Mental Health Disorders - Business Diversity & Inclusion
I am normal What I fear most is "I am not like you”
Fear of Disability
Had it ever occurred to you that someone who was dedicated and loyal would ever be given the title “Expendable”that had nothing to do with the quality of the work they had provided?
Definitionof Expendable: of little significance when compared to an overall purpose, and therefore able to be abandoned. Here are a few other synonyms: Dispensable: able to be sacrificed Replaceable Nonessential Unimportant Unnecessary Unneeded: not required Disposable Extraneous: irrelevant
Blanks filled in at will
Fear of the Unknown
Fear is a primordial reaction to the unknown. Under conditions where danger is sensed, the natural survival instinct of flight or fight kicks in. Imagine our ancestors 10,000 years ago that faced many dangers such as the giant short-faced bear. By today’s standards almost twice as big as the brown bear. This bear had excellent vision, a keen sense of smell, a vise-like killing bite and the ability to crush bones to obtain marrow. It was the fastest running bear that ever lived reaching speeds of over 40 miles per hour despite weighing 1500-2,500 pounds. The average car weights 2871 lbs. so that would be like almost getting hit by a car going at 40 miles per hour. This bear stood 5 ½ -6 feet tall while walking and 12 feet tall standing and could reach up 14½ to 15 feet and the only thing it ate was meat.
Look at what our ancestors choices were upon meeting this bear
If our ancestors tried to run from this bear the fastest human recorded was a world class athlete who clocked in at 28 MPH with the average human around 10-15 MPH. This bear runs 40 MPH and with a huge nasal passage it could inhale great volumes of oxygen while pursuing prey so it would be relentless. If they tried to climb a tree this bear had an immediate reach of up to 15 feet with enormous claws. If they tried to hide this bear had a keen sense of smell with excellent vision. Their best hope was to band and fight together as scary as that would be and their weapons was the spearand the atlatl that was used to sling arrows or darts with tips made of flint. Their main weapon was the spear that was used for stabbing which meant their fight was up close and personal. Fighting the bear one on one the humans had no chance, but working as a team where they faced their danger head on they killed the bear off for ultimate survival.
Survival Means Changing Tactics
If you are trying to survive in the wild and new dangers present themselves then you need to adapt and develop new tactics, strategies and weapons to address and defeat those new dangers and threats. In business it is no different. Using the same strategies that have always been used when the dangers have morphed into different creatures will never allow you to realize the assets you have on your team to develop those new weapons, new strategies and new tactics to defend against and defeat new dangers as they present themselves.
Over time dangers never go away, but what does change is the different types of dangers and the different ways of affronting those dangers to defeat them. Not all dangers are like the bear that is made of flesh and bone and to defeat it requires something physical to penetrate that flesh and bone. Sometimes the danger is invisible that is manifested from something that is not dangerous or threatening or even real. What kind of weapon and what kind of tactics and strategy do you need to defeat something created from your own mind that no one else can see but you?
Sometimes when you visualize the mental health disorder danger not representing the person itself, but just a condition trapped with the same personyou knew before is when you will start to realize that your fear of the unknown clouded your judgment by not recognizing that within your team were potential weapon designers, builders and strategists that you have been looking for to help you defend and defeat real dangers that threaten your business if only you had been working together as a team of diversity and inclusion.
The “Perceptions” about Mental Health Disorders are one of those dangers that hides in plain sight
The Center for Disease Control – 61 million live with a disability – 26% of the country or 1 in 4 people.There are over 200 mental health disorders that range from depression, anxiety, autism, cognitive impairment, caffeine-nicotine addiction, sleep disorders to bibliomania: a passionate enthusiasm for collecting and possessing books.
There are still attitudes that view symptoms of psychopathology as threatening, uncomfortableand these attitudes frequently foster stigma and discrimination toward people with mental health problems. This often causes people to bury their heads deep in the sand. Why is it people are so scared to let themselves be exposed to those with mental illness? Stigma comes from fear, and fear is often a result of misunderstanding something.
Fear of the Unknown
Fear is a primordial reaction to the unknown. Under conditions where danger is sensed, the natural survival instinct of flight or fight kicks in. It is worth noting that fear almost always relates to future events, such as worsening of a situation, or continuation of a situation that is unacceptable. Fear can also be an instant reaction to something presently happening.Once the person is in safe mode, meaning that there are no longer any potential threats surrounding them, the brain will record and store the many details surrounding what had happened for future similar situations which incites that fear leading to fear conditioning.
