About PRIDE

The PRIDE ™ program is a proven comprehensive development and retention program for today’s fast-paced business environment.  The program is aimed at increasing leadership, supervisory and project management skills.  It is delivered in three-hour bursts, either on-site or off, and is designed to be completed within your company’s specific timeframe.

The PRIDE ™ program is a proven ROI, no nonsense, case driven, comprehensive, customizable group program designed to assist organizations recruit, quickly assimilate, develop, and retain their professional / “knowledge worker” talent.

The program is in three hour modules, with time in between for applying new skills and reporting back to the group.   It requires commitments in writing, it tests for comprehension of the subject matter in every module and it offers tools to keep track of completion of commitments.   Furthermore it facilitates connection with supervisor or coach / facilitator on individual issues that the participant may raise after the class.

Recruitment application is via offering the program to the graduating class in target universities as a company good will measure and also for the identification of outstanding leadership talent to pursue.   Most companies pay average rates of compensation for the new recruits because they have no way to assess leadership talent.   Input from facilitators of PRIDE ™ is lending itself to more observational points than recruitment interviews as to how the candidates do in their leadership, motivation, and conceptual and verbal capacities during the class.

Fast assimilation is via incorporation to existing orientation programs of business & interpersonal skills development classes.   These PRIDE ™ classes can supplement existing orientation content or stand alone to promote the values and mindset the employer wants to instill in the new professional recruits’ minds and hearts.

Development is via providing business skills and interpersonal skills which are universally required for the success in all organizations: Communications, relationship building, partnering, effective gathering of information, presenting ideas in the format of proposals, translating through technical writing complex issues in to business parameters, working effectively in teams, leading projects effectively, dealing with internal and external customers in a consultative fashion, leading effectively group meetings, and resolving conflicts, to mention a few key ones.

Retention is the result of development and engagement of the professionals in specific commitments they make to colleagues either in-group contributions or individual commitments to action.

The new knowledge worker expects from the employer to provide continuous learning, interesting work, and opportunities to contribute and work with other for the accomplishment of common goals.   Despite the difficulties that several industries experienced in year 2000 (telecommunications, internet, software development etc.) the competition for talent and the necessity of retaining it will continue to be at the root of all visionary companies’ Human Resources strategy.   These companies realize that the professional / “knowledge worker” is the nucleus of innovation, and the farming ground for the creation of tomorrow’s leadership.   They also realize that the professionals / “knowledge workers” want to be taken seriously and treated as an asset the company invests in.   They want to have opportunities to work in projects where there is a visibility by senior management and where they can feel that they contributed to some significant accomplishment.

They also want to work with others and have a big picture of how the organization works rather than perform isolated work, which is not connected with the values and business vision or the organization.   They finally want to feel that they are kept up-to-date and marketable.

Compensation issues are important, but we believe in the good segments of the business cycle, they become the great equalizer:   Money alone is not enough to drive the attraction and retention of talent.   A combination of compensation incentives coupled with appropriate leadership, training in business skills, and a sense that there is Career Development both technically and otherwise will be the recipe of the company that will be more successful.   We believe that PRIDE ™ with its customization, flexibility, opportunity for acting on commitments, measurement tools and pragmatic (short bursts of 3 hours) delivery offers an outstanding tool for the crafting of successful attraction, development and retention strategies.

Learn more about the structure and background  of the program, and its unique features and benefits; and examine our proven results.  Wondering how to get started with the program?  Here are some frequently asked questions.