Developing a Holistic Corporate Training Strategy – Interview with Arthur Carmazzi

Developing a Holistic Corporate Training Strategy – Interview with Arthur Carmazzi

Developing a Holistic Corporate Training Strategy – Interview with Arthur Carmazzi

Developing a Holistic Corporate Training Strategy

Factors HR managers need to consider when building corporate training programmes


Question 1)      In your experience, how has corporate training needs evolved? (Are they getting more/less important/popular, etc.) What is driving this trend? What types of training is becoming more popular and why?

Arthur: Skill is only a small part of what makes a valuable employee (14% to 22% according to a 1968 Stanford study). The key factors are attitude and the maintenance of the attitude. So basically, we are dealing with emotions and how they affect not only individual performance, but group performance. So in today’s society, there are drastic changes in how people get their emotional gratifications fulfilled. Mobile phones, texting, Facebook and other  social media has made it easier to gain a fast fix of emotional gratification unrelated to the job… PLUS, communication is so fast these days, that change is faster than ever… thus HR leaders now have new challenges: How to create a work environment that supports the success of its people and provide the emotional gratifications to support engagement and implementation of Change that is required!

So training Needs MUST have the emotional component, the flexibility for change and the processes to not only teach skills, but to identify the environmental factors that affect implementation of these skills.


Question 2) What are the different types of training that a HR manager should think about? (Professional, professional, skill-based, leadership, fun/social etc)

Describe what each one entails and why this is important in the holistic scheme of things. Give examples of each.

Arthur: Training, all training whether it is hard skill or soft skill, MUST have elements of a psychology foundation and how the learning affects and applies to Group Dynamics (most people do not work alone and their skills need to coordinate with others workers or department or even organizational objectives).

The other important factor in choosing training is that different people physically process information and the world around them differently. This means that if a training program is designed and/or delivered by a person who only looks at the training and concepts from his/her perspectives, and the delivery, materials and multimedia follow the same process, that there will be a discrepancy in learning from many of the participants… Training MUST take into account multiple brain communication processes in order to be effective across an entire group of participants.

The most effective training is multi-faceted with “experience” involving MUCH more than discussion or games with little relevance to the objectives. It MUST have implementation strategies and emotional connection to those strategies Throughout the training, not only at the end. Learning from the beginning of the training MUST connect to each learning  that is after it and be reinforced throughout the program. Research has proven Emotion supports memory and the more good OR bad feelings trainers can create to their learning, the easier it is to retain the information… attaching PERSONAL emotional gratification to the Implementation of each learning through a reflective process also affects implementation.

Peter Senge’s Learning Organization processes are one methodology that takes many of these into consideration as it develops people and their personal success through a group process. This process affects the working environment to be affected and thus leverage the training results.

Example: When an organization applies Senge’s 5th discipline, people come together as a unified force to affect organizational culture. Everyone (well almost) becomes involved and people unite toward being better in through their organization.

Implementation of 5th discipline initiatives has positively affected organizational culture in less than 1 year of implementation.

Directive Communication Group Dynamics Psychology is another discipline that is designed for Training (as mentioned above) as well as Organizational Development. It incorporates the Colored Brain psychometric model to make sure that all Brain Processors are included and maintains motivational psychology throughout the entire training process to improve implementation. Directive Communication has also developed a series of proprietary tools that build and reinforce learning and emotional connections to the learning for better retention and action. Also, since Directive Communication Psychology is an applied Group Dynamics methodology designed for Organizational Development, every learning and exercise is tied to the incorporation into a group setting to affect the overall working environment to leverage training results to affect organizational culture.

Example: After a Directive Communication based course such as the HERO’S WAY holistic leadership program (incorporating multiple facets and psychology of what is required to lead well in today’s society), leaders already have an implementable process they have created and are excited to apply it in their organizations to affect their department’s culture and effectiveness. The results are a unified group with a common purpose that is engaged. Leaders bring with them the Directive Communication tools and processes to support them. A 2007 study indicated that Directive Communication workshops got 42% more retention and 38% more implementation than other experiential based workshops.

Training Tools

DC Training Tools


Directive Communication has also been used in Culture Change initiatives that resulted in visible culture transformation in less than 80 days.