A person can learn to fear
There are studies that a person can learn to fear by observing fear in others. EX: Employees witness a fearful situation and automatically assume that it could happen to them resulting in a loss of productivity due to fear setting in. Although fear is learned, the capacity to fear is part of human nature. Fear is high only if the observed risk and seriousness both are high and is low if one or the other of the seen risk or seriousness is low.
Stress is the body's reaction to any change that requires an adjustment or response. The body reacts to these changes with physical, mental, and emotional responses. Stress is a normal part of life. You can experience stress from your environment, your body, and your thoughts. Even positive life changes such as a promotion, a mortgage, or the birth of a child produce stress.
Fear should be distinguished from the emotion anxiety, which typically occurs without any certain or immediate externalthreat. Whereas anxiety is the result of threats which are perceived to be uncontrollable or unavoidable.
Panic occurs when one is intimidated of a certain thing that reminds them of their fear, and experiencing an alarm response.
The Human Being
The Human Being: In the way of an analogy, in the presence of a threatening stimulus whether a bear, an angry bossor someone with a mental health disorder being discriminated against and harassed hormones are secreted that influence fear and aggression that putsa person into a state of alertness generally referred to as the fight or flight response.Hormonesreleased include epinephrine that regulates heart rate and metabolism as well as dilating blood vessels and air passages. Norepinephrine increases heart rate, blood flow to skeletal muscles and the release of glucose from energy stores. Cortisol increases blood sugar and helps with metabolism. Your body shutting down all nonessential functions in order to meet the crisis, and supplying blood, oxygen, and glucose to the bodily functions that are needed to deal with the crisis.
Your thoughts are sharper.
Your blood pressure rises as your heart beats faster.
Your sight is sharper because the pupils open wider to allow more light.
You might not feel injuries as much because the pain receptors are shut down.
Your digestion and the elimination system temporarily shut down.
Your mouth gets dry, and your throat tightens.
You perspire and your skin might feel cool and moist.
Your hair stands on end.
As the name suggests, this primitive mechanism helps an organism survive by either running away or fighting off the danger. After the series of physiological changes, only then does the consciousness realize an emotion of fear.
The human body is designed to experience stress and react to it. Stress can be positive, keeping us alert, motivated, and ready to avoid danger. Stress becomes negative when a person faces continuous challenges without relief or relaxation between stressors. As a result, the person becomes overworked, and stress-related tension builds. The body's autonomic nervous system has a built-in stress response that causes physiological changes to allow the body to combat stressful situations. This stress response, also known as the "fight or flight response", is activated in case of an emergency. However, this response can become chronically activated during prolonged periods of stress. Prolonged activation of the stress response causes wear and tear on the body – both physical and emotional.
Stress that continues without relief can lead to a condition calleddistress – a negative stress reaction. Distress can disturb the body's internal balance or equilibrium, leading to physical symptoms such as:
Elevated blood pressure Chest pain Sexual dysfunction Emotional problems Depression Panic attacks Anxiety and worry Research suggests that stress also can bring on or worsen certain symptoms or diseases. Stress is linked to 6 of the leading causes of death: Heart disease Cancer Lung ailments Accidents Cirrhosis of the liver And suicide Information from the Cleveland Clinic
Stress - 21st Century Disease Mental Health - The next frontier of diversity and inclusion
Stresshas been called the 21st Century Disease and others have called "Mental Health” as becoming the next frontier of diversity and inclusionwhen dealing with employees in the work environment. How do these impact the workforce of today and the future?
Population projections from a March 1, 2018study by the Pew Research Center are expecting Millennials (1981-1996) to overtake Boomersin population in 2019 as being the largest adult group.By 2020 the Millennials are expected to peak at 86 million with a spending power of $1.4 trillion. By 2050 the Millennials are still going to be 74.3 million strongwhereas the Boomers will decline to only 16.6 million”. By 2025 it is estimated that ¾ of all jobs in the country will be filled by Millennials.
Gen Z Birth Years: 1995 to 2019 - Currently Aged: 0 to 24 - Generation Size: Roughly 25% of the population. Between the Millennials and the Gen Z generations these are the work forces of the present and the future and yet look at the following statistics that are alarming to the changing work climate:
If both the Millennials and Gen Z have been raised in a climate of acceptance of talking about mental healthincluding in the workplace where stresshas been called the 21st Century Disease and others have called "Mental Health” as becoming the next frontier of diversity and inclusionwhen dealing with employees in the work environment, you would naturally assume that the business environment would be friendly towards mental health awareness, inclusion, wellness programs and a safe zone to talk about such issues. However, in the vast majority of businesses these are the last places you would find these kinds of proactive business environments?
