DJH & Associates Consulting |
 |
DJH and Associates are not problem solvers. Instead, we serve as a mirror to help individuals and companies examine themselves and produce the right actions to achieve goals and learn from setbacks. The foundation of our approach is making participants aware of how their attitudes impact their ability to succeed personally and professionally. This self-directed approach prepares people at all stages of life for success, satisfaction, and continual improvement.
Our services include:
Mission critical seminars for employees on topics related to time management, team building, problem solving and decision-making
Leadership development processes for managers on communicating vision, values and purpose, developing success benchmarks, roles of a manager, and effective problem solving/ decision making
Team building that is geared toward linking the organization's goals and the people responsiblr for carrying out the day to day activities that make those goals reality
Rising Stars youth leadership curriculum for middle school, high school and college students
Personal coaching sessions on financial/ career, family, mental, social, physical and ethics/ beliefs development
Strategic planning that transforms organizational goals into quantifiable results
DJH & Associates Consulting is based in San Antonio, TX, USA
INTRODUCTION
In recent years, managing people has taken on many new and complex dimensions. Instant global communications, innovation, and increasingly available technology have created profound changes. consumer demands and shareholder values are constantly evolving and changing. There is an increasing effort to increase employee performance, lower operating costs, improve quality, and provide outstanding service.
Success in today s competitive environment requires that today s managers and
Department heads must be prepared to maximize the human potential inherent in their company. The development of human resources is the key to employee achievement and organizational success.
People make the difference from the leadership ability at the Board level, to the quest for excellence throughout the entire entity. Whether the value is taking employee performance personally or being obsessed with the feedback from customers, success is dependent upon the accountability of every individual throughout the organization. Creating a value-driven organization is dependent upon instilling the values and goals and mission within the heart of everyone.
At DJH & Associates Consulting, we believe that people are your most valuable resource. Our focus is helping you maximize your strategic direction, your values, and your core competencies by creating and facilitating the processes that help you to create change that supports innovation and turn goals into reality. Our core competency is helping our clients achieve quantum jumps in productivity, performance, and growth while avoiding many of the common pitfalls. We have been successfully doing so for more than twenty years.
Why DJH & Associates Consulting?
Our processes and materials provide rapid results and positive, measurable outcomes. They are tailored to help your company achieve its objectives of improving performance and driving the company s organizational values and principles.
Our proven processes and world class facilitation enable us to provide our clients with powerful solutions for successful growth. What makes DJH & Associates Consulting unique is our inside-out, development process which focuses on individual and organizational development. This proven process, along with our extensive experience gained, while working with clients and their challenges, enables us to provide our clients with outstanding solutions that are focused on achieving maximum results.
When we accept a client engagement, we accept the responsibility of getting you measurable results, not just delivering training sessions. We will tailor a process and develop supporting material that will act as a catalyst for the development of a focused effort to ensure the entire organization realizes results.
Further, we will provide the materials and insight that will focus on the individual responsibility for organizational results and sustained growth and improvement.
OUR CUSTOMIZED APPROACH
Our processes link together three critical elements that are vital to the success of an employee s engagement. They include attitude development, skill improvement, and goal setting. Attitude development will enhance the ability of each employee to think in terms of their own personal and organizational potential.
Manager and employee behavioral skill development will make each more effective and confident in handling their responsibilities, particularly under a value-based philosophy.
Goal setting is used as a tool to ensure that each employee will begin to use these newly developed skills and attitudes to be more productive. The entire company will benefit as a result of creating a well-focused, professional approach to their performance allowing every employee and hence the company to function much more productively.
Employees will develop personal responsibility for their own performance. They will also develop goals and action plans that will drive their overall development.
PURPOSES
1. To provide a formalized results-oriented development process which transcends traditional seminar training and develops a focus on Positive Attitudinal Redevelopment which is clearly measurable.
2. To empower employees at various levels to be proactive through maximizing their interpersonal skills.
3. To develop Positive Attitudes which lead to greater commitment to performance and productive Interpersonal Relationships.
4. To build successful attitudes for positive results and to overcome resistance to change.
5. To develop overall goals implemented at various grade levels, the results of which will generate much greater alignment.
6. To develop support staff and managers into better motivators of themselves and developers of others.
7. To develop effective Planning skills so as to utilize talents to their maximum potential and be able to adapt to new standards and models.
LEARNING METHODOLOGY
Our delivery process provides several learning methods, and they include the following:
1. Repetition: Psychologists tell us that 62 of the retention of all ideas comes only after they have been presented for the sixth time. For this reason, part of the program will involve the use of an audio CD series, enabling the participants to conveniently make use of the power of spaced repetition.
