Six Thinking Hats
A one-day program that covers Edward de Bono’s full Six Thinking Hats course as well as an introduction to Lateral Thinking methods, designed to open the door to creative thinking. The program builds competencies in the application of Parallel Thinking techniques, leading to people becoming more open and productive in their approach to communication, problem solving and decision making. It leads to the creation of a high-performing culture of creative thinking across the organization, improvement in the quantity of ideas generated and increased levels of participation, particularly in multi-cultural environments. Appropriate for all levels of professional staff and management, from graduate trainees up to the board of directors.

Lynn was certified by Edward de Bono personally and he is a Master Trainer in both methods.

Organizations have found that meeting and decision cycle times can be reduced by 50% - 75% using the Six Thinking Hats method.

Available as a stand-alone program or integrated with other key programs.

Six thinking hats and lateral thinking programs photo. This displays all of the six thinking hats: the blue hat for "managing the thinking", the yellow hat for "benefits and feasibility", the white hat for "facts and information", the black hat for "barriers and caution", the red hat for "intuition and feelngs", the green hat for "creativity". These are all displayed underneath the words. "six thinking hats"
An image showing what "lateral thinking" looks like when put into practice for analytical thinking.
Lateral Thinking
Edward de Bono's Lateral Thinking program provides a set of tools and structured techniques to methodically develop creative thinking skills in order to develop truly innovative ideas and solutions. These powerful techniques enable individuals, teams and entire organizations to significantly improve their ability to develop creative ideas for new product development, process improvement, customer focus and a variety of applications. Many competing programs around innovation focus on “descriptive innovation” - they do not enable development of the actual skillset of creative thinking.

Lateral Thinking provides competency development in idea generation through an “operational (application) approach” which sets it apart from the competition by enabling participants to dramatically increase their idea-generating capabilities (the how to of innovation).

Lateral Thinking is frequently combined with the Six Thinking Hats to form the Course in Creative Thinking. This program can be expanded to include application for intact project and process improvement teams.

Lynn was certified by Edward de Bono personally to teach both Lateral Thinking and the Six Thinking Hats. He is a Master Trainer in both methods.

Available as a stand-alone program or integrated with other key programs.

Myers-Briggs Type Indicator
The Myers Briggs Personality Type Indicator (MBTI) is a self-assessment tool that helps a person to understand his/her own preferences with respect to gathering and processing information, making decisions, interacting with people and flexibility / spontaneity, among other things. One of the most proven and powerful instruments of its type in the world, it is applied by us with an exceptional level of expertise to enhance individual and team effectiveness, leadership development and interpersonal relationships (e.g. communication, conflict management, decision making, influencing others).

Lynn Reed was certified personally by the one of the best practitioners on the planet in 1997. He has completed several advanced application competency certification programs since that time (MBTI Step II, etc.) and applied the instrument with several thousand managers and professionals around the world in commercial, military support and non-profit applications. Lynn can also provide highly successful programs featuring DiSC, Herrmann Brain Dominance and Social Styles when time does not allow for proper application of the MBTI.

Breaking down the myers-brigg personality indicator types. Extroverts, introverts, thinkers, feelers, sensors, intuitives, judgers, percievers.
Logo for the 7 triggers to yes, a toolbox program for executive coaching and leadership development. Powered with persuasive neuroscience, the 7 triggers to yes courses teach people to sell.
The 7 Triggers to Yes
Technology now offers every possible detail of customer activity monitoring and management. But you’re still on your own when it comes to exactly what to say and how to say it in order to get attention, generate interest, and close a sale.
7 Triggers is a persuasion technology that fills that critical gap: Science-based guidelines for how to craft the most persuasive possible communications, making it easier, faster, and more reliable to achieve the 3 Cs of customer acquisition: Capture, Captivate, Convert.
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Emotional Intelligence (EQi 2.0) assessments (individual and 360)
Emotional Intelligence (“EQ”) is a collection of composites comprising our emotional and social functioning and general psychological well-being – it is composed of elements that can change and be altered. EQ differs from IQ in significant ways: IQ is static over the course of one’s life; EQ is dynamic (i.e., can be improved).

Research has demonstrated that EQ is a key differentiating factor in terms of who
moves up in an organization and who does not. It has been said that, IQ is a pretty good indicator of who gets the job. EQ is a better indicator of who keeps the job and gets promoted.

This one-day workshop is designed to help individuals and / or teams understand and apply the concept of Emotional Intelligence in order to enhance the process of building and improving communications and working relationships across and beyond the members of a team. The course is highly interactive and delivered at a rapid pace. Profiles can be created to guide thinking for optimal performance in certain roles, for hiring, mobility and promotion.

Emotional intelligence EQ test including self-expression, self-perception, decision making, interpersonal, stress management.
Including delegating, supporting, coaching and directing, this image depicts the situational thinking and situational leadership skills.
Situational Leadership
Situational Leadership provides a framework and self-assessment instrument designed to significantly improve the effectiveness of coaching and of developing high performing team members. This intensive, fast-paced program teaches managers how to assess each employee’s developmental level on each major task or goal for which they are responsible using the Situational Leadership II Model (SL II). Given the employee’s degree of competence on and commitment to the task, the manager adapts his or her style to maximize the effectiveness of the coaching interaction. For example, on any given task, the manager’s approach to the coaching situation might emphasize “directing”, “coaching”, “supporting” or “delegating” behavior. Some managers do this naturally – many do not and fewer still do so with a high level of flexibility and effectiveness.

Managers examine their preferences (and blind spots) using the SL II diagnostic self-assessment instrument in order to develop better style flexibility and effectiveness in managing and developing their people. Developmental Task Analysis Worksheets for assessing employee developmental level(s) and planning the appropriate employee interactions are included in the materials, along with real application of the tools and techniques.