Question 3) When it comes to training, how can HR managers weight the benefits of in-house versus external vendors?

Arthur: To answer this, you must look at the commercial side of it. To create a public course, event organizers must make an enticing but generic program. Then they must charge enough to compensate for advertising and marketing as well as making a profit. So on a per person basis, it becomes very expensive. And then the is the “Being on the same page” factor. When you send 1 to 3 people to a public workshop, they come back with new ideas they want to try, if the trainer and training methodology were good, the participants are motivated… there is only one problem (ok two), no one else went to the training, no one else got the motivation and no one else is convinced, so the power of environment wins again and what could have been a great asset, becomes another cool idea that never got implemented because there were not enough people that bought into it. The second problem is that other people may have had Different Training and have very different ideas of what should be done, so often what happens is NOTHING gets done due to the politics and people just giving up because its too much hassle.

On the other hand if say 20 or 30 of your people (who have access to each other) attend the same class, they have a support group to make things happen, they can apply what they have learned and compare notes on progress, they can hold each other to objective related commitments. They speak the same language and have the same vision to improve personal and organizational success. And, depending of the type of training, they may be able to leverage the core methods to other training… saving time and effort in other disciplines. The DC360 System uses the core training methodology.


Question 4) What must HR managers keep in mind when developing a programme to ensure all levels of the organisation are looked after?

Arthur: HR is not only responsible for arranging training, but to promote training to their stakeholders. So, when HR partners with the marketing guys, there is a winning combination (unless of course the course provider provides this service). Most of the new staff will welcome training but the higher you go, the more training they have had and with their busy schedule, the last thing they want is the same old stuff regurgitated into a new title. They MUST have something NEW, something they have not learned and it must seem relevant to solving THEIR problems. Of course if the training program does meet the criteria, HR still needs to promote it and get them excited that, YES, This Training, IS the one that will SOLVE their Problems (ok, some of their problems)!


Question 5) What are the basic components (checklist) to consider when selecting courses and vendors?


o   MUST have the emotional component, the flexibility for change and the processes to not only teach skills, but to identify the environmental factors that affect implementation of these skills.

o   MUST have implementation strategies and emotional connection to those strategies Throughout the training, not only at the end.

o   MUST connect to each learning from the beginning to the end and reinforce it throughout the program.

o   Training methodologies or certifications MUST be accredited, you don’t want someone reading a book and calling themselves an expert. Organizations like the American Institute of Business Psychology and  Accrediting Council for Continuing Education & Training are independent bodies that assure organizations get what they are paying for.

o   They should have video testimonials of participants, written testimonials are often questionable but video is verifiable.


I will actually be doing a webinar regularly over the next few months giving more detail on these factors if you would like to link your audience to it… it is free:



125 thoughts on “Developing a Holistic Corporate Training Strategy – Interview with Arthur Carmazzi

  1. I highly recommend the fifth discipline by peter sange , it an amazing book on how passive feedback and active feedback work for anybody in an organization and how it promotes organizational learning .

    It is very true as said by Arthur that any training let it be hard skill or soft skill should have a psychological approach or it may not have the impact on trainees, specially the group dynamism and colored brain theory

    At a time when the world is going through tough financial and economic situation, it is very essential for the corporate and the public sector look at trainings in a new approach, it is every trainers responsibility to take the charge of the situation and head on with training managers, it’s not about cost cutting that they should be worried about but savings a lot of savings and gains that a company will incur by adopting such approach.

  2. Employee training and development should begin with a training need analysis, i.e. TNA.

    The essentials of adult education would include the learning pathways, learning curriculum and outcomes, curriculum development, instructional development, and training providers.

    Learning must eventually lead to performance improvement.

    HR Managers should also look at Competency-based learning, which would include team building, effective leadership, effective communication, motivation, goal setting, and the other soft skills which I believe are entrenched in the DCI learning programs.

    Continuing education is important if you want to remain relevant and competent in your working career.


  3. Arthur, a great write up on the nuances and needs of trainings in any organisation. True to the explanation in the write up, DC Psychology is a complete solution to the Human Capital. The best part is that DC brings to fore the “Whole Brain Thinking Concept” that gets the subject a much deeper imprint in the sub-concious mind of an individual, and thus a better retention and imbibing.