2. Workshop Sessions: Several workshop-oriented, active learning implementation sessions, lasting about two hours each will be held for managers at all levels. They should be spaced approximately one week apart. They are designed to put practical application behind the material studied and applied during the interim period, so that the final session can be very focused on coaching each individual and developing specific plans for continued results and improvement.
3. Practical Application: Following the implementation sessions, the participants will put to use and test the concepts and goals that were discussed and established during the session.
4. Built-In Motivation: Since one of the key elements of a Development Program involves the integration of personal goals with organizational goals, the participants will want to learn from the program, because they receive direct personal benefit through the realization of their own personal goals.
5. Evaluation: Pre and post program evaluations will be conducted. Besides traditional testing, evaluation meetings will be held after the program has formally ended to inspect progress towards goals and to answer any questions that may have arisen following the program conclusion.
OBJECTIVES
1. Implement a process which will develop the attitudes, human relations skills and leadership skills of all employees. This process is designed to aid the participants in making the emotional and intellectual transition from being a task-oriented worker to becoming a proactive, results oriented leader.
2. Provide a comprehensive development process that will help employees to realize the importance of their role in the overall organizational picture. Critical to the growth of the participants will be the development of self-confidence and leadership skills which are necessary to successfully motivate themselves in a positive results-oriented manner.
3. Recognizing that leadership of others begins with leadership of self, provide a process whereby the participants evaluate themselves set goals and objectives which will aid them in growing on a personal level.
4. Integrate the goals of the organization with the personal goals of the participants thus creating an environment of motivation and mutual commitment.
In recent years, managing people has taken on many new and complex dimensions. Instant global communications, innovation, and increasingly available technology have created profound changes. consumer demands and shareholder values are constantly evolving and changing. There is an increasing effort to increase employee performance, lower operating costs, improve quality, and provide outstanding service.
Success in today s competitive environment requires that today s managers and
Department heads must be prepared to maximize the human potential inherent in their company. The development of human resources is the key to employee achievement and organizational success.
People make the difference from the leadership ability at the Board level, to the quest for excellence throughout the entire entity. Whether the value is taking employee performance personally or being obsessed with the feedback from customers, success is dependent upon the accountability of every individual throughout the organization. Creating a value-driven organization is dependent upon instilling the values and goals and mission within the heart of everyone.
At DJH & Associates Consulting, we believe that people are your most valuable resource. Our focus is helping you maximize your strategic direction, your values, and your core competencies by creating and facilitating the processes that help you to create change that supports innovation and turn goals into reality. Our core competency is helping our clients achieve quantum jumps in productivity, performance, and growth while avoiding many of the common pitfalls. We have been successfully doing so for more than twenty years.
Why DJH & Associates Consulting?
Our processes and materials provide rapid results and positive, measurable outcomes. They are tailored to help your company achieve its objectives of improving performance and driving the company s organizational values and principles.
Our proven processes and world class facilitation enable us to provide our clients with powerful solutions for successful growth. What makes DJH & Associates Consulting unique is our inside-out, development process which focuses on individual and organizational development. This proven process, along with our extensive experience gained, while working with clients and their challenges, enables us to provide our clients with outstanding solutions that are focused on achieving maximum results.
When we accept a client engagement, we accept the responsibility of getting you measurable results, not just delivering training sessions. We will tailor a process and develop supporting material that will act as a catalyst for the development of a focused effort to ensure the entire organization realizes results.
Further, we will provide the materials and insight that will focus on the individual responsibility for organizational results and sustained growth and improvement.
OUR CUSTOMIZED APPROACH
Our processes link together three critical elements that are vital to the success of an employee s engagement. They include attitude development, skill improvement, and goal setting. Attitude development will enhance the ability of each employee to think in terms of their own personal and organizational potential.
Manager and employee behavioral skill development will make each more effective and confident in handling their responsibilities, particularly under a value-based philosophy.
Goal setting is used as a tool to ensure that each employee will begin to use these newly developed skills and attitudes to be more productive. The entire company will benefit as a result of creating a well-focused, professional approach to their performance allowing every employee and hence the company to function much more productively.
Employees will develop personal responsibility for their own performance. They will also develop goals and action plans that will drive their overall development.
PURPOSES
1. To provide a formalized results-oriented development process which transcends traditional seminar training and develops a focus on Positive Attitudinal Redevelopment which is clearly measurable.
2. To empower employees at various levels to be proactive through maximizing their interpersonal skills.
3. To develop Positive Attitudes which lead to greater commitment to performance and productive Interpersonal Relationships.
4. To build successful attitudes for positive results and to overcome resistance to change.
5. To develop overall goals implemented at various grade levels, the results of which will generate much greater alignment.
6. To develop support staff and managers into better motivators of themselves and developers of others.
7. To develop effective Planning skills so as to utilize talents to their maximum potential and be able to adapt to new standards and models.