If a business needs to be in sync to be successful, then what is out of sync when you factor in the following:
Between the Millennials and the Gen Z generations these are the work forces of the present and the future.
Both theMillennials and Gen Z have been raised in a climate of acceptance of talking about mental health including in the workplace.
Millennials are three times more likely to experience symptoms of anxiety than Baby Boomers.
Gen-Zersare four times more likely to experience symptoms of anxiety than Baby Boomers.
Millennialsare 63% more likely to know how to seek "company support," such as counseling or mental health training, than Baby Boomers.
The misinformed stigma surrounding mental health creates a climate of fear that keeps many silent where Roughly 85% of employee’s mental health conditions are undiagnosed or untreated.
The type of industry where people worked also played a role: 55% of those who worked in tech said they had voluntarily left a job because of their mental health struggles. However, tech workers were also more likely to be open about talking about mental health with their colleagues.
Question:Then how is it possible that this could happen?
Half of Millennials and 75% of Gen-Zers have quit jobs for mental health reasons.
Half of Millennials and 75% of Gen -Zers have left their job for mental health reasons.
If both generations have been raised in a climate of acceptance of talking about mental health including in the workplace and the impact of mental health disorders have been shown to be disruptive to efficiency and productivity then the answer seems to point to the vast majority of businesses having no programs of mental health wellness, awareness, communication, training, etc. to be able to create a work environment of inclusiveness with those with mental health disorders as part of the team process that includes the confidence of a safe zone to be able to talk without the fear for the loss of their jobs.
When it comes to finding and competing for quality hiring candidates
Authenticity Matters – You Can’t Fake It At The Last Moment
Millennialswill be the ones to start preparing for Gen Z that will be the generation about to replace them. They’ll push harder for diversity and inclusion. Millennials feel strongly about diversity and inclusion for several reasons. They’re the most diverse generation we've ever seen, they’re naturally more enthusiastic about their philosophies and political battles, and they feel that diversity has been handled poorly by generations past. With more Millennials taking the helm of leadership positions, even in major companies, we’re bound to see a bigger push for diversity and inclusion programs and incentives.
Over the years the hiring challenges always change. The techniques that worked 10 or even 5 years ago just aren’t effective anymore. Candidates know they have choices, so it takes a lot of effort to really stand out. Candidates, especially Millennials, before even going to consider applying will do the research to confirmif you’re a company that really cares about its employees and a company that isauthentic backing up what it claims. Yet now, a new problem has come up.Diversity.
When candidates ask about a prospective company’s diversity and inclusion programs and incentive culture is how a company responds will determine if they are in the running or not.If a company does not have an inclusionplan already set in place this is not something you can whip up in a month or so to establish as a genuine culture of diversity and inclusion in the workplace takes years. You have to start somewhere and this is where companies fall short and this is where that start can take place.
A great company culture will attract more employees and retain your current ones. Some of the most talented and potentially valuable employees in the world have a mental illness. If employers want to hire them before other companies do, a reputation for accepting mental health conditions can be invaluable. Everyone wants to be part of a social group and social inclusion at the workplace makes people happier, and mental illness should not stand in the way of that.
Substantial research in Social Psychology portray that self-perception is the product of choices and environments. This is VERY good news. It means you can change your identity by simply changing your behavior and environment. If you want more creativity, you simply need to do more creative work. You battle the resistance then creativity becomes non-stop. Becomea knownmodelemployment destination of the future and not a reminder of the past by embracing aculture of diversity and inclusiveness.
Mental Health Disorders – Would you hire these people?
Keeping quality talent is tough and finding quality talent might be tougher and what employer would not fight for quality talent like these, but they come with a catch:
Charles Darwin: The creator of the Theory of Evolution suffered from obsessive-compulsive disorder (OCD).
Abraham Lincoln suffered from depression and anxiety attacks.
Isaac Newtonthe inventor of calculus explaining gravity and building telescopes, among his other great scientific achievements who was bipolar, autistic and schizophrenic.
Michelangelo would be considered high functioning on the autism spectrum.
Adam Levine - Attention Deficit Hyperactivity Disorder (ADHD)
Are youconfident that there are no current employees that may have any mental health disorders in your own organization that you might be unaware of?
