FAQs - (Click on the Question below to go to our answer)

1. Do “all” your solutions have Emotional Intelligence underpinning them? (To Top)

Yes, pretty much. We believe that the fundamental need in humans is to create healthy, open and honest relationships. EI helps us do this with a multitude of tools and good practices which help us create, develop and maintain great relationships. And yes, this works equally well for relationships at home and in our social lives too.  

We believe that even things like Managing our Day (Time Management), and Career Development (Performance Management) absolutely must have EI threaded through them.

2. What convinces you that EI is key to organisational communication? (To Top)

Mostly our own experiences, talking to delegates, clients and participants. Hearing those in-house anecdotes of how things worked or didn’t work. The discussions around effective and high performing teams.

All of these led us to discover and understand how humans need to operate to be successful, but the reality is that we seldom actually operate in that way! Why, because we are conditioned not to! This is due to the varied experiences we have had during our early and formative years growing up and in the workplace. Saying what we really feel or how we are truly feeling about something is often seen as unacceptable, rebellious or even rude!

3. What are the key benefits of becoming a Moccasin Manager®? (To Top)

•    A higher awareness of my own behaviour and the impact it has on others.

•    An understanding of why I have to get to know everyone far better.

•    The ability to engage with people in a far more effective way.

•    The ability to build high performing teams.

•    Improved working relationships and the smoother working from them.

•    The ability to facilitate feedback rather than give it.

4. How many people in an organisation need to go through your Moccasin Approach® programme to ensure performance change in the workplace from everyone? (To Top)

That is almost impossible to answer as we need to understand how the organisation operates first. For example, we need to know:

  • which roles (managers, leaders, team leaders) are completing the programme?
  • how much is the organisation bought into this development?
  • is there a top down approach (do the hierarchy understand and support it)?
  • will the organisation implement all that is required to ensure success?
  • how is the organisation planning to measure the implementation?

5. What is the Phoenix Effect of culture change that you advocate?  (To Top)

Like the mythical bird, we believe to achieve a new and improved culture, the old, outdated and toxic culture must be burnt away to create the new, driven and supported culture.

It is not something that can be achieved quickly as it takes careful planning, investment of time and resources and unless it is well managed it will not work as well as it can.

The organisation must put in place new processes which we help create or edit existing ones. It will probably need to change Performance Management processes to utilise the EI based facilitative approach we promote.

Finally, it MUST introduce a theme of accountability and responsibility by monitoring and assessing the underpinning behaviours expected from the organisational values.

6. What is ES2 and what does it do for organisational culture? (To Top)

ES2 is what we describe as a must have for a successful and sustained organisational culture.

ES2 is the combination of the Emotional Security provided and ensured by the organisation ensuring that every person in the organisation feels total safe (Emotional Safety) to say what they want to anyone they wish respectfully and professionally.

7. What is the “EI Tree”®? (To Top)

The “EI Tree” presents a more holistic view of what we offer to many organisations. The EI Tree gives an overview of the aspirations and desired outcomes most organisations dream of, but rarely manage to achieve due to a lack of authentic commitment.

It shows how we should all be working as one in our organisations. Our position or title should not dictate how we behave. What should drive our behaviour are the organisational values we expect all our people to adhere to, which should map across closely to our people’s values.

8. Are all your solutions available online? (To Top)

Yes we’ve always had our solutions available as a blended solution and since the 2020 Lockdown, they can now be totally online. We have what has been described as our “LiveOnLine” Solutions as they are facilitated live with the attendees interacting so they are fully engaged. Our LMS is populated with all manner of self-study research type resources for those who wish to dive in and read them through. The resources are only available to those registered on a programme of learning with our organisation.

Our LiveOnLine solutions are available in many ways from 30 minute bite size sessions right up to full day explorations with multiple breaks, collective discussions and small group activities.

9. What does “ROPE” stand for and what is it about? (To Top)

ROPE stands for Remote Office Pairing Engagement. It is literally the imaginary roping together of people within teams so that each person is paired up with someone from home to office and vice versa. The key here is to keep in touch and up to date as you’d expect.

The slight but important difference is that we also encourage people from the office to update their paired colleague with the small talk from the office. This non work social chit chat, which sometimes occurs a little more than it should, is a huge gap in the remote workers world. And albeit subconsciously, they miss this.  

Many aspects must be carefully considered, but feel free to ask us more on this topic.

