Here we present the 12 tools that enable CEOs to be one of the best in their industry and the solutions to the top four HR
problems prohibiting them from achieving industry-leading financial results.

This toolbox provides managers with seven toolboxes that will enable them to achieve the objectives for which they were hired or promoted, inspire and engage their staff, and create a culture of high productivity. Something, according to Gallup, 82% are unable to do today.

• The first is a workforce performance capability indexing system called What’s your workforce GPA? This system enables managers to quantify the performance capability of their workforce and determine the most effective leadership approach based on its results.
• In between the first and second tools are the results of three leader development studies. The first of which presents a history of leader development as seen through the lens of academia, the US Army, and professional sports.
• The second tool equips managers with The Seven Levels of Leader Development. An index that empowers a manager to know where they are between just starting out and being one of the best there ever was.
• The third is a breakthrough paradigm, a way for managers to ensure their staff can perform at their highest level. It is comprised of seven parts: clarity, focus, passion, obsession, and intensity, aimed at a set of handwritten SMART goals.
• The fourth is the next generation in staffing platforms called The “Naturals” Staffing platform. In the modern era, there have been three generations of staffing platforms. This is one of the first 4^th generation platforms. It is a complete staffing platform with all the tools to build a top-performing workforce. One of the most revealing elements of the platform is Sir Ernst Shackleton’s method of recruiting. A method that, right out of the gate, dramatically improves the quality of candidates companies can attract.
• The fifth tool presents managers with the ability to profile their department’s DNA, i.e., their strategic platform, just in case they ever get asked the question. The one question every great manager has been asked, in one form or another. That question is, if you had to build me the best department in the industry, what would you need, how much would it cost, and how long would it take?
• The sixth is a collection of three tools that introduce managers to the power of extraordinary clarity. They are playbooks, sandbox rules, and business plans.
• The seventh tool is a pair of leader development and accountability tools. They are two surveys that are conducted three times a year. The first asks each manager’s direct reports to rate their manager’s level of leadership skills, abilities, and attributes. The second was developed by the leadership of the FBI. It reveals the morale of the staff and what is going on that the leadership can’t see in their reports.

In this toolbox are two of the most powerful sales training courses in business today and one very powerful tool. The first course is called The “Natural” Salesperson. Now, we know that’s a little sacrilegious in sales circles, as for decades it has been held that top-performing salespeople are built, not born, but that’s simply not true. Here, we take a look at selling through their eyes. The second course is called The Perfect Sales Presentation. Here, sales managers are taught how to give their salespeople the ability to make them. The most powerful tool in enabling salespeople to perform at the highest levels remains the post-execution analysis. Here, we equip sales managers with the most advanced version of this extraordinary tool. Accordion Content

Over his career, Douglas has had the opportunity to talk with over 10,000 business owners and CEOs. Given the nature and focus of his work on human performance, most of the CEOs he talked with would inevitably share with him their greatest regret. Ironically, they would all have the same one – not spending enough time with their children.

Upon exploring this regret with many, he found it wasn’t really about time but something far more critical. It was about not taking the time to ensure they would have a the life skills to effectively deal with the challenges they would most assuredly face in life, love, parenting, and work. It was about not equipping them with the knowledge and the tools to know what they were born to do, the innate abilities they were born to do it with, and the optimal career path that was aligned with both. It was about not providing them with the principles of optimal human performance or the knowledge of how to have an inspiring and emotionally fulling marriage. And maybe most importantly it eas not providing them with the knowledge to become the most magnificent version of who they were born to be.

Douglas was once asked by a well-known hotel developer, who had built over a dozen hotels in the US and Asia, what he thought at the time was a very strange question, especially considering who he was and the extraordinary success he had achieved. At the end of their conversation, he asked him, “are you the kind of person that can make dreams come true?”  

Douglas thought it was the strangest question he had ever been asked. However, after he re-sequenced our most ancient civilization’s human development platform in 2014, he realized he might just be such a person, sort of. While he still couldn’t make dreams come true, he could provide people with the tools to discover the path to their dreams and knowledge to make them come true, just as the ancients did. So, while he couldn’t give CEOs back the time they so desperately wanted, he could provide them with the knowledge and tools to equip their children and grandchildren with everything they had hoped. The most important of which is the ability to know and become the most magnificent version of who they were born to be.  

What every top performer knows is what they were born to do, the innate abilities they were born to do it, and optimal career path that is aligned with both. Here, participants are introduced to Antiquity’s Greatest Secret and equipped with the knowledge and the tools to discover what they were born to do, the innate abilities they were born to do with, and the optimal career path that is aligned with both.

In the early 1950s, the human development platform in the US was inadvertently dismantled. The result was a reduction in the amount of time parents spend with their children of more than 30,000 hours. Which, in turn, led to one of the most startling events in US history. The 1st generation of workers with woefully inadequate sets of life skills and emotional competencies. The skills and competencies to live independently and successfully in society, have a life void of unwanted feelings, emotions, and behaviors, and be engaged in the workplace. This toolbox provides the knowledge and tools to make people’s lives whole and complete again.