  4. The efficacy of training programs has always been questions and some have just been a completion of a budgeted or a planned activity. Bringing in the emotional connect is what is missing out in most trainings.

    The ability of the trainer to be able to connect with each and every trainee is important. It is always important to spare some time at the begining of the session to identify individual trainees expectations and evaluate if it was fulfilled at the end.

    Most importantly, trainees or participants do have queries and the trainer politely requests that they shall be addressed at the end. Typically, it is better that response to such queries is provided immediately else, the person who has raised the questions stays in a distracted mode till the end. By closing time, the session either over-runs its scheduled time, the trainer wraps up and skips topics which could be of crucial importance and due to paucity of time, does not remember to respond to those pending queries. This is also emotional connect.

    Happy Learning!

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  11. I usually believe I will concentrate my strategies not how many other are doing to create a good corporate culture


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  15. Another dedicated speaker who speaks from the heart. Arthur Carmazzi! A man of strategies for leadership development, leadership training, organizational culture, culture change and changing company culture ideas.

  16. incredible Arthur Carmazzi! your interview is helpful, somebody shared your article and thought on reading it and it’s all worth it Arthur Carmazzi. Will follow and read more about organizational culture and culture change since this is where I’m more interested! Gracias Arthur Carmazzi! Gracias!

  17. I like the way you express what you mean in here Arthur Carmazzi, it’s precisely explained. I always find your articles concerning leadership development useful.

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    hey, Arthur Carmazzi. Thanks for adding such a good interview article it is beneficial to enhance my leadership development and organizational culture knowledge!

  19. Still and consistent. That’s how I see you all through these years Arthur Carmazzi, thank you so much for always sharing your ideas!

  20. “Training MUST take into account multiple brain communication processes in order to be effective across an entire group of participants.”
    Wow, mind-blowing interview again with Arthur Carmazzi!

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  24. I like the way you express what you mean in here Arthur Carmazzi, it’s precisely explained. The ‘Must have’ in a training is my favorite part of this interview with you. Please let us know how we can see the full stuff.

  25. Absolutely awesome insights on Corporate Training Strategy! Thanks for this short interview with Arthur Carmazzi!

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  27. Great stuff in here Sir Arthur Carmazzi, maybe we’re just locking of motivation, this article actually made up my mind to revise our leadership training and development. Thank you for this reminder though, I appreciate it big time.

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  30. I’m glad I found this article, it’s beyond helpful, I hope to meet you one day Arthur Carmazzi. Oh by the way, I’ll be checking out your weekly webinars to learn more about leadership development!

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  32. Arthur Carmazzi, I’d like you to know how grateful I am reading this blog, It’s an eye-opener for someone like me who seeks guidance. Arthur Carmazzi, Thank you!

  33. Mr. Arthur Carmazzi captures my full attention in hear, didn’t felt any dull moment reading this, and oh I’m gonna read other articles after this one, I was hooked!

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    Inspiring interview with Arthur Carmazzi. Really fruitful for all of those people looking for someone’s advice with changing company culture. He tackled almost all of the things we need to know about culture change and leadership training. I’ll be checking this man out more often.

  35. adrian morrison eCom Success Academy

    This interview of you Arthur Carmazzi is really amazing, your organizational culture and development skill is just wow. I wonder how I can maximize this article. I’d love to read more! Kudos!


    Impressive! I have known you for a while now with some of your interview about leadership training and you never fail to impress me Arthur Carmazzi. Always.

  37. Worth reading! It’s quite a lot but I learned so much from how we’re gonna handle our employees to how we’re gonna treat our business. Will look for more of your blogs especially right now I need all the guidance from your articles Arthur Carmazzi, you seemed to know what we need for the HR training and leadership development. Rooting for more of this!

  38. Nice. Thank you, Arthur Carmazzi for always teaching us new things. We exactly need this stuffs right now since we’re working on changing company culture. I also read your linked articles and learned a lot from it.

  39. I was impressed! your strategy is very helpful for anyone looking for someone who knows what a real training should be. Arthur Carmazzi, Thank you. I’m grateful I came across your site.

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    Amazing! so many ideas concerning leadership development and leadership training in this section. Thank you, Arthur Carmazzi! can’t thank you enough for your awesome articles! You are right, focus here are attitude and the maintenance of the attitude, not just the skill for sure.


