Provided by Center for Respectful Leadership
…said the director of training at a New Jersey based pharmaceutical company in 1994 when I suggested we use live, professional actors in a new company-wide program on diversity, equity & inclusion. He was worried that our approach was too “out there,” too weird, too “touchy feely.”
Months later, after we had developed and rolled out our uniquely powerful training program featuring actors portraying a diverse group of “fictional” employees who walked and talked just like the real ones, that same training director turned to me and said, “I was wrong. Our managers think it’s the best training they’ve ever had.”
This is frequently the most common post-program evaluation we receive on CRL’s uniquely interactive, compelling, and memorable approach to training, learning and development. For over 30 years we’ve brought professional theatrical performance, interactive facilitation, and 1-on1 experiential learning (role-play) sessions opposite professional actors into the in-person and virtual training rooms of some of the world’s most prestigious companies.
Regardless of the venue, organization, or industry, our commitment remains the same: support our clients in driving positive, lasting change on challenging and “difficult” topics like Respect and Trust, DE&I;, Leadership, Emotional Intelligence, Conflict, and Psychological Safety.
Your program changed my life. Sr. Manager – ADP
Sadly, too often we find that training on these issues is cerebral, preachy, lukewarm, and/or confrontational. At CRL, our singular focus is on expertly informing our audiences and then moving them out of their heads and into their hearts in ways that are supportive, engaging, and memorable. At the same time, we base all of our learning, consulting, and coaching methods on validated neuroscience, proven business models, and compelling KPI’s, metrics and real-world data. This is how we help organizational leaders drive positive and lasting cultural change around the toughest issues.
Their work is incredibly effective. They don’t dabble in organizational development theory or play the guru. They work closely with your organization to learn your culture thoroughly and reflect it back in truly powerful ways. Former CIO – Price-Waterhouse.
