Owners, managers and team leaders 

Do you have a blueprint for identifying and solving problems in your organization?  What if you could positively impact the culture in your workplace with a simple process that you can learn in just 3-weeks?

Practice Owners and Managers!

Are you tired of others telling you how great leaders should act, how important it is to create a positive workplace culture?

Leaders and consultants in large and small hospitals are using this process to transform healthcare. Since 2005, I've implemented this blueprint in veterinary and medical practices, and other organizations with 100% success.

 

 

What's missing from all that great advice is a BLUEPRINT on how to actually become a GREAT leader and how to TRANSFORM the culture in your practice.

Your Blueprint for Success

What I'm offering you is a Management Blueprint that is the solution.
This is NOT a short-term fix; it is a lifetime solution.
It is a solution that puts you on the path to leadership mastery.
It is a solution that transforms the energy of your people and creates a vibrant, energetic workplace culture.

What You Get

  • 4-week virtual training for leaders and a team of support staff. We recommend including 6-10 people who can commit to attending each session for 3 weeks.
  • 3D Problem Solving Blueprint and training on how to implement it and use its  tools and techniques.  Real issues are identified with solutions devised by the participants.
  • Sessions facilitated by Maryle Malloy, Certified 3D Trainer for 17 years.
  • Virtual trainings on Zoom using Miro, a cloud based virtual whiteboard.
  • Video recording of each Session and PDF file(s) from the Miro board.
  • Weekly Task Lists for Participants – Who, What & When
  • Live weekly support for participants as needed
SCHEDULE A CALL WITH MARYLE FOR MORE INFORMATION

Overview of the Program

➬ Week #1

DISCOVERY  & DISTILLATION – 2-Hour Session

Hour #1: Discovery:

Frontline workers bring critical information to this session, as they identify issues and problems of concern to them individually and collectively. These issues are the broken or missing systems causing stress in the workplace.  

Hour #2 - Distillation and Naming (a 2-part process)

  • Distilling down the issues made visible in the Discovery process.
  • Naming the categories (similar issues moved into categories. Typical practice would name 6-8 categories)

SUPPORT CALL – 60-minute session

➬ Week #2

DEFINING - 90 minute session

  • Your issues are categorized and "on the wall." We begin using the third and last TOOL in the 3D process, DEFINING.
  •  Following the 80/20 rule, we begin to measure the system(s) that have created the most stress for the people in the room. This is the most fun. We’ll move through each category identifying the critical 20%. Now the organization can stop fighting fires and treating symptoms as you have begun to identify the core issues.

➬ Weeks #3 & 4

Week #3 - RESOLVING ISSUES –-90 minute session

  • Based on the ranking of categories, we will select the 1st and 2nd ranked categories and the issues identified in each. We’ll begin with #1 and your team(s) will identify certain actions that must take place. Actions are designed to develop a new system or fix a broken system. A Who, What, and When Task List is created.

Week #4 - REVIEW 90-minute session

We'll review the team's progress.  Participants report on the results. Dates and actions may be extended at this point based on pending actions.

  • New action items and problems are discussed. The Who, What, and When list is updated.

REVIEW OF TRAINING – Questions and What’s Next

  • eBook (a Handbook for Leader’s Facilitator’s Guide is delivered)

➬ Week #1

DISCOVERY – 90-minute session. 

Frontline workers from every department bring critical information to this session, as they identify issues and problems of concern to them individually and collectively. These issues are the broken or missing systems causing stress in the workplace.  

SUPPORT CALL - 60-minute 

➬ Week #2

DISTILLATION – 90-minute session

Distillation and Naming (a 2-part process)

  • Distilling down the issues made visible in the Discovery process.
  • Naming the categories (similar issues moved into categories. Typical practice would name 6-8 categories)

SUPPORT CALL – 60-minute session

➬ Week #3

DEFINING - 90 minute session

  • Your issues are categorized and "on the wall." We begin using the third and last TOOL in the NAT-3D process, DEFINING.
  •  Following the 80/20 rule, we begin to measure the system(s) that have created the most stress for the people in the room. This is the most fun. We’ll move through each category identifying the critical 20%. Now the organization can stop fighting fires and treating symptoms as you have begun to identify the core issues.

➬ Week #4-7

RESOLVING ISSUES – 60-90 minute sessions

  • Based on the ranking of categories, we will select the 1st and 2nd ranked categories and the issues identified in each. We’ll begin with #1 and your team(s) will identify certain actions that must take place that week. Actions are designed to develop a new system or fix a broken system. A Who, What, and When Task List is created.
  • Each week’s session begins with a review of an Agenda. Participants report on the results. Dates and actions may be extended at this point based on pending actions.
  • New action items and problems are discussed. The Who, What, and When list is updated.

➬ Week #8

REVIEW OF TRAINING – Questions and What’s Next

  • eBook (a Handbook for Leader’s Facilitator’s Guide is delivered)

Many workplace cultures are experiencing 70% disengagement and employee burnout. I encourage you to WATCH this one-on-one discussion between David Dibble, one of the world’s leading systems thinkers, and myself. In this 20-minute video, David reveals the hidden root causes of toxic cultures that are responsible for creating most of the stress in the workplace, and the revolutionary but simple system to fix them.

 

Frequently Asked Questions

94% of the results we experience in the workplace, good or poor, are a function of the systems/processes in which people work, not the efforts of people.

Using the 3D Problem-Solving tools and techniques as your model,  addresses many of the “people” problems associated with unhappy or disengaged employees. Organizations that are known as “good places to work,” are those that build loyal clients who enjoy the benefits of interacting with a happy, efficient staff.

 

 We understand this is a major decision. But if the stress you and your people are experiencing is not identified, you run the risk of your systems moving from stress to chaos.

DON'T LET THAT HAPPEN. 

  1. Schedule a Free 60-minute call with me. I'll answer any questions and review your options for enrolling your team. 
SCHEDULE A FREE 60-MINUTE CALL

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$5,000

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$4,500

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