Do you have a manager or supervisor that cracks the whip for results that everyone knows is a “perfectionist” that characterizes their their management style such as "structured"and"organized"that as a result micromanages?Someone that micromanages becomes detrimental to the organization as it inhibits teamwork, does not instill trust often promoting a dysfunctional work environment, employees become disengaged as the manager must instill fear to keep control that could resemble workplace bullying. What is behind this behavior is associated with mental health disordersthat you may not realize or associate. It is common for micromanagers, especially those who exhibit narcissistic tendencies, perfectionisticand could also include Obsessive-compulsive personality disorder all that are considered mental health disorders.
What do you do?
So the question comes down too as an employer or a business if you have a loyal, dedicated, hard working employee that is efficient and productive and is an asset to your workforce and organization, do you make the decision to now find ways to fire this person, make this persons life miserable, shamed or harassed into quitting or do you find ways to work with this person to both of your benefits? The workplace is the most important environment to discuss mental health and illness, yet it is the last place you expect to hear about it.Stigma comes from fear, and fear is often a result of misunderstanding something. Before you even suspect that one of your employees may have a mental illness, you are going to have to create an environment in which they truly feel comfortable disclosing their condition.
The look and feeling of those that live in fear. How are they suppose to be efficient and productive when they are made to feel isolated and unwanted within the work environment and whose fault is that?
Stigma - Loss of Status – Afraid to talk with co-workers and boss
Employees are afraid of discussing it with co-workers and bosses.They don’t want to lose their jobs, damage relationships or risk future employers learning of illnesses and judging them. Stigma brings with it discrimination. Loss of status. Some people have worked hard to hold the job they have and/or to achieve the status that fuels their passion. Being diagnosed and living with a mental illness could change all that in the blink of an eye. There are measurable losses associated with disclosing a mental illness. It's common for the mentally ill to be taken off a project that is perceptibly high profile or stressful. Having workplace wellness programs can identify those at risk and connect them to treatment and put in place supports to help people reduce and manage stress. By addressing mental health issues in the workplace, employers can reduce health care costs for their businesses and employees.
Is it possible that the managers, supervisors and the company are exhibiting mental health disorders in the decision making process when it comes to those with mental health disorders?
It might sound a little confusing at first read but think about it. The work environment seems to be running smoothly until one of the employees discloses that they have a mental health disorder. With no mental health wellness programs in place and the stigma of mental health disorders the perception of this person going “postal” spreads fear leading to a loss of production and efficiency. The company could fire this person, but that could lead to possible legal problems, a public relations nightmare and losing the trust of other employees also suffering from mental health disorders from coming forward. Their approach is to get this person to leave on their own by harassing and shaming them into leaving. When this person does leave the company has made it worse off because the brain is wired for fear learning where those other employees with mental health disorders will now not come forward, they will lose all respect for the company and the company’s reputation will suffer for it.
It could be argued that company and company decision makers suffer from:
Metathesiophobia: The irrational fear of change and will do anything to keep the status quo going even if the change is a good or healthy one.
Xenophobia:Commonly known as “the fear of unknowns”, xenophobia is a fear induced when a person, or group of people, or situations are perceived as strange.
Wind of change:
Prior to Title I of the Americans with Disabilities Act of 1990 that prohibited private employers, state and local governments, employment agencies and labor unions from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, those with disabilities in the workplace were at the mercy of each employer.
The first of the Millennials were born in 1981 and they were the first generation born with workplace protection for the disabled and they grew up with the idea that diversity is important (and consider its importance to be an ethical imperative)and one that needs to be met to keep the public and stakeholders satisfied.
Preparing for the new wave of Leadership
. The six signature traits of Inclusive leadership thriving in a diverse new world, A diverse new world: Markets, customers, ideas, and talent Four global mega-trends are creating a business context that is far less homogeneous and much more diverse than has historically been the case (Deloitte).
These interrelated shifts are influencing business priorities, and reshaping the capabilities required of leaders to succeed in the future. These are just a few of the attributes under each trait, but once again look at the emphasis that was placed on:Diversity, inclusion, create a safe environment, challenge the old attitudes-replace with new and hold others accountable for noninclusive behavior and personal biaswhat is now looked upon as the main business model of the future.
Trait 1: Commitment - Treat all team members with fairness and respect.
Understand the uniqueness of each team members.
Proactively adapt their work practices to meet the needs of others.
Treat diversity and inclusion as a business priority.
Allocate resources toward improving diversity and inclusion within the workplace.
Trait 2: Courage- Approach diversity and inclusion wholeheartedly Challenge entrenched organizational attitudes and practices that promote homogeneity.