    Right. it’s not just the skill that we need to make valuable people. Thanks a lot, Arthur Carmazzi for being such a good leadership educator. You’re truly inspiring!

  43. Once again you met my expectations Arthur Carmazzi, Thank you for always explaining things the way even starters will understand, I will share this one to my page and credit you.

  44. This interview with Arthur Carmazzi is much recommended for people in the position of HR or management. Better to feel and understand what he’s up to.

  45. I heard a lot about the DCI leadership training by Arthur Carmazzi and that was totally amazing. This interview with him shows a bit of how he can influence and coach your organization, on how he can handle and explain the culture change. Amazing.

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    It’s fun and it’s a way of conveying your feelings and ideas into words. Arthur Carmazzi, Thank you for explaining things the easiest way.

  47. For the first few words of Arthur Carmazzi’s article, I did not feel that I was really getting any new information. However, the latter portion of the article went into more specific examples of how great leaders have changed the face of their companies by focusing on how, and why and what, things like that, anyways this is indeed interesting.

  48. Hi there I am Kavin, it’s my first occasion to commenting anyplace when I read this Arthur Carmazzi’s article I thought I could also make a difference like him, he’s such an inspiration for me, he’s full of great ideas when it comes to leadership!

  49. Arthur Carmazzi is right by saying that it’s not the skill, attitude is and how that person maintains it. That line is powerful. This should be discussed in leadership development training around the world. Deserves to be shared!


    The article is a good read. The basic ideas are explained quite quickly, also, Arthur Carmazzi’s article does a good job of illustrating these ideas in different ways focusing more on leadership development.

  51. Bitcoin Mentor Club

    If you’re clear about HOW you’re doing what you’re doing, it naturally follows how you go about that and also what you do in the end. Nice one, Arthur Carmazzi.


    The article actually takes this a bit further and talks a lot about companies and leadership. Awesome guy Arthur Carmazzi.

  53. The awareness level is critical. You don’t want to have meetings related to strategy and everyone shares the same opinions and thinks the same. This one is awesome from arthur Carmazzi

  54. We’ve got processes for making changes to the website, answering customer inquiries and even emergency procedures. Processes eliminate questions like, “How do we do X,” or “When do we do Y?” Having a process or set of processes in place gives your team the power to operate on their own and in the same manner that you would. The processes are what will allow your business to scale from one to five, and then 20 employees. Over time, we’ve seen our processes help us grow from 20 to 100 people.

  55. This is such a good article it is beneficial to enhance my corporate training knowledge. I will sure take note of this and will be looking forward to more of such as this articles. Thank you so much.

  56. It is either starts with WHY or HOW they are both helpful and useful in a very different way. Each and every company have their own and unique organizational culture. However, I found this blog of yours Sir Arthur very interesting and helpful so I’ll be going with “START WITH HOW”.

  57. It is very true as said by Arthur that any training let it be hard skill or soft skill should have a psychological approach or it may not have the impact on trainees, especially the group dynamism and colored brain theory.

  58. Learning must eventually lead to performance improvement. Employee training and development should begin with a training need analysis. The essentials of adult education would include the learning pathways, learning curriculum and outcomes, curriculum development, instructional development, and training providers.

  59. A standard process control can avert potentially costly mistakes for a company. For example, a steel pipe company can produce a great variety of steel pipes such as galvanized steel pipe or black steel pipe in a day and the specifications are also different one another. By the measure of process control, the sizes of steel pipe will be more precise which can avoid potential questions. Besides, process control requires a complete monitoring which can find problems in advance. The process control will allow a company change to fix problems early which will become a significant problem later. You are amazing as always Arthur Carmazzi.

  60. Considered as one of the core and important part of an organization is its training strategy. It is where you’ll introduce your company culture to the new employees and will be the key for them to embrace it. I am very grateful for this knowledge sir Arthur Carmazzi!

  61. I love what you’ve said about “Skill is only a small part of what makes a valuable employee”. I also believe that behavior, cooperation, attitude and being a team player is much needed in hiring an employee. People should know how to play with the team. You are so amazing as always Arthur Carmazzi.

