Training & Consulting for Personal
& Organizational Development
Anne Ward & Bob Sandidge

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Success Measures - Training Menu

   Over 10 Years - Hundreds of Graduates!

Reframing for Marketing, Management and Motivation

Outcome Performance Evaluation (OPE)
The New Structures of Leadership
Team Transformation Model
Systems-Oriented Consulting
Interviewing Skills
Outcome Planning
Team Peer Coaching
Motivating Self and Others
How Teams Work
How To Write Sensory Specific Progress Notes & Memos
How to Communicate With Anyone and Everyone
Conflict Resolution & Negotiation
The Success Strategy
Basic Skills for New Managers
Executive and Team Coaching
One-to-One Executive Coaching
Designing and Accomplishing "The Impossible Mission"
The Paradox Toolbox
Meeting & Retreat Facilitation


Outcome Performance Evaluation™ (OPE)

It has been our experience that the Outcome Performance Evaluation truly carries an outcome orientation throughout an organization. There is a sense of everyone moving toward the same overall goals, while working on individual outcomes that have meaning to themselves, their departments or programs, and the organization as a whole.

When this system is in place, two things happen: incremental improvement, and quantum leaps in performance.

Incremental improvement provides an environment where quantum leaps can happen. And paradoxically, quantum leaps provide the motivation that allows an environment of continuous improvement to be maintained. Small successes lead to larger success. This is the key to motivation through time.

Outcome Performance Evaluation encourages a system, a "web" of relationships between departments, between team leaders, between team members, that allow for the kind of coaching, mentoring, and resource allocation that turn outcomes into reality.

Because of this, it is important that everyone on the team knows very clearly the overall purpose, mission, and important outcomes of the organization. Each department or program will want to have their own outcomes. We have found that when employees are aware of the organization's outcomes and their importance, they will develop individual outcomes that support those goals.

With the Outcome Performance Evaluation system, the organization will have in place a measurement system that can be used for tracking outcomes at all three levels.

Typically, we provide four days of training over a two-month period in order to ensure maximum success with the Outcome Performance Evaluation system.

On the first day, we introduce the Outcome Performance Evaluation and talk about what will make it successful in your organization. We talk about motivation as it really works, and how to provide systems and environments that naturally allow people's intrinsic motivation to guide them.

We also guide your team through a process of determining your most important values, goals, outcomes. On the second day, we talk about how Outcome Performance Evaluation helps both team leaders and team members to build relationships based on achieving outcomes. Then we teach the mentoring and coaching skills that will help everyone in the system to succeed. We also provide tools for measuring progress.

After this initial 2-day training, we make ourselves available for any phone consulting while the organization actually implements the process.

Then, about one month after the program is in place, we return to the organization for an additional two days. The second two days are tailored to the organization's experience with the Outcome Performance Evaluation system. During these two days, we work with each department, going over the process of tracking progress. We also teach advanced coaching skills including keeping people on track, coaching teams as well as individuals through the achievement of outcomes, and introducing "Success Strategy projects" that revitalize individuals, teams, departments, and organizations. -

The New Structures of Leadership

As we've traveled around the country to companies and agencies, we've noticed one striking distinction among the organizations that have the greatest success in becoming truly outcome oriented as an organization and therefore have the greatest success in helping those they serve achieve outcomes. These agencies all have one thing in common: they have all transformed from a mainly hierarchical organization to a more "web-like" organization.

Hierarchical leadership works well for assembly-line approaches to working with humans, but it tends to be limiting rather than generative when we need an atmosphere of constant creativity, shared vision, quick and competent decision-making, continual improvement and frequent re-inventing of ourselves and our organizations. This way of leading is more systemic, more organic, more like the way human brains work and the way nature works, rather than the way machines work.

In this model of leadership, the leader positions herself at the center, rather than at the top, of the team. This way of leading is about building and maintaining relationships with team members as well as accomplishing tasks effectively. We form partnerships with each other in order to accomplish our mutual goals. Relationships are built, strengthened, maintained by the leader. The leader develops the skills of meta-awareness, the ability to "see" the whole web of the team - which relationships are in good repair, which need strengthening. The leader also stays in the web so that she has a "felt sense" of what is going on at all times. News travels more quickly, opportunities are recognized more quickly, ad hoc teams can form around any opportunity, outcome or problem. Purpose and vision hold the web together, and personal responsibility is the strength of the ever-changing structure.

The "web" in an organization that serves people with disabilities also includes the individuals served, who become leaders in the center of their own relationships. We have not found a better system of leadership to accomplish the important outcomes of those we serve and support. In this system, everyone (including those served) has a high degree of personal responsibility, as well as a high degree of the personal power needed to take action to accomplish goals.

According to a study done at University of California, Berkeley, "one characteristic of high-reliability organizations: they have the built-in ability to  reconfigure as webs whenever danger arises."