Hold others to account for noninclusive behaviors.
Trait 3: Cognizance of bias - Follow processes to ensure personal biases do not influence decisions about others.
Make fair merit-based decisions about talent (for example, with respect to promotions, rewards, and task allocations).
Trait 4: Curiosity - Cope effectively with change.
Demonstrate and encourage divergent thinking.
Seek opportunities to connect with a diverse range of people.
Trait 5: Culturally intelligent- Seek out opportunities to experience culturally diverse environments.
Work well with individuals from different cultural backgrounds.
Change style appropriately when a cross-cultural encounter requires it.
Trait 6: Collaborative - Create a safe environment where people feel comfortable to speak up.
Assemble teams that are diverse in thinking.
Work hard to ensure that team members respect each other and that there are no out-groups within the team.
Become the key that locks the past and unlocks the future
Ken Roberts, an Epileptic with Anxiety Disorder Team Leader
As the owner of the Warehouse with my wife I am also the instructor with a mental illness disorder. I have epilepsy and a bad case of anxiety that is currently being controlled with proper medication and regular visits to a psychologist at the Canton VA Clinic so I can speak from experience and 1st hand knowledge. I never looked at myself as either a disability or a liability or someone that needed to be fixed, but just someone that needed a helping hand. I have forty (40) years experience in the tough commercial real estate industry with thirty (30) years owning our own commercial property management company where we were involved in all aspects of the property from the initial due diligence analysis to purchase the property on behalf of our client to the leasing and management to developing the value to the subsequent refinancing for the investors to recapture and profit from their investment. During my experience I was directly responsible for negotiating a variety of lease deals with a gambit of business types from all industries representing mom-pop businesses to state and federal agencies to international and Fortune 500 companies with cumulative lease values in excess of $3 billion in multiple market types across the country.
Adaptive re-use development is a highly intuitive specialty niche that works outside the typical or standardized ranges where thinking outside the box is the bare bones necessity. This type of development involves the bringing back to life of commercial properties that might have sat vacant for years or even decades or those properties with a very low occupancy that have fallen into disrepair. Some of these properties could be several hundred thousand SF to 1-2 million SF in size. The challenge is like the Phoenix, how do you see the potential and the opportunities rising from the rubble, the disorganization, the despair of something once productive, but now abandoned and discarded? Concrete thinking focuses on what is physically around you. Creative thinking means looking at something in a new way and it is the very definition of “thinking outside the box”.Concrete Thinking is literal, rigid and unbending and Creative Thinkingis all about being open minded and allowing yourself to think about things in a novel way to set aside any assumptions, preconceptions or biases you may have, and lookat things in a completely new way giving yourself the chance to think creatively with a fresh perspective. With that fresh perspective it opens up the mind to visualize or form a mental image or the ability to be able to see what others say is not there where thenyou become a Visionary Strategist.As the project takes shape you becomeCreative and Innovative.As you navigate through the challenges of the municipality, the media, the business community and the neighborhood associations you become a Coalition Builder,Advanced Communicator and Cultivatorof KeyRelationshipsand when you are providing professional management services you are known forLeveragingDiversityandEmpowering Human Capital to Achieve.
One of the properties that I turned around caught the attention of the Wall Street Journal that ran a two page story on the property and the operations as a national model of urban development and success. Over the years we used our business experience to create a Team Building program that allowed for the employees to see the business from the perspective of the employer and vice versa and now we are combining our extensive business experience with our Team Building programming with our first person mental health disorder understanding into a unique Mental Health-Diversity & Inclusion Workshop thatjust might be the most innovative program out there for those in authority to experience an American Indian Proverb:Great Spirit, help me never to judge another until I have walked in his moccasins.This experience you could never get by sitting in a classroom style setting as there is no chance ever to walk in those moccasins.
Whereas in the presence of athreateningstimulusafter a series of physiological changes getting the body ready to either fight or flight, only then does the consciousness realize an emotion of fear. Whereasin this case what makes this so different is that to the person of authority the threatening stimulusdoes not cause a series of physiological changes, the response is calculated and timed, and although the threat has the shape of a human, the threat is not perceived to be human, does not have a face or a name and if it did and theirreflection was caught in the mirror by the person looking at it, itwould resemble themselves.The challenge is to give back those with a mental health disorderstheir face, their name, their place on the team. This response becomes premeditated.