  62. Training presents a prime opportunity to expand the knowledge base of all employees, but many employers find the development opportunities expensive. Employees also miss out on work time while attending training sessions, which may delay the completion of projects. Despite the potential drawbacks, training and development provide both the company as a whole and the individual employees with benefits that make the cost and time a worthwhile investment.

  63. Very informative and very helpful tips to be considered by the HR managers or when it comes to the HR side that will help the organization’s culture to improve. You are amazing as always Sir Arthur Carmazzi!

  64. Your culture shapes the beliefs and, ultimately, the behavior of employees. Arthur Carmazzi Cultivating a mindset where employees not only have a strong desire to learn but also want to share their knowledge with others should start at the top, with leadership support, and permeate the organizational culture.

  65. Educate employees on the importance of training, and encourage them to seek opportunities to learn both formally and informally about organizational culture. Enable a culture of continuous learning and development.

  66. I have been surfing online more than 2 hours today, yet I never found any interesting article like yours. It is pretty worth enough for me.
    In my opinion, if all webmasters and bloggers made good content as you did, the internet will be much more useful than ever before. By the way, this blog that concerns about training strategies will surely help people in regards to their company culture. Thank you so much for this Arthur Carmazzi!

  67. That leadership development strategy sounds great Arthur Carmazzi, Unfortunately, many managers and organizations are stuck in a reactive model. They wait until they see problems with their employees and use those problems as the basis for establishing the need for training.

  68. Today’s managers and leaders are faced with the daunting task of trying to lead their leadership training through these rapidly changing times. They are faced with a number of tough questions: How do I ensure I have the right employees with the right skills?

  69. A holistic approach to learning and development starts with establishing a strategy that is clearly defined and understood. Invest the time in establishing a charter that covers all areas of learning and development, including scope of leadership training, who provides it, I believe Arthur Carmazzi have a training like this.

  70. A holistic approach to learning and leadership development starts with establishing a strategy that is clearly defined and understood. The strategy sets the mission and vision of Arthur Carmazzi.

  71. Organizational culture refers to the beliefs and values that have existed in an organization for a long time, and to the beliefs of the staff and the foreseen value of their work that will influence their attitudes and behavior

  72. Amazingly explained, arthur carmazzi. .
    Organizational cultures were significantly (positively) correlated with leadership behavior and job satisfaction, and leadership behavior was significantly (positively) correlated with job satisfaction.

  73. When the interaction between the leadership and employees is good, the latter will make a greater contribution to team communication and collaboration, and will also be encouraged to accomplish the mission and objectives assigned by the organization, thereby enhancing job satisfaction.

  74. Oh my such a wonderful intervew with arthur carmazzi, Changing a culture is a large-scale undertaking, and eventually all of the organizational tools for changing minds will need to be put in play.

  75. In general, the most fruitful success strategy is to begin with leadership tools, including a vision or story of the future, cement the change in place with management tools, such as role definitions, measurement and control systems, and use the pure power tools of coercion and punishments as a last resort, when all else fails.

  76. The awareness level is critical. You don’t want to have meetings related to strategy and everyone shares the same opinions and thinks the same. You want to drive discussions that force people to think outside of the box and see things from others’ perspective. Thanks Arthur Carmazzi

  77. I was able to bring in this mentality during our strategy creation process. This wasn’t necessarily new thinking to me, but the program reinforced this message and gave me the confidence to keep pushing this way of working.

  78. There are two types of organizational culture strategies that most corporations need to develop: education for new hires, and ongoing education for employees in each team, section, or division. Thanks, Arthur Carmazzi.

  79. With an increasing number of enterprises and organizations adopting leadership training or extending their existing online training programs, eLearning has now become an essential tool for business development.

  80. With Arthur Carazzi leadership training it shows people-oriented style, you focus on organizing, supporting, and developing your team members. This participatory style encourages good teamwork and creative collaboration

  81. Arthur Carmazzi’s corporate training is the strategy of providing leadership development, internal and external to your organization, with the skills and knowledge they need to be successful. By furthering their success, you are, in turn, facilitating the success of your business.

  82. I am in the field of Human Resource and I really need motivational and additional knowledge to survive in this field. You are a heaven sent Arthur Carmazzi, your blogs are what I really need and I am looking for.

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