Hart Learning Group offers innovative, relevant learning solutions. Let us help you grow your career and your team – to build and maintain a culture of continuous improvement using the very latest research and best practices.

HART3i™ – BECAUSE THE BEST TOOL IS THE ONE YOU USE

In the areas of professional development and interpersonal communication there are many highly respected tools, methods, and models. FFM (Big Five), MBTI®, TKI, ESCI, EQ-i, MSCEIT™ and many others help us clarify complex personal and organizational dynamics.

The most common challenge with these systems occurs at the point of day-to-day interactions and conflicts. How can we remember to utilize the best practices we've learned "in this moment" when we need them the most? That's why we developed the Hart3i™Relationship Management System – a simple, easy to remember system that partners with the best of what you already know, and gives you the tools to keep learning, one interaction at a time!

ACTION SCENARIOS

There's no substitute for experience, and our Action Scenarios build skills through hands-on practice. Our interactive scenes are custom tailored to meet each organization's specific needs; it's experiential learning guided by the latest findings in neuroscience and psychology. The result: relationship "power skills" that get used, and make a difference!

EXTREME CHALLENGES

Sometimes individuals and organization are put to the test: a career seems stalled, or a department becomes embroiled in conflicts and hurt feelings. Cultural, generational, and personality differences may occasionally cause even the most talented teams to lose momentum. We're veterans of these tough situations, and have proven methods for defusing crises and navigating difficult conversations to achieve resolution, healing, and growth.

THE SCIENCE AND ART OF LEARNING

Learning is a science, and that science tells us that people learn differently. From advances in neuroscience to management techniques culled from the world's most creative companies, we sort through the insights and best practices ... and bring relevant knowledge to you in a form you can use now. We utilize a variety of methods and media to make learning fast, focused, fun, and effective. We know you need learning solutions that are advanced, but easy to implement. Ask about our new multimedia e-Books, online MBTI® tools, and remote professional coaching. This e-mail address is being protected from spambots. You need JavaScript enabled to view it to receive a free copy of our new comic, Hart3i™ Action Stories!

Each year the Equal Employment Opportunity Commissions issues a report on the number of discrimination complaints filed in the previous year. As someone who has followed this reporting for two decades, I was not surprised to find that Retaliation complaints were responsible for the highest number of complaints in 2011. In recent years, Race has been the category receiving the most complaints. However, Retaliation complaints have been on a steady rise since 2007.

According to EEOC data, all major categories under the statutes they are responsible for showed an increase in the number of complaints filed. The number reached nearly 100,000. This is the first year that Retaliation cases have top billing.

This data suggests that organizations may need to refocus their training efforts. In addition to having complaint processes in place - and being timely in handling complaints - employers may need to be more aware of employee actions taken by managers, supervisors and team leads after a complaint is brought to their attention.

The leading question is, how are managers and colleagues treating those who draw their attention to possible problems, file complaints, or who are required to participate in an investigation to comply with the companies internal processes?

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