Tell me and I’ll forget. Show me, and I may not remember. Involve me, and I’ll understand. – Unknown Native American Tribe. Since people are strongly predisposed to believe in what they can see,this innovativeinteractiveprogramwillallow theparticipants to visualize slipping on the shoesand walking that mileof those who have stepped forward and announced to their manager or supervisor that they have a mental health disorder. The courage for someone to do this knowing the possible fate that awaits them should be admired and not punished, but it also takes courage from the company to find their voice.
There is a pressing need to empower and encourage individuals to understand that the terms “Diversity and Inclusion”are not just words on paper or buzz words, but words that define the culture of the organization that brings about change and with change brings about better understanding and learning. Thisinteractiveprogramis about that understanding where you will experience and come face to facethat Sometimes facing the Fear of the Unknown is facing yourself and that Not letting others form your opinion about mental health but doing it yourself as you are a professional is not so easy. When a team creates a sense of identity, clear purpose and shared corevaluesit will come to understand that its actions can put the Company’s name and reputation at risk if it is not careful.
To the human ear the three most beautiful wordsare, “I Love You” and to an employer the three most terrifyingwords are, “Mental Health disorder”. With those three words the imagination and Stigma Mistaken Identity takes over with an irrational fear of To tell or not to tell that is a 2 edged sword question. We will then be introduced to the Immersion Theater Presents: The Terror That Lurks Beneathwhere The Trial takes place. Expert witnesses (participants) for the prosecution is to provide condemning testimony against the Mental Health disorder person that has committed no crime.To see the Prosecutor, hold up a mirror.
Something special will be planned that will bring the world of the hypothetical to life and all of this will be summed up into one single sentence.
Unlike a building or a piece of machinery, the Human Intellectual Capital is a tangible asset that tends to appreciate vs. depreciates. Within the Human Capital is the key to maximizing its potential, embracing its diversity as an asset and not a liability. Your employees need to be brainstorming ideas for new products, services, target markets and sources of revenue, communicating changes in strategic direction, sharing ideas for operating efficiencies and understanding that they are a part of the big picture.
Ice Breaker or Refresher Reminder:Most likely your organization like all other organizations have those on your team with mental health disorders. They could be known or revealed to you directly by the individuals, they could be made known to you by rumors or back office chat, they could be suspected by you by the discriminatory, harassing and shaming attitudes taken towards another or you might be scratching your head as to why quality people are jumping ship to the competition when you thought everything was running smoothly.
If you have not yet established a mental health wellness plan or it has been awhile since your last update you can anticipate that there is a lot of anxiety, frustration, and fear that has built up and circulating through the work environment and going to a neutral site will provide a fresh perspective to get the ball rolling. This will be a casual but hardhitting and memorable way to first broach an important sensitive business issue and this is the time to move forward and we are the ones that can assist you.
Business is Business: Intuitive leaders haveaninnate understanding that an irrational fear of mental health disorders in the workplace is an illusion that distorts reality.Seeing that fear from the perspective of how those with a mental health disorder are perceived in the workplace with that stigma around their neck will provide a new perspective to those in authority of how inclusion in the workplace provides a real team environment utilizing and benefiting from all of the talent that the employer is paying for. We have created an innovative and interactive experience that your people will not soon forget because they will become the stigma itself of a mental health disorder and without that personal connection, the employer is just paying for their people to enjoy a day away from the office without getting the long lasting benefit of what they thought they were paying for. We are business owners, we have a business owners mentality, and if you are going to pay for a service you want for that service to make an impression and to provide that impression, is to empower your people for change aswithin that change itselfis whereopportunities awaits.
“Knowing others is intelligence; knowing yourself is true wisdom. Mastering others is strength; mastering yourself is true power.” ― Lao Tzu
Reservations - Cost
Cost: Minimum fee is $600 based upon $50.00 pp that covers 1-12 people.
Time 2 – 2.5hours depending upon level of participation.
Payment to be made through PayPal.
Reservations: Because the exercise is interactive we have set the participation cap at 25 people at any one time with a minimum of 12 people. The minimum covers from 1-12 people and $50.00 pp for each person over the 12 person minimum up to 25. Note:The location where the exercise takes place is large that can accommodate more than 100 people. For those that would like to bring in a larger group the exercise package can be customized for a larger group setting without diminishing the objective.
You will have the opportunity of bringing in your own food and non alcoholic beverages at no additional cost. This will provide for an opportunity to talk with your group after the event is over where the experience is fresh in their minds. At your request we can also participate in those discussions.
If you have any questions regarding the program or would like to discuss and schedule a date and time for your group, please fill out the comment form below where we will followup on a timely basis.