This magazine was targeted to reach young, entrepreneurial filmmakers and was filled with funding strategies, investment possibilities, and individual and company resources.
AT&T–The World for Women: In Engineering
The World for Women: In Engineering was part of a major effort by AT&T to increase the number of women engineers within the Company. The program, offered to middle and high schools at no cost, included videos, workbooks, and teaching materials. With an up close and personal interaction with five women engineers featured in the film, high school girls were motivated to take the prerequisite mathematics and science courses needed for college-level engineering courses.
Clairol Product Training
The Challenge: to increase salon sales in every region by a creating a “how-to” training program focused on specific product lines and implemented by regional sales managers. We developed a series of workshops for key Clairol sales managers, using a “train the trainers” model. These managers then trained Clairol’s sales personnel, who sold the company’s products to stores and salons.
Chase Manhattan Bank Teller Training
The Challenge: to expand the role of tellers in “selling” bank services and products. Because tellers are often the first point of contact for customers entering a bank, Chase decided to expand the role of tellers by training them in the variety of bank services—and how to present them to customers. Working with selected bank managers, we designed and produced all training components. Chase followed up with an incentive system that rewarded tellers’ sales success.
The Diamond Institute Sales Training Program
The Challenge: to analyze multiple sales transactions — successful and not successful — and to provide the Institute with “intelligence” about how to increase the sales of diamonds and diamond jewelry. We conducted needs assessments in retail jewelry stores to determine the nature of the interactions between customers and sales personnel—and which ones resulted in sales. That study included the analysis of customers’ reactions to the sales process through the use of exit interviews--as well as the evaluation of the sales personnel within each interaction. We then designed a sales training program that drew upon the findings. The Diamond Institute reported significant increases in sales and enthusiastic endorsements from members.
Intergold: Selling Gold Jewelry
Intergold, the Association that represents gold jewelers, hired us to help them increase the sales of gold jewelry. Through our analysis of transactions in jewelry stores that ended in sales—and those that did not—we were able to identify the attributes and approaches needed by sales representatives to consummate large sales. This effort resulted in a very successful sales-training program that was distributed by Intergold to their entire membership.
Congoleum Supervisory Training
The Challenge: to improve the productivity of front-line supervisors within the company’s manufacturing plants. We designed and implemented a training program that positively impacted the company’s profitability, increased the use of internal resources, reduced reliance on recruiting, and provided a clear internal path to promotions.
Continental Can Supervisory Training
The Challenge: to create a career path and a corresponding training program to elevate capable hourly workers into frontline supervisory positions. We designed and implemented a training program that was enormously successful. Young people—mostly men—who had worked in the company’s manufacturing operations experienced significant promotions and dramatic changes in their career paths. In so doing, the company created an ongoing, sustainable, and cost-effective internal resource that played an important role in its growth and expansion.
The Ideal Toy Company Supervisory Training
The Challenge: to change the perceptions and actions of experienced factory supervisors to the intense challenges faced by newly hired workers with very little—or no—work experience. We conducted interviews with the supervisory staff and the hourly workers in several company locations. After summarizing our findings and recommendations, we developed training programs for both groups, including an upper-mobility action plan for the hourly workers. Both programs were highly successful.
Peat, Marwick, Mitchell & Co. Audit Training Program
The Challenge: to quickly increase the number of company auditors prepared to conduct bank audits. Peat, Marwick, Mitchell & Co. had received so many requests for conducting bank audit programs that they could not respond to the many business opportunities without quickly expanding the bank auditor ranks. We created a step-by-step approach for conducting bank audits and implemented workshops with new auditors, as well as experienced auditors who had not worked directly with banks.
Bristol Myers: Diversity Recruiting
The Challenge: to improve the effectiveness of the company’s minority recruitment goals for managerial positions. We targeted the nation’s historically Black colleges. Our plan included the development of relevant, accurate, and appealing company position statements; training of Bristol Myers’ recruiters in interview strategies; the evaluation of applicants’ responses to specific questions; and the establishment of systems to monitor retention.
The Associated Press: How to Interview Prospective Reporters
The Challenge: to enable AP bureau chiefs to better predict during the recruiting stage which journalism candidates would become the best reporters. Working with the Associated Press bureau chiefs, we identified the specific skills required to excel as AP reporters and created performance assessments, interview questions, and guidelines for interpreting the responses of applicants.
The National League of Cities, U.S. Conference of Mayors
We conducted research and developed case studies of the dynamics of the implementation process surrounding the Comprehensive Employment and Training Act (CETA) in order to assist mayors in becoming more effective in the implementation of CETA.
U.S. Department of Health
In response to an RFP (request for proposal), we developed and implemented a training and technical assistance project, which was delivered to 17 runaway youth centers, located across the United States. This project focused on training center counselors in crisis intervention, job search training, and interpersonal relations. The program included an instructional film.
NYC Agency for Child Development
We developed a multi-media program that was a prerequisite for all licensed family daycare providers in the State of New York. This program provided easy-to-understand information on safety, health, and education with strong visual support for every concept.
New York State Department of Social Services
We designed and implemented a training program for senior staff on the development of a management-by-objectives program, as well as a management-information systems initiative.
U.S. Department of State: Agency for International Development
We identified and analyzed the U.S. domestic urban experience in housing, transportation, manpower; and we conducted seminars for planners and decision-makers from developing countries to improve their understanding of urban problems in the United States, and how the solutions may be applied to their own countries.
U.S. Food and Drug Administration
We designed and implemented a training program for FDA Consumer Affairs Officers to train them in techniques for obtaining valid and reliable consumer input that could be incorporated into the policies and consumer information outreach from the FDA.
State of Pennsylvania, Department of Education
We designed and implemented a program for Opportunity Fund directors to recruit disadvantaged youth into the state university system.
The U.S. Virgin Islands: Department of Social Welfare
We developed and implemented a comprehensive training course in counseling, interviewing, and guided group interaction as a method of using peer groups to positively influence disruptive youth.
The U.S. Foster Care (Social Security) Administration
We designed and implemented research methodology to study the supervision, placement, and monitoring of children by both public and private foster care agencies.
The Institute of Public Administration and the U.S. Department of Labor
We developed and implemented a pilot program to test the feasibility of using financial incentives to stimulate the upgrading of skills and earnings of low-income workers.
The New York City Housing Authority
We developed and implemented a training program for the NYCHA to recruit and place entry-level workers (including security, maintenance, and clerical occupations).
Solar Energy Research Institute
We developed and implemented a train-the-trainer solar project designed to assist utility companies in the implementation of the agency’s residential conservation service program.
U.S. Department of Housing and Urban Development (HUD)
We developed a multi-media marketing campaign to assist home-owners on procedures for getting low-interest loans to rehab their homes.
U.S. Department of Labor
We designed and implemented a national program to train regional and local DOL staff to develop “world-of-work” training to people entering the workforce for the first time.