10. What outcomes can an organisation using the Moccasin Approach can expect? (To Top)

Again, this is very much up to the organisation in how they embed and monitor/assess the expected behaviours of their people and, most importantly, hold everyone to account to ensure the changes.

From previous experience, these are just some of the changes organisations have “evidenced”:

  • Greatly improved relationships.
  • Improved performance, output and goals achieved.
  • Improved organisational communication (between teams, managers, leaders etc).
  • Meetings far more productive, shorter and fewer due to increased efficiency.
  • Innovation has spiked, resulting in savings, fewer errors, fewer complaints and happy customers.
  • Less stress, less sick leave and a higher employee engagement and retention level.

11. How do we decide which Train the Trainer course to have our people attend? (To Top)

In brief, it depends on what their role is and what prior experience they have, if any.

If their role is one of an occasional trainer, so not their full-time role, we have a 2-day “Occasional Trainer” solution.

If this is to become their full-time role and they have little to no experience, we recommend the 5-day solution. This gives each person the time to learn, practice and plan for their final assessed session.  

For full-time experienced trainers (minimum 12 months delivery experience), we have a 3-day Moccasin Trainer solution. (Usually too fast-paced for beginners).

All solutions culminate in a live delivery of a training session of their choice lasting approximately 20 minutes.

All options have elements of EI within them.

12. What topics does your TTT (Train the Trainer) course include? (To Top)

We include:

•    Writing Task Based Objectives (TBOs). Easier than SMART but equally robust.

•    How to structure a training session.

•    Engagement, motivation and participation techniques.

•    The three times of learning approach.

•    The various approaches of monitoring and assessing.

•    The art of questioning (6 techniques and when/when not to use them).

•    Planning and preparing the training session.

•    Measuring the training session.

•    SAS feedback. “Facilitating” feedback (not giving it).

13. If trainers have PTLLS / AET, why do you still recommend they attend your course? (To Top)

The Award in Education and Training (AET) or Certificate in Education and Training (CET)  etc, are all fine as they stand; Mac has the AET qualification himself. But, it does not cover many of the LaPD courses' ingredients. We feel these extra ingredients are critical to helping trainers understand the art of switching between delivering training and facilitating a group of learners and catering for their learning needs.

One of the key aspects we cover in this area is what we refer to as “Reasoning Questions”. These force learners to think through information to gain an answer and not just be spoon-fed the answers as many trainers are taught to do.

14. What experience does Mac have regarding training and organisational Culture? (To Top)

Mac has been facilitating and delivering learning events for over 38 years. His experience includes being a Military Training Instructor in the British Army, where he taught Leadership and Management. He also specialised in TTT (Train the Trainer) delivery and assessment.

Mac designed and delivered events for the Training Foundation’s CTAP programme for 8 years. CTAP is now known as TAP Learning and is owned by QA.

Mac has worked as a consultant for many top brands, as shown in the image below, and is highly experienced in Emotional Intelligence and how to get your people working to their best of their ability.

Mac completed his master’s degree (July 2019) on “The Impacts of Emotional Intelligence on Leadership and Management”. The results from that were conclusive that relationships improved dramatically which led to improved outputs and performance.    

15. Do you have special offers at any time of the year? (To Top)

Yes we certainly do and they are very popular.

Every year we have “Season Tickets”, in sets from 5 days to 50 days, available to purchase days in advance. We also have “Special Offers” to support our registered charity. These days do not have to be assigned dates and can be used across the financial year on any of our and bespoke topics. This allows organisations to spend their remaining budgets on at least some of the next financial years training requirements.

This year, to help post lockdown, we have also added the facility for some organisations to order now and pay by the 7th of April next year. This means organisations can continue to offer their people training and pay from next years (21/22) budget.

16. What are your fees per day? (To Top)

Our fees vary depending on whether you are NHS, Police, Fire Service etc as we offer charitable rates.

We also have introductory offers for new clients and every year we have a “Season Ticket” which works roughly as the more you purchase the more you save. See our Special Offers by clicking here.

17. Do you have official certificates for your UK and US Trademarks? (To Top)

Yes we do. The certificates can be viewed by clicking on the relevant link below.

Moccasin Approach - UK Trademark Registration - please click here.  

Moccasin Manager - UK Trademark Registration - please click here.

The EI Tree - UK Trademark Registration - please click here.

Moccasin Approach - US Trademark Registration - please click here.

Moccasin Manager - US Trademark Registration - please click here.