per-spec-tive      [per-spek-tiv] –noun
  1. the faculty of seeing all the relevant data in a meaningful relationship
  2. the state of one's ideas, the facts known to one, etc., in having a meaningful interrelationship
  3. the state of existing in space before the eye
  4. a mental view or prospect
  5. a technique of depicting volumes and spatial relationships on a flat surface
  6. a visible scene, esp. one extending to a distance; vista
  7. a picture employing this technique, esp. one in which it is prominent
  8. of or pertaining to the art of perspective, or represented according to its laws
[Origin: 1350–1400; ME < ML perspectīva (ars) optical (science), perspectīvum optical glass, n. uses of fem. and neut. of perspectīvus optical, equiv. to L perspect-, ptp. s. of perspicere to look at closely ]
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   Psycho Somatic Behavior Reinforcement Cycle © (PSBR)

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Have you ever wondered why many employees have problems working well with others on your team? Have you invested time and money on training them with little to show as a result? Winning teams and successful companies rely on people who set ambitious goals, communicate clearly, motivate each other and believe in their success. It is established that barriers to effective communication, cooperation and collaboration are primarily behavioral.

Research shows that lack of effective vertical and horizontal communication across the enterprise can lead to waste in time, resources and energy. Organizations unable to align goals across diverse business areas and functions suffer from failed projects and lost investment. Corporations with low levels of trust among key managers usually set and achieve lower objectives than they are otherwise capable of.

Companies invest significant resources in the pursuit of the holy grail that would resolve such problems and affect lasting change in their teams and leadership. Most achieve some short term results, but few report a sustainable improvement in organizational capability.

The primary reason for such limited success is that most training, coaching and conditioning methods are prescriptive and focus on the extrinsic aspects of human behavior. They usually define what good behaviors are and attempt to motivate people to follow them, without providing a framework of tools for sustaining the change required. That is why any improvement gained through most Management Development workshops and seminars remains short-lived. Companies see diminishing returns on their investment over time.

Sustainable behavior change occurs only if people internalize the principles of high performance. When the internal mechanisms that dictate external behavior are tuned properly, results follow immediately and permanently. This workshop addresses that critical need for companies to be able to arm their employees with tools that go beyond most training, coaching and conditioning methods – tools that address the why of barriers to lasting change. With an understanding of the root cause of barriers to change, employees can overcome this resistance in themselves and help others transform as well.

Do you have hard working employees who honestly want to improve themselves, but are unable to go beyond their zone of comfort? This workshop will help them as well – by helping them identify the specific causes of their perceived fears and giving them the tools to overcome them. It will enable them to seek greater responsibility, take further ownership and be more accountable for their results.


As a result of applying the practices learned through analysis of the Psycho Somatic Behavior Reinforcement Cycle ©, you will:

  • Make quicker, better decisions, undistracted by extraneous mental noise
  • Identify unproductive behavior in your own work life and habits
  • Separate and focus on real business problems rather than worrying about peripheral issues that you have no control over
  • Exercise greater influence over team members by establishing deeper and more effective relationships
  • Experience higher levels of energy at work, eliminating enervating physiology
  • Reduce stress in you business meetings and interactions with coworkers
  • Command better control over your own behavior with others
  • Improve concentration and retain more of your brain power for focused thinking
  • Set higher and broader goals for yourself and others
  • Create a better atmosphere for aligning goals across diverse teams
  • Bring a higher perspective to the table at discussions and business meetings
  • Become a very effective listener
  • Generate trust more quickly and easily
  • Obtain greater value from any new ideas, tools and training you receive in the future
  • Enjoy working with diverse people, even difficult ones