Reframing for Marketing, Management and Motivation
Anne and Bob are master reframers and masters at teaching reframing. In fact, they were selected to author a chapter in the book Quality Performance in Human Services edited by James F. Gardner, Ph.D. and Sylvia Nudler of The Council on Quality and Leadership in Supports for People with Disabilities.

Explore the
Reframing Chapter on this site.

Reframing is a powerful tool to help in bringing persons, groups, departments, organizations into a common frame of understanding. It's also a lot of fun to use and to learn. -

Team Transformation Model

In this is one-day or two-day program we take a team through a structured exploration of where they are now and where they expect to be in two years (or some other specified time in the future).

Each team member also does this exploration individually.

We then concentrate on turning the team's mission, vision, and values into plans, strategies, and behaviors.

The outcome of this seminar is to build a concrete road map into the future.

Systems-Oriented Consulting

We work with executive directors and executive committees of agencies to help define future direction, plan for reaching important outcomes, and develop strategies. Our first step is to define your the organization's outcome or project.

Once we know where an organization wants to go, we can design at least one way to get there. What we do is look for leverage - what we can do that will start a chain of events that lead in the direction of what the organization wants to accomplish.

This might involve a specific training program, or consulting directly with a team. What remains constant is the outcome. What is flexible are the means of getting there. -

Interviewing Skills

This is a one-day seminar where we teach skills that provide quantum leaps in the quality of interviewing for self-assessment, employee assessment, employment interviews or any information gathering process.

These are the skills that build and enhance rapport at both the non-verbal and the content level. And you'll get tips on how to use language that will get you the information you seek at the deepest level.

Outcome Planning

This is a facilitated workshop where we teach a strategy for achieving outcomes while working with the group to specify an outcome they have now, and put together a plan for its implementation.

The Outcome Planning process combines (and teaches) a series of questions that provides a structure to focus the group's attention on the relevant resources for accomplishing an outcome. Also specific strategies for implementing outcome opportunities. -

Team Peer Coaching

One of the ways that people work successfully together in teams is by becoming coaches for each other. Peer coaching has enormous benefits.

First, when we consult with each other, we recognize the team nature of our work.

Second, we recognize and more fully appreciate each others' strengths, talents, and expertise.

Third, we grow in our own ability and mastery. We grow through asking for the help we need, and we grow through giving help to another. We no longer feel so alone in our work when we are part of a true support system.

Motivating Self and Others

In this workshop, we talk about the motivation paradox and how to work with it. Here is the heart of the paradox: we tend to make two mistakes in motivation. First, we tend to think that what motivates us motivates others as well. The second mistake we tend to make in motivation is that we tend to think that what motivates us does not motivate others.

During the workshop, we teach how to listen to others as individuals. We learn that people are telling us all the time what motivates them. As soon as we can hear what they're really saying, we can work with them in the ways that tend to make them feel most motivated, because we're working with their natural, intrinsic motivation patterns.

We also talk about how to create environments and systems that tend to be most motivating to individuals and teams. We'll share with you the "Success Strategy" that gives you the five steps to revitalizing a team by designing a project for guaranteed success. As it turns out, success is the number one long term motivator. -

How Teams Work

For the most part, team workshops are designed specifically for the team for which we're presenting the workshop. Frequently, we take the team through a team alignment process, which elicits information about the various parts of your team's work and the systems within which you perform your work.

We are there to help the team to make sure that its behaviors, capabilities, beliefs, values, and identity are in concert and support the team outcomes so that it can achieve success in its work environment and be an effective part of the larger system. We help you to specify which outcomes will move you toward the success you want, and to design strategies to turn those outcomes into reality.

We also bring out the resources of the whole team so that individuals feel supported in their work.

How To Write Sensory Specific Progress Notes & Memos

This is a workshop designed for a case management organization that wanted to improve their case note writing.

In the workshop, the group learns an easy to do strategy for making case notes more complete while making the process of writing more interesting and enjoyable. By using this strategy, case notes are transformed from necessary drudgery to the start of the case management process.

In the class people develop a template for finding different things to pay attention to on your clinical visits, so that each person's writing actually helps them structure the  clinical and interview process.

And you'll get some quick ways to record your thoughts immediately after a visit. We teach a process that helps each person write personal descriptions that come alive, that makes a person real to the others who will read your notes. -

How to Communicate With Anyone and Everyone

Generally, we design our communication training for each organization based on the needs of the organization or department. We always cover aspects of our communication with ourselves, and interpersonal communication including non-verbal communication and outcome-based communication.

We also talk about how human beings learn and change. All of our training events are experiential in nature. We teach for all learning styles, and for all of the seven different kinds of intelligence. By the end of a class, participants have not only learned something useful, they've already done it at least once. We use accelerated learning methods in our classes so that material is learned more quickly, more deeply, and retained for a longer time.

In our work together communication is our major area of focus.
Whether marketing, managing, consulting, teaching, writing, producing, performing… it's all about communication.

