Books
It was a beautiful spring morning in Northern California when it happened. The year was 1971. I was fifteen, and I had my favorite sportscoat on. It was a navy blue and cream check coat 42 long. My family and I were walking into church. It was the only service of the day so there were a lot of people walking in when the most interesting words came out of my mouth. That, for the life of me to this day, I have no idea where they came from.
As we walked, a very well dressed woman, a friend of my monms said to me, “So, Douglas, what are you going to do when you grow up.” To which, without hesitation and with absolute confidence, I said “I am going to write books.” Considering I was technically illiterate until I was ten and had never written anything, it was an astounding comment. Both my brothers’ eyes opened as wide as they could and smiled as if to say, “in what world is that going to happen.”
I have no idea where those words came from. I had never said them before. But now, five decades later, I have published one book with a very dear friend, who just happens to be the GOAT (Greatest of all time) in the field in which I wrote. Authored a ten book series on Antiquity’s Greatest Secret. And written 12 other manuscripts, 40 articles and whitepapers, so far. Who knew!
Books
It all started with Gina. introduced my research on innate ability in my first book with one of the world’s leading sales trainers – Tom Richey. The book focused on salespeople within the production housing industry. It had three messages. The first challenged the theory that top-performing salespeople are built, not born with the discovery of the previously unidentified bodily system: the natural performance system. The second was you have to build it before you staff it. To attract the very best salespeople and those who have the undeveloped potential to be in the club, a company needs to build the environment that attracts them and staff it with a level four or higher sales manager of seven before it staffs it. The third was the leadership, and the sales team needs to know all eight of the standard baseline sales processes, the one the leadership has selected, and one the sales staff will be held accountable for executing through post-execution sales process analysis. These three theories enabled me to develop two of the industry’s best sales teams, as determined by an independent audit. I the second edition these three messages have been broadened to address the finding and empowering star salespeople across all industries.
Antiquity's Greatest Secret: The code that unlocks the human brain.
Some say it’s the most powerful leadership and workforce development initiative every developed in history. Other’s the most awe inspiring and astounding executive and personal life coaching program ever. And still others say, it’s most dangerous discovery every made.
Antiquity’s Greatest Secret lies with the Maasai People in the heart of Kenya, Africa. Thousands of years ago, our most ancient civilizations identified what enabled people to perform at extraordinary levels in the workplace. They found it within the architecture of the human body, in the deepest recesses of the human mind.
Mark Twain is credited with saying “The two most important days in your life are the day you were born and the day you find out why.” In this book, you will have the opportunity to take an advanced psychological questionnaire known as an adaptive unconscious profile. This questionnaire will take you on a brief journey into the deepest recesses of your mind where you will discover a very interest set of instructions. Instructions that will reveal to you why you were born.
When words are too dangerous to be spoken, they are put into a song. When stories are too dangerous to be told, they are put into parables. When parables are too dangerous to be expressed, they are presented in books. Arguably, the most dangerous story ever told was that of Jesus of Nazareth. Similar stories have been expressed in parables by Wisemen, Sages, Gurus, thought leaders, and gifted storytellers since the days of our earliest civilizations. Today, they are conveyed in books. Make no mistake about it; what you are about to read will be construed by some as a very dangerous story. Why? Because it will equip you with the ability to see behind a curtain you weren’t suppose to know existed. To see what has not been seen in over 11,000 years.
Every wire in a car can be connected, but the car will not start if the battery cables are not connected. The same is true of anyone in the workplace. Until an employee is in a job aligned with their optimal career path, they simply cannot and will not perform at the highest levels in highly competitive environments.
Job titles and or occupational fields are different than career paths. One deals with activities, the other, a sequential and aligned set of jobs that, individually and collectively, are aligned with a specific purpose. Job titles and fields of work express “what” someone does, is doing, or would like to do for work. Career paths deal with something very different. They deal with the “why.”
According to Careerplanner.com, there are nearly 12,000 jobs in the industrialized world today, but there is only one path in perfect harmony with your body’s innate ability system. Not one job, but one path. The one path you and you alone were born to be on. The one path that will lead you to your dreams and on which it is an absolute certainty you will be a top performer, highly successful, and just maybe, one of the best there ever was. There is one perfect career path out there for each one of us. All you have to do is find it.
Your optimal career path is not something someone else can tell you what it is. It is something you have to find. It is a path that, when you see it, will be as clear as anything you have ever seen and feel as right as anything you have ever felt. In this book you will be equipped with a series of questionnaires that will reveal your optimal career path.
