governance
  • The Relevance of Corporate Governance
  • The Carver Model of Governance
  • The qualities of a good Board Member
  • The responsibilities of the Board of Directors
  • Board-Manager Relations


The harasser can be a supervisor, co-worker, employee in another department, or a non-employee who has a business relationship with the company.

A victim of sexual harassment can be a man or a woman. The victim can be of the same sex as the harasser.

As more people sue and/or press charges, Jamaican companies will have to commit to providing workplaces that are free from sexual harassment. Companies will have to take prompt and appropriate corrective action once there is a credible allegation of sexual harassment.

  • Cultural and Historical Parameters of Sexuality
  • Definition of Sexual Harassment
  • Role of Media in Shaping/Revising Values and Attitudes
  • Should You Yield to Temptation?
  • Myths About Sexual Harassment
  • Facts About Sexual Harassment
  • Male vs Female; Female vs Male
  • Male vs Male; Female vs Female
  • What are Men Expected to Do?
  • What Should Men Now Do? 
  • What Should Women Now Do?
  • Can Mars and Venus Co-exist on Earth?

 Activity – Role Plays and Case Studies

Anything Can be Successfully Negotiated Explaining the Assessment Results –

  • Understanding Your Personality,
  • Your Conflict Profile,
  • Your Negotiation style


  • What You Bring To the Table
  • The Power Of Personal Magnetism
  • The Critical Communication Skills Conflicts Are Inevitable
  • Facilitating Win-Win Outcomes
  • The Psychology of Attitude Change
  • Types of Negotiation
  • The Fundamental Elements of Negotiation
  • Mastering the Ten Principles of Negotiation
  • The Five Stages in the Process of Negotiation
  • Highly Effective Negotiating Techniques
  • Do not Close a Sale, Open a Relationship
  • Age-Old Strategies From “THE ART OF WAR”

For a Younger audience, the more recent comers to the work world

  • If You Live Long Enough, You Get Old
  •  An examination of the Critical Stages Of Adult Development
  • Money Management for all the Stages Of Life: The Power of Compounding
  • The Ageing Process: What to Expect
  •  The Physical Changes, the Mental Changes, The Social Changes
  • Your Health Is Your Best Investment
  • The Insurance Component
  • How Will You Spend Your Retirement Years – 65 to 100?
  • Evaluating The Options
  • Why Retirement Means Self Employment: Are you an Entrepreneur?

For a More Mature audience or those on the cusp

  • Understanding The Psychology Of Ageing
  • The Critical Stages Of Adult Development
  • Coping With The Physical Changes
  • Coping With The Mental Changes
  • Why Retirement Means Self Employment
  • What Does It Take To Bring Out The Entrepreneur In You
  • Money Management In Stage Three Of Life
This outline provides all the variables. However, we will scale a model that can best meet your objectives and fit your budget objective of the training intervention to improve sales by:
  • Evaluating the Sales, Marketing and Customer Service Team
  • Evaluating the Sales, Marketing and Customer Service process
  • Providing the team with the tools to do their tasks effectively

The approach Sales are made when needs are met. Your customers have both product/ service needs and personal approach needs. It is often the issues of personal approach that will stall or even stop a sale. If you understand and can predict the different personal approach needs of your customers, you will increase your sales effectiveness. We:

  • Assess the Sales Team to determine Personality Types and how to use the strengths of their types to succeed in Sales
  • Train the Sales Team in Sales-specific skills, Customer Service and SOP Writing The Assessment Each team member completes The JobBank Personality Profile Assessment. A personal report is provided outlining:
  • The strengths and weaknesses of each Psychological type Energize Your Sales Team!!
  • Psychological Needs and preferred Conflict Resolution Styles
  • How Different Personality Types Sell
  • How Different Personality Types Buy This assessment is administered online before the first training session.

The Training A series of sessions that provide information and exercises to help participants ‘read’ the personality of customers and apply the right approach to increase sales effectiveness. Sales Representatives learn reliable and effective strategies to manage the people side of the selling process. This intervention may include recommendations to management with respect to:

  • Persons who should be replaced
  • Business practices that are having a deleterious effect on the sales effort and/or the Sales Team The Training Modules

1: Using Your Personality as Your Sales Secret Weapon

  • Why Use Personality
  • The Psychology of The Selling Process
  • Understanding What You Bring To The Table (to Put Food on the table)
  • Reading Your Customer  How to Use Personality in The Sales Process
  • How Different Personality Types Sell  How Different Personality Types Buy
  • How Do People Want To Be Sold
  • How to Adapt to Your Customer

2: Selling in a Challenging Economic Environment

  • The Death of A Salesman … As We Knew Him
  • The Archetypical Typical Sales Person
  • The Birth of The New Sales Person
  •  The 8 Sales Types
  • The Right Attitude To Sell
  • Mastering The Eight Sales Roles?

3: Total Customer Service: The Only Way Forward

  • Rationale For Improving Customer Service
  • The Role of Customer Service in The New Work Order Energize Your Sales Team!!
  • The 5 Attributes for Commerce: Service. Price, Access, Experience, Product
  • Let’s First Look At The Internal Customers: How is Your Team?
  • Customer Service In The Old Order Vs. The New Work Order
  • The Use Of Standard Operating Procedures (SOP)
  • The Power Of Communication
  • Using Behavioral Science To Perfect Your Company’s Service
  • Applying Emotional Intelligence In Business
  • Identifying What Now Prevents You From Giving Quality Service
  • Designing SOPs to Improve the Quality of Service

4: SOP Writing: Developing Appropriate Standard Operating Procedures

  • The Magic of The Franchise Prototype
  • What Ray Kroc’s McDonald’s Did
  • Step 1 - What Standard Operating Procedures Do You Need?
  • Step 2 - Producing a First Draft
  • Step 3 – Reviewing the First Draft
  • Step 4 – Choosing The Format
  • Step 5 – Testing the SOP
  • Step 6 – Posting the SOP
  • Step 7 - Training everyone with the Approved SOP
  • Managing and Monitoring the SOPs Remember, we will scale a model that best meets your objectives while fitting your budget