The Communications Fast Class covers many different areas of human interpersonal and intrapersonal communication. Much of this training is built on the precepts and structures of NLP and other models of excellence. Here are  some of the elements of the Fast Class. 
(each can be taught as stand-alone modules):

bulletNon-verbal Communication and non-verbal elements of communication
bulletHow to Create and maintain Rapport
bulletHow to perceive a situation from several different points of view
bulletInterviewing Skills (Deep Listening)
bulletOutcome planning (Well Formed Outcomes)
bulletLearning & Communication Styles
bulletHow to respond rather than react in any situation
bulletHow to elicit resourceful personal states in yourself and others
bullet Models of Excellence & How to Use them!
bulletHow to build relationships of trust and credibility

We are adept at adapting materials to your group, culture, and situation. Hundreds of people have successfully attended the Fast Class since 1991!  Many groups have us back each year to update the group with the latest new communications tools. - TOP

Conflict Resolution & Negotiation

We look at conflict as a useful tool. Then we teach skills designed to resolve conflict at a high level so that all can move forward again with full commitment.

This workshop covers a lot of ground. We've designed it especially for those who must advocate for persons with disabilities with people or groups with whom they must maintain long-term relationships. We cover listening skills, negotiation skills, how to get to a place of agreement, working through difficult emotions, working through our own internal conflicts, how to design good questions, how to work with systems issues, how to facilitate and design mutual outcomes.

One of the most useful tools of interpersonal relationships, especially at work, is the tool of negotiation. We learn how to find out what is most important to ourselves and others, how to reach agreement, how to uncover and resolve obstacles and hidden agendas. Finally, how to gain real commitment when a final agreement has been reached.

The Success Strategy

We cover in depth the five steps to designing projects that are guaranteed to be successful. There is no better way to revitalize a team than to go for a "win" - and get it. Success is the best long term motivator there is. Design your environment and systems to maximize success, and you can make real what once seemed impossible. One of the best ways to use this module is to work through an actual project during this time while you learn the elements of the strategy.

Basic Skills for New Managers

Most agencies have pre-service training for new employees, but we have learned that very few have any sort of regular training for those who have been promoted into their first managerial position. For most people, this is a big step. We learn the hard way that planning and running a good team meeting is a skill that is learned through time, not something that comes automatically while we sleep the night before our first staff meeting.

Think of the potential for distress when you realize that you are totally responsible for many different tasks getting done, but you can't accomplish them yourself. Knowing how to direct a team and the individuals on the team are not skills that are automatically gleaned, no matter how well we have been managed ourselves.

In this training, we provide new managers with skills needed to:

bulletPlan and hold good meetings
bulletCoach individuals on their teams to success
bulletDiscover how to motivate individuals on their teams   
bulletDevelop mutual outcomes with team members
bulletDevelop systems that encourage personal responsibility
bulletSolve problems with (and for) the team
bulletManage time well
bulletBuild a support system for themselves and their teams
bulletInstill a sense of incremental improvement
bulletMove from being a new manager to being a great manager

Executive and Team Coaching

We think of this kind of coaching as "just in time" training.
This gives an individual or team just what it needs - right now. We've worked with teams who were demoralized because of bureaucratic changes over which they had no control to get themselves back on track to achieving what they knew was possible.

We have coached teams of new managers who needed specific skills in order to lead others effectively without days and days of training. We have coached executives who needed help with strategic planning, with difficult personnel situations, with new organizational plans.

As business people with insights into the structure of how humans operate we work individually or as a team to help you find move past apparent road blocks to better realize your full potential. -

One-to-One Executive Coaching

We have worked individually with several executive directors and many managers around the country. This is a partial list of the subjects of these individual-coaching sessions.

bullet Working effectively with Boards of Directors
bullet Negotiating skills
bullet Diplomacy
bullet How to work with people who are different from you
bullet Conflict resolution skills
bullet Ways to build rapport with anyone quickly
bullet Help executive committee members and departments work together better
bullet Organizational strategy
bullet Strategies for individual effectiveness
bullet Systems thinking for executive directors: how every part affects the whole

How to find leverage for success in any situation. - TOP

Designing and Accomplishing - "The Impossible Mission"

Sometimes we are called on to accomplish something that we (and possibly even others) consider to be impossible. In order to take on those "impossible" missions, we need to tap into an extraordinary source of internal power.

When we take a stand to accomplish the impossible, we become so congruent and purposeful about our mission that we provide a place where others will want to join us as we move forward toward our ultimate goal.

When we act from this powerful place within us, it can seem as if the world pays attention in a new way. We act and attract the action of others in an extremely focused way.

There are five distinct steps along the way to accomplishing what initially seemed impossible, and those steps can be learned by anyone.

The Paradox Toolbox

Some of the tools in the toolbox are: reframing, building rapport quickly and maintaining it through time, eliminating blame from the system, the magic of different points of view, the motivation game, solution-focused thinking, the language of influence, and many more.

Meeting & Retreat Facilitation
We work with your team to design the meeting or retreat that bests suits your purpose. We work well with all group levels from executives to line workers. We build rapport and have the tools to help any group discover its own hidden resources.


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 Anne Ward & Bob Sandidge