The 2nd element of our most ancient civilization’s nine-part human developmetn platform is having a complete set of life skills and emotional competencies. They are the bundle of 235± skills and competencies that allow a person to live independently and successfully in society and have a life void of unwanted feelings, emotions, and behaviors. They makeup what is known as your inner child. In this book, you will learn that due to changes in America’s human development platform, the completeness of young adults’ sets of these skills and competencies has declined by over 40%. The primary cause has been sourced to the reduction in the amount of time children’s primary life skill providers, i.e., their parents and grandparents, spend with their children between birth and the age of 18 has declined by nearly 30,000 hours or approximately 50%. The average child is only in school 12,500 – 14,000 hours and our education system only teaches twelve of 235± life skills and emotional competencies. This change has resulted in a 600% increase in the percentage of employee problems in the workplace over the past thirty years and is directly responsible for over 80% of unwanted feelings, emotions and behaviors in the general population. Today, less than 3% of the population has a whole and complete inner child. In the pages which follow you will be provided the tools to profile the completeness of your inner child and create a plan to develop a complete set.
Principles are the personal laws by which one lives. Principles are not something one has or does not have; everyone has principles. They are the lines in the sand they will not cross. They are the boundaries. They are what one believes to be true. They are filters through which all of one’s decisions will pass, and as with all laws, they either enhance or inhibit their performance in life, work, and relationships. The study of our most ancient civilizations leadership structure and its focus on and need for everyone to perform optimally led to the question – “do top performers, those who achieve top performer results in their field, live by a different set of principles, basic truths, and laws than those who do not?” From this study emerged the perspective that “yes” top performers do subscribe to a different set of principles than non-top performers. This study led to a list of 21 principles to which top performers typically and universally subscribe.
The Dream Makers offers a new, different, and fresh perspective on marital relations through the lens of accessing the dormant potential within the human mind. A lens not governed by the behavioral sciences’ dogmas, marital and family counseling, religion, or cultural customs. Rather by the boundaryless principles which govern the search for the enablers and inhibitors to optimal human performance in life, work, and love. Right from the start through the final chapter, this book presents participants with the knowledge of fifteen of the world’s leading thought leaders on the marriage and how to have and sustain an inspiring and emotionally fulfilling marital relationship.
Accordion Content
Manuscripts
My research on the origin of the title of CEO led to a chance meeting with the CEO of the Maasai tribe in Kenya, Africa. Our discussions led to my introduction to our most ancient civilizations’ organizational leadership structure known as the leadership trilogy. The leadership trilogy holds the optimal organizational leadership structure is comprised of three leaders, not one, a Wiseman, Great Hunter or Lion Killer, and a Tribal Leader and that the innate ability profiles for each are mutually exclusive. It turns out in the early 1970s, we brought back this structure; only we changed the titles to Chairman, CEO, and President. Most missed this subtle but profound change, except for Bill Gates and Larry Ellison who have used versions of it to create two of the largest personal fortunes in the world.
Since the arrival of the sustained highly competitive environment in 1995, it has been known the most advanced version of industrial age organizational design, the one on which virtually every business is operating today was only designed to be used in non-, low, and moderately competitive environments. In 2014, the use of this design in highly competitive environments became the leading cause of underperformance and premature-establishment death in the world. That year, over 10,000 CEOs from companies of all sizes around world listed the identification of the organizational design of the future, i.e., the highly competitive market-oriented organization design, as the #1 priority, according to Deloitte’s Global Human Capital Trends Survey. It has remained the number one priority in this survey for the past seven years. Quite unexpectedly, in 2018, my research led to the discovery of the design in the resequencing of our most ancient civilizations leadership and human development platforms.
As Jim Collin’s noted, “Those, who build great companies understand the ultimate throttle on growth for any great company is not markets or technology or competition or products. It is the one thing above all others: the ability to get and keep enough of the right people.” And that starts with knowing your current workforce’s GPA and the level you need in each position to achieve your numbers. This book introduces the first full-spectrum employee performance capability and compensation scale and index. This tool allows most CEOs to index their workforce’s performance capability in less than 20-minutes and identify the workforce GPA they need to achieve their commitments to their board of directors.
In a small and obscure job posting, over a hundred years ago, reportedly in the London Times, one of the greatest explorers in history, Sir Ernest Shackleton, revealed the secret to attracting and building a workforce exclusively comprised of top performers. You may not need to have more than 10% of your managers and employees to be made-up top-performers, but if you want to break through the ceiling of 16% held by the world’s best companies and achieve 60% of more, simply change your recruiting and selecting paradigm to Sir Ernest Shackleton’s theory of hiring.
