Angel Lozari Page

THE PSYCHOLOGY OF THINKING PEOPLE
by Lozari ConsulThink

REGISTRATION PROCESS

To register, please send an email to:
[email protected]
Please include your Company, Position, and Contact number. Also, include Previous Lozari ConsulThink seminars you have attended and how this program will impact your work/life.

For proper documentation and participant tracking, please send one email per program you intend to attend.

Please use the corresponding program title as the subject line of your email:

• Training The Trainers
• Emotional Intelligence
• Organizational Psychology
• Neuro-Linguistic Programming

PROGRAM DETAILS
• Each webinar runs for 4 hours
• All webinars will be offered FREE OF CHARGE
• Participant’s Manuals will be emailed 3 days before the scheduled session
• Certificates of Completion will be issued after submission of the post-program evaluation form

We look forward to learning with you.

One of the most expensive mistakes organizations make:
They promote their best employee.

Sounds strange?
Think about it.

The skills that make someone a top performer are often completely different from the skills needed to lead people.
I've seen organizations lose their best individual contributor and gain their weakest supervisor.

Have you ever seen this happen?

Stop asking how to motivate high performers.
Start asking what's getting in their way.
The answer may reveal more about leadership than about the employee.

You can have meetings every day and still have poor communication.
Communication is not about talking.
It's about understanding.

Perfection is expensive.
Momentum is profitable.
Many organizations lose more money from delayed decisions than from imperfect ones.

Pizza is nice.
But people don't stay for pepperoni.
They stay for growth, purpose, respect, and leaders worth following.

Most people don't leave because of one bad day. They leave because of the same problem repeated too many times. A counter offer may buy time, but it rarely buys commitment.

Many organizations treat turnover as an HR problem.
I don't.

People rarely leave because of a single bad day. They leave after experiencing the same frustrations repeatedly.

Lack of feedback.
Poor communication.
Unclear expectations.
Limited growth.

Leadership behaviors that push people away instead of drawing them in.

Every resignation tells a story.
The question is whether leaders are willing to listen to it.

Before asking why employees are leaving, perhaps we should first ask what they are experiencing while they stay.

Do you believe employee turnover is primarily an HR issue or a leadership issue?

Everyone talks about employees leaving bad companies.

Almost nobody talks about employees leaving good ones.
Yet it happens every day.

Good brand.
Good pay.
Good products.

People still resign.

Why?

In your experience, what is the real reason good employees leave?