Why Most Training Efforts Fail

• Focuses on the what instead of the how – It’s not what you say, but how you say it that makes all the difference.
• Inadequate practice to ensure proficiency and application when it really counts.
• Lack of awareness of the impact of miscommunication.
• The assumption that knowledge or experience is sufficient to be an effective communicator.
• Lack of grounding in the science and psychology of human behavior and motivation.

“Over the years, I’ve been exposed to multiple models including Myers-Briggs and the Herrmann Whole Brain Model that attempt to assess and categorize human thinking and perception. These are interesting, even intellectually stimulating models, but they’ve done next-to-nothing to improve my effectiveness in actually interacting with other people, and over time I can’t even remember the details without checking the reference material.

PCM, in contrast, has had an immediate and lasting positive impact on how my work group understands and appreciates each other, and more importantly on how effectively we work together. We’ve also each seen improvements in our relationships outside work. Because it’s practical, (and fun), we apply it every day. The model, far from being forgotten, has become ingrained in our lexicon. It’s a big part of how we work together.” – Tim Williams, VP Six Sigma