In 1994, I had the good fortune to discover all organizational strategic platforms are identical in form and function to human DNA. This discovery led to the sequencing of the standard organizational genome and the development of a methodology that equip companies with the ability to profile their DNA. Over the past twenty-five years, Dr. Robert Kaplan and Dr. David Norton’s The Balanced Scorecard has emerged as the leading strategic planning and strategy communication tool in corporate America, while the theory and technology you are about to learn about has led to the secrets to optimal CEO performance, risk mitigation, and company valuation development. But most importantly, it has led to a new CEO dashboard instrument. An instrument that allows CEO’s to see what they have never been able to see, and very few have the innate ability to do, which is to see their company’s DNA and achieve and sustain optimal strategic platform alignment.
One of the most startling and awe-inspiring scientific discoveries in the past century is the possible discovery of a previously unidentified DNA-based system in insular cortex of the human brain. The system is called The Natural Performance System. Its activation is what enables people to access knowledge they were never educated or trained in and produce results over two times their seemly equally profiled colleagues. This book takes you on an inspiring and hopeful journey, one that reveals how truly extraordinary you are and can become.
Throughout history, all societies have and are operating on a macroeconomic foundation. Eight pillars support these foundations: Government structure, protective forces, religion, education, health and wellness, entertainment, sports, and the arts, news media, and its child development platform. For a society to realize its full economic potential, all eight pillars need to be in alignment with the prevailing macroeconomic age. Up until 1980, there had only been four macroeconomic ages in history: Hunter-Gather, Agarin, Military, and Industrial. Typically, they last a couple of thousand years or more. However, just three hundred years into the industrial age, it ended, and another began, 1700 years ahead of schedule. The real underlying cause of all the calamity in the world today is quite simple; we are in the midst of transitioning from one macroeconomic age to another. The realignment of macroeconomic foundations and the eight pillars appears to require approximately 75 to 125 years. We are currently forty years into the transition. It won’t be completed for another two to four generations, but whichever country gets their first wins.
The arrival of the sustained highly competitive environment and the new under life skill and emotional competency demographic has led to the emergence of seven threats. These threats create a clear and present danger to current and future company performance, profits, sustainability and place shareholder value and equity at risk. This book explores the following seven threats:
1. The use of a non-highly competitive, market-oriented organizational leadership structure
2. The use of a non-highly competitive, market-oriented strategic platform
3. The inability to identify and select a top-performing CEO
4. The inability to reduce employee problems as a percentage of all workplace problems from its current level of over 90% to 30%
5. The inability to consistently produce a workforce with the skills to meet today’s challenges and deliver the innovative programs that drive business success
6. The inability to achieve a highly-competitive market-oriented human capital index
7. The inability to have more than 18% of managers able to achieve desired results, engage team members and customers, and sustain a culture of high productivity
Our most ancient civilizations knew the secrets to being great parents and grandparents, secrets that were lost through the ages. The resequencing of our most ancient civilizations leadership and human development platform revealed these secrets. This book shares that platform, a new definition of a successful parent, and a suite of tools that will ensure your success as a parent and grandparent.
Part six in the series presents the last two of the nine elements of the code that unlocks the human brain: Under the direct supervision of a “natural” workgroup leader and living and working in environments that inspire and engage everyone to be the most magnificent version of who they were born to be. The managers in our lives have more impact on our ability to become the most magnificent version of who we were born to be than anyone else. In a human being’s lifetime, they will spend, at best, 17,000± with their father, 38,000± hours with their mother, and 50,000± hours under the influence of their spouse. But the person they will be under the influence the most in their life will be their managers. They will spend 100,000± hours in their life under the influence of a workgroup leader. Here we will take an in-depth look at the evolution of leader development and share the secrets to becoming a great leader.
The first generation of this platform enabled The Howard Hughes Corporation to turn the largest underperforming master-planned community in the US into the fastest-selling and one of the most financially successful new towns in America. And in the process become the first master-planned community in over 60 years to eclipse the 3,000 home sales per year rate in one location, Summerlin, Nevada. The Edge is a smart growth non-zoning-based residential and non-residential planning platform. At its core it is a local economy aligned, market-driven, lifestyle, value orientation, and stage of a life-oriented residential programming platform that enables large-scale land developers and city planners to more effectively plan their projects and communities than zoning-based platforms. This new methodology presents a highly effective way to create top-performing sustainable communities that have a positive social and environmental impact on their residents and business owners, reduce large-scale development time by over 60%, and develop the most successful development strategies in a fraction of the time.
