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Birch Group receives the Trimetrix HD© Certification


February 6, 2012 - For Immediate Release

John Birch, President and Founder of The Birch Group LLC, Receives the Trimetrix HD© Certification

John Birch, President and Founder of The Birch Group LLC, in Farmington, Connecticut has received the industry recognized Trimetrix HD© Certification.  Trimetrix HD© is an in-depth assessment tool based on the works of Dr. Robert Hartmann who developed the study of Axiology, a mathematical model of societal norms.  Although Hartmann's Axiology model was originally intended for clinical use, and still is today, TTI LTD, of Scottsdale Arizona, an international leader of developing state of the art assessments, modified the Axiology model for business use to help organizations select and develop their key employees.John Birch

In addition to a wide variety of assessments successfully used and marketed by The Birch Group, the Trimetrix HD© assessment will play an important role in business and career coaching, leadership development, succession planning and key employee selection, all services offered by The Birch Group to its clients.  According to John, "the Trimetrix HD© tool will be an increasingly important addition to our product and service offerings, as it is state of the art, and is currently being successfully used by many major corporations, as it has proven to be effective in selecting and developing key talent, and at the same time, significantly reducing employee turnover.  It's all about "putting the right people in the right jobs."

John also has the designations of Certified Business Behavioral Analyst and Certified Professional Values Analyst.

MOTIVATORS “Lack of advancement negates professional development”-NOW I HAVE HEARD EVERYTHING



University of Iowa study finds employee training might actually increase turnover-

--“Lack of advancement opportunities negates benefits of professional development programs.”

Please follow the hyperlink to an article referring to a study from June 2011 at the University of Iowa.  Just when you thought you heard everything…  Although it is true that if an employee does not see any career advancement opportunities in the organization, and the market place for new employees changes dramatically from the buyer’s market it is today, then employees will start picking their heads up and testing the marketplace.  However in this marketplace, not many are looking to be the new person on the bottom rung in an organization. 

When the economy shifts, any training, development and learning that employees received will be remembered and appreciated and should create new opportunities in the existing organization which ideally lines up with the newly acquired skills and better developed employees.  

First of all, let us not forget that it was not employees who started the unbelievable lack of loyalty to their employers, it was the other was around.  Call it right sizing, off-shoring, outsourcing, laying off…whatever you want.  To me it is a lack of company loyalty and employees paying for bad business decisions made by employers.  One of the fantastic changes that is coming out of this development, the genx ers and a lousy economy is that diversity, learning and development are really becoming important components of our compensations plans.  This is fantastic. 

To say that people would leave because they have no career opportunities is not a stretch at all, as a matter of fact, it is so obvious I am not sure why we call it a “finding in a study”.  Aren’t the professional development programs designed to, among other things, provide new opportunities for growth within companies and organizations.

Furthermore, please let’s not forget that I can find studies that I would actually call “studies” that prove GenY ers are more motivated by learning and professional development that from Salary.  They still will need opportunity for growth of course.  That takes care of itself.  The motivated GenX ers, while they are seeking work and life balance, will develop and market their growing value propositions to the existing companies.  Employees who did not grow and develop and take advantage of company offerings will lose opportunity and attrition out.  Wallah-growth opportunities for fully developed genx ers who are familiar with and comfortable with their changing and growing value proposition.  Who benefits?  The company, the employees, the customers, the vendors and the shareholders.  Who loses? The companies that do not pay for learning and development and the employees too lazy to take advantage of these offerings.

It has been proven that professional development costs usually return something like 500% ROI.  I guess that is only if you do NOT work at University of Iowa.

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