In this toolbox, we equip participants with three bodies of knowledge. The first are the three unique abilities all women possess. The second is the ancient Wiseman’s formula for ensuring everyone was in an inspiring and emotionally fulfilling marital relationship. The absence of which is the number one cause of employee problems in the workplace today. And the third explores the 21 parenting styles and some secrets “natural” parents and grandparents shared with us in putting this toolbox together, including the five “P’s” to being a great dad.

In our most ancient civilizations, it was the responsibility of the Wiseman to ensure that every child was aware of the principles of optimal human performance. This toolbox presents a collection of 21 principles and habits that enable top performers in the workplace today to become one of the very best at what they were born to do, be, or create.

Every CEO, business unit manager, and mother knows the importance of having a plan. But what we found most employees don’t have is a plan for their life. This toolbox equips participants with the knowledge and the tools to create a plan and map that will lead them to their dreams.

It wasn’t always this way, but today, the success of virtually every business is contingent upon its ability to thrive in highly competitive industries, sectors, segments, niches, markets, and value orientations. How they do this is largely based on their understanding of the degree of market competitiveness in which they operate.

There are five degrees of market competitiveness: non, low, moderate, high, and trauma. Each degree is defined by demand, i.e., market size divided by the number of points of distribution, i.e., supply side.    

Understanding the degree of market competitiveness of the environment is and always has been critical to success. Our most ancient civilizations survived in the harshest, most competitive environments in history for one reason. They realized they weren’t in non, low, or moderately competitive environments but in sustained, highly competitive ones.   

They succeeded in this degree of environmental competitiveness by unlocking the innate ability of the Wiseman and their ability to understand what was going on, where, and what the tribe needed to do to optimize its position. One of the things every Wiseman knew and most people do today is that in highly competitive environments, virtually everything is in a constant state of change. And if you don’t make the right adjustments, your enterprise will underperform or, worse, experience premature establishment death.

This toolbox presents four toolboxes. It starts with an advanced overview of each degree of market competitiveness. Then, it presents three advanced suites of market analytics that go far beyond traditional systems. That equip CEOs with the ability to have absolute clarity on the degree of market competitiveness of their industry and the sectors, segments, niches, and value orientation in which their company competes. The fourth is a new custom home methodology and development toolbox called Let’s Talk. This toolbox enables CEOs and those seeking to build their personal dream home the ability to do so without all the cost overruns and stress associated with building a true custom home.

The first tool is The Edge, a master-planned community, urban planning, and emergency new city planning system. That just happened to be the first new successful urban planning and real estate development system in the U.S. in over 100 years. The first generation of The Edge enabled The Howard Hughes Corporation to turn the largest underperforming master-planned community in the U.S. into the fastest-selling and one of the most financially successful new towns in America. In less than half a day, a CEO’s real estate acquisition team can map an entire urban environment and identify the areas to and not to acquire real estate.

The second is SweetSpot, an advanced market area and consumer profiling system that reveals the optimal locations within target real estate acquisition areas. The term “sweet spot” is synonymous with the phrase “best performing.” The term sweet-spot is most prevalent in business in the financial sector. It is used to define a company’s market or product positions and the best-performing sectors, segments, and niches within an industry. Here, they are used in the same context.

SweetSpot is a suite of market analytics that provides market assessment, enterprise positioning, development strategy formulation, and project management data and tools. It was developed by monitoring over 2,000 residential developments through their lifecycles, developing over 260 market studies, managing the sales and marketing on nearly 200 projects, and developing the positioning strategies for 44 master-planned communities from 300 to over 100,000 acres in six states. It consistently enables builders and developers to produce top-performing residential developments.

The third is The Normalcy Report. It came out of the Great Recession. It allows CEOs and business unit managers to monitor the health of their markets. See if they are heating up or cooling down and whether they should allocate more or fewer resources in the market. 

Think of playing in a poker game in Las Vegas, Nevada. Everything is just as you would expect: four players on either side of you and a dealer. But what if you had a pair of glasses that allowed you to see all the cards in other players’ hands? How much would your odds of winning go up? You still have to play the game, but your odds of winning would go up exponentially. The Edge, SweetSpot, and The Normalcy Report allow you to see the market in a way no one else can. It’s like having those glasses.

Towns, cities, regions, states, and countries are in the same boat as nearly every business and enterprise today. They are operating on a strategic platform that was never designed for or intended to be used in the degree of market competitiveness in which it is being used, i.e., a highly competitive environment.

Just as your enterprise needs to upgrade its strategic platform to the highly competitive market level, so to do the cities where your company does business need to upgrade theirs. The final step in the initiative is gifting the leadership of the communities in which your enterprise operates with the knowledge and tools to upgrade their strategic platforms.  

For your leaders, managers, and workforce to sustain optimal human performance in the workplace, they need to be able to go home at night to a city close by that is operating on a highly competitive, market-oriented strategic platform. A city designed to offer a safe and vibrant place for people to live, work, renew, play, and raise their families. They need Antiquity’s Greatest Secret.