I have been in home building and the master-planned community development industry for nearly four decades; my father was a renowned residential architect in the San Francisco Bay Area, and my brother has built over 1,000 homes. I came up through the sales and marketing side of both industries. I have overseen the closing of over 4,000 homes, 1100 custom lots, worked on 44 master-planned communities, and been responsible for developing nine custom lot communities. And unequivocally, I can tell you, of those who undertook a custom home development project, more than 80% wished they never had. Building your dream home can be a wonderful and rewarding experience, but for most, it is a frustrating experience, and for far too many, it is a nightmare; one that has led to more arguments, divorces, and lawsuits than I can count, and regular cost overruns over $300,000. This book takes you through the process and equips you with the knowledge and tools to truly have a wonderful time building your dream home.
While many would believe upon ensuring a child receives a complete set of life management skills and emotional competencies, ensuring they are clear on their life task and natural performance profile, teaching them the principles of optimal human performance, and providing them with their optimal career path map, they would be done. They would be wrong. There is one more body of knowledge to provide, one which without dramatically reduces the rate at which one achieves their dream. That knowledge is of the harsh realities of the workplace jungle. The workplace is very much like a jungle. If you don’t know your way around, it can take you in, chew you up, and spit you out in a blink of an eye. However, if you know your way around and understand its realities, it can be a walk in the park. Which by providing you this knowledge, I hope it will be for you.
Twenty-five years of profiling the strategic platforms of companies of all sizes from start-ups to those in Fortune 500 revealed the best had two things the rest did not, playbooks and sandbox rules. One of the biggest challenges’ owners, Boards of Directors, and CEOs face is leadership transition. Many owners and CEOs have invested decades in building a top-performing company only to see the new leadership take it in a very different direction. More times than not, new owners and CEOs adjustments to the organization’s direction and DNA result in a significant decline in performance and value, and equity. One of the world’s largest and most respected companies, PepsiCo, experienced this challenge and found a solution in downloading their business model into a document and supporting playbooks. These documents ensured transitional continuity and smooth transitions at all levels within the organization. In the process, they created the most advanced workforce development system in corporate America. The system ensured seamless CEO, executive, and department head transitions and eliminated the possibility of an inadvertent change in a departments’ or company’s DNA. It provided the company with a breakthrough foundational document for their executive and employee new hire orientation program and in-house University. But most importantly, it provided the Board of Directors and CEO with a new CEO dashboard instrument and a very powerful set of business navigational instruments. This book will provide you with the knowledge and tools to build a set of playbooks and sandbox rules for your company.
Today, all businesses face a plethora of employee problems that account for over 90% of all workplace problems. If you would like to reduce this percentage by more than 50%, you consider inserting the two-week onboarding module called Antiquity’s Greatest Secret: The code that unlocks the human brain into your platform. This book is an introduction to this program and will share with you how to build the best and most successful onboarding program in your industry – guaranteed.
Every owner and CEO has a professional toolbox. In it are the reports and tools they need to navigate their company to success. The better the toolbox, the better the odds of producing industry-leading results. One of the most important tools in the top-performing CEOs toolbox is The Benchmark Report. Average performing CEOs know the key performance indices (KPI) they need to hit to achieve their business plan and commitments to their board. However, few know the KPI’s of the top performers in each department, the KPI’s that will truly determine the degree to which they will achieve theirs. For a decade, I published the Housing Industries Annual Benchmark Report, a collection of over 600 KPI’s by department. This book will show you how to develop one for your industry and ensure you make your numbers every quarter.
Achieving the highest levels of spiritual understanding, maturity, and consciousness is the final step in becoming whole and complete. It is the final number in the combination that unlocks the greatest vault known to man, activates the most powerful system known to man, and empowers one to become the most magnificent version of who they were born to be. According to the United Nations, there are presently 7.8 billion people on the planet. Eighty-four percent (84%) believe in God, seven percent (7%) are not sure if a higher power exists, four percent (4%) are sure he does not exist, four percent (4%) have never heard of him, and less than 3% know what he created them to do, the innate abilities he provided them to do it, and are on a career path that is aligned with both. The discovery of the human body’s natural performance system and that it’s not genetic, hereditary, or evolutionary in origin revealed that God is real, very personal, and loves us all very much. This book will equip you with knowledge, tools, and a map that will lead you to become the most magnificent version of who you were born to be and reach the highest levels of spiritual understanding, maturity, and consciousness.
Articles and Whitepapers
Validity: How do you know if something is true and reliable?