LEARNING METHODOLOGY
Our delivery process provides several learning methods, and they include the following:
1. Repetition: Psychologists tell us that 62 of the retention of all ideas comes only after they have been presented for the sixth time. For this reason, part of the program will involve the use of an audio CD series, enabling the participants to conveniently make use of the power of spaced repetition.
2. Workshop Sessions: Several workshop-oriented, active learning implementation sessions, lasting about two hours each will be held for managers at all levels. They should be spaced approximately one week apart. They are designed to put practical application behind the material studied and applied during the interim period, so that the final session can be very focused on coaching each individual and developing specific plans for continued results and improvement.
3. Practical Application: Following the implementation sessions, the participants will put to use and test the concepts and goals that were discussed and established during the session.
4. Built-In Motivation: Since one of the key elements of a Development Program involves the integration of personal goals with organizational goals, the participants will want to learn from the program, because they receive direct personal benefit through the realization of their own personal goals.
5. Evaluation: Pre and post program evaluations will be conducted. Besides traditional testing, evaluation meetings will be held after the program has formally ended to inspect progress towards goals and to answer any questions that may have arisen following the program conclusion.
OBJECTIVES
1. Implement a process which will develop the attitudes, human relations skills and leadership skills of all employees. This process is designed to aid the participants in making the emotional and intellectual transition from being a task-oriented worker to becoming a proactive, results oriented leader.
2. Provide a comprehensive development process that will help employees to realize the importance of their role in the overall organizational picture. Critical to the growth of the participants will be the development of self-confidence and leadership skills which are necessary to successfully motivate themselves in a positive results-oriented manner.
3. Recognizing that leadership of others begins with leadership of self, provide a process whereby the participants evaluate themselves set goals and objectives which will aid them in growing on a personal level.
4. Integrate the goals of the organization with the personal goals of the participants thus creating an environment of motivation and mutual commitment.
 online course |
 instructor-led class |
 learn at home |
 group study |
 self-directed study |
 cd-based training |
 DVD video training |
 printed book |
 e-book digital book |
 workshop seminar |
 train the trainer |
 computer-based learning |
 discount pricing |
 online tutorial |
Customer Loyalty
: Developing loyal customers-not just satisfying customer needs is the critical difference in creating sustainable organizational success. Through the introduction of this Customer Loyalty process participants will assess their ability to understand and manage their emotions, recognize the emotions of others and develop the ability to manage relationships with customers and peers effectively. Participants will also assess the connection points in the customer interaction process and learn how to turn those connection points into positive outcomes for their customers. They will also assess their communication styles, attitudes, goal setting techniques and more...
How to Become a Successful Supervisor
: Front line supervisors are the linchpin to success for any organization regardless of size. They are the individuals who are responsible for implementing plans developed by managers many levels above them. When plans are not executed as designed, the front line supervisor is the one who shoulders all of the blame. When things go well, they dona ™t share in the rewards. In many instances good direct support personnel are promoted to supervisory positions without receiving the focused training they need to be effective leaders and managers in their new roles.
In today's economy, providing superior service is no longer optional - it is a survival skill. Organizations face stiffer more...
Life long learningDevelopmental Processes
Executive Coaching
: Having a coach is like having your own personal navigator for your lifea ™s journey. The coach helps you chart your course and reach your destination.
Imagine having someone in your corner who is totally committed to your success. Someone who always encourages the powerful part of you; who sees how big you can be and constantly holds up that big image for youa even when you cana ™t hold if up for yourself.
Imagine a relationship that places the total focus on you. A relationship with someone who helps you clarify your dreams, aspirations, passions, and values, helps you celebrate your victories, and learn from your setbacks as you press on toward achieving your goals a together.
more...
: Having a coach is like having your own personal navigator for your lifea ™s journey. The coach helps you chart your course and reach your destination.
Imagine having someone in your corner who is totally committed to your success. Someone who always encourages the powerful part of you; who sees how big you can be and constantly holds up that big image for youa even when you cana ™t hold if up for yourself.
Imagine a relationship that places the total focus on you. A relationship with someone who helps you clarify your dreams, aspirations, passions, and values, helps you celebrate your victories, and learn from your setbacks as you press on toward achieving your goals a together.
more...Leadership Development
: Leadership is commonly used to refer to activities such as conducting; guiding; or directing people, groups, or movements; or initiating activity. However, leadership is also used to refer to someone who is a leader in the field, a leading contender, a community leader, or leading a full life. How then can leadership be applied in so many different ways and what constitutes a leader in all of these situations? The answer is contained in the realization that perhaps the most fundamental characteristic of leadership, and therefore of leaders, is personal leadership.
What is personal leadership? It is the ability to lead others, yourself, and the direction you want your life to take. The ability to more...
| Head Office | Training and Seminar Locations |
