All of Greg’s leadership and behavioral training & workshops offer great takeaways for his clients. Greg with his unique training methods has been enriching the corporate Ecosystem. I have attended many leadership trainings/workshops and also a couple of his workshops. I can very confidently say that he is successful because he invests considerable time to understand his clients (client org, values, mission) and their intrinsic and extrinsic challenges, and then deciding what is the best solution that can be offered.
We involved Greg as the facilitator for rolling out intervention as part of an OD initiative for L&T Finance. He has the ability of quickly grasping the business imperatives and adapting the design content to suit the audience. Because of this, he has received outstanding feedback from our participants. Greg has also supported his participants in converting the theoretical constructs into practical insights, through a systematic coaching process.
Greg facilitated our “Management Development Program” that focused on building leadership traits for the managers and leaders in the organization. He was excellent in his delivery model and content and engaged participants with real time situations applicable to their daily lives. This was a successful session as it led our managers to be mindful of their interactions with staff, thus creating a more positive workplace. We found Greg flexible as he customized the program to address our business goals and challenges we faced.
Greg has a tremendous impact in shortening the learning curve. He has a sharp focus on solutions rather than problems. This workshop changed my thinking and attitude to focus on business challenges, correctly identify learning gaps, thus bringing real change in performance, and maximizing returns.
My valuable takeaways from ID training were ADDIE model and Bloom’s Taxonomy. I found how to align your training with Organizational Goals with clear PSMART objectives; Root Cause analysis , Audience Analysis, the Session Wheel, creating curiosity for next session, and the HLD and LLD approach useful.
Past two years, we were confined to our homes. Fewer face-to-face interactions lead to misunderstandings. . Greg ran the team-synergy lab for me and my team. This helped us only survive in that period, but, in fact, raise the bar. The “Trust” that was built up during a 3-day intervention session helped in superior teamwork and coordination. Later, as part of the restructuring process, the roles of many of these employees changed. Once again, the “synergy-lab” helped manage this change. Greg helped us re-wire and carved a new Sigmoid Curve.
RAKESH D. NEGI