The mother of all myths is true: A newly discovered DNA-based system in the human brain reveals we are only using 10% of our latent mental abilities
It all started with Gina: The path to the discovery of the human body’s natural performance system
Antiquity’s greatest secret: The lost code that unlocks the human brain
Super Computers vs. The Human Brain: Where do we stand?
Are you a “Lion Killer”? The “Lion Killer” theory of leadership
The five reasons why CEO’s fail to achieve industry-leading results: Its not their academic or intellectual profile, size of companies worked, positional experience, or career results
What’s your workforce GPA? Do you have the workforce grade-point average to achieve your business plan?
The first full-spectrum employee performance capability and compensation index: Onboarding to top 3 in the industry and the eight levels in between
The next big thing in innovation management: The four-tier innovation management strategy
Did the industrial age end on or around 1980? For only the third time in world history, one macroeconomic age ended, and another began
Unlocked: The organizational design of the future
I Get It – But if you want a great board of directors’ check out the theory of the “unlocked” board of directors
The secret formula for selecting a top-performing CEO: Why 99% of Fortune 500 company boards of directors can’t hire one – they’re using the wrong formula
The most powerful business strategy management system in the world: Organizational genetics
The top-performing CEO’s dashboard: The difference between good and great CEOs lies in the quality of their dashboard
Playbooks and Sandbox Rules: The secret to CEO, Business Unit, and Department Head Transition
The Five Types of Business Plans: Are you using the right one?
What every CEO and aspiring CEO needs to know about the voice of the customer: Value orientation
How to build top-performing workforces: The “natural’s” staffing platforms
The Gift: The latest breakthrough in optimal career path identification
A breakthrough in leader development: The one thing all great leaders share
The seven levels of leader development: What great managers really look like
Fit: I’m not talking about your health
The “next” recruiting and selecting platform: fit, think, lead, and achieve
The Sir Ernest Shackleton theory of recruiting: An introduction to the next generation in recruiting and selecting – the “natural’s” staffing platform
How to cut your employee problems by more than 50%: Develop an “unlocked” workforce
The number one problem in today’s workplace – ICDS: Over 85% of all employee problems can be traced to inner child development syndrome (ICDS)
Faster, better, and cheaper: A revolutionary new way to create a team of top-performing managers
The next leadership paradigm: Clarity, focus, passion, obsession, discipline, and intensity aimed at a set of handwritten goals.
The Dream Makers: The ancient discovery of the secret power of women and marriage
The 21 principles of optimal human performance: (A series of 21 articles)
The “natural” salesperson: Discover what we’ve learned after four decades of studying top-performing salespeople
The five secrets to building a top-performing sales teams: Natural’s, Competitive Comp Plan, Post-Execution Analysis, Commitment to 90%+ Customer Satisfaction Index and a Level Five Leader or Higher
The Normalcy Report: The one report every business unit manager must have
The VC investment risk and organizational performance capability index: How to determine your company’s index
The 12 elements of the perfect manager appraisal: Why 82% of managers fail to meet expectations and how to ensure all of yours always will
The Edge: The first new successful urban planning system in the US in over 100 years
Podcasts, YouTubes, and Ted Talks
Podcast – Antiquity’s Greatest Secret – Coming Soon
YouTube – Antiquity’s Greatest Secret – Coming Soon
TED Talk – Antiquity’s Greatest Secret – Coming Soon
Toolboxes
Over three decades of profiling CEOs has revealed they are extraordinary people by any account. Their IQs are north of 125, which less than 5.0% of the US population has. Their comprehension level is extraordinary. The speed and quantity of information they can process typically exceed three times that of the average skilled employee. Their academic profiles are exceptional. They did well on their ACT’s or SAT’s and, in most cases, achieve scores over 25. Most will have attended a major university for both their undergraduate and graduate degrees. Many have multiple degrees, some a Ph.D., and some have achieved the rank of General or Admiral in the US Armed Forces.
Their personal energy level will be visibly twice that of the average employee. They have the innate ability to energize and inspire others and change the energy in a room just by walking in. The keenness with which they execute their responsibilities, the Edge with which they perform them, the discipline they adhere to, and the fun they bring to the huddle, regardless of the pressure, are all unmistakable.
So, why are 96% of them unable to achieve net income percentages just 30% above their industry average? The answer lies not in their intellectual, academic, or experiential profiles but rather in the quality of their toolboxes’.
All CEO’s have toolboxes. Their toolboxes contain their beliefs, strategies, and tools, both soft and hard; they need to navigate their company to success. Their toolboxes’ performance capability dictates in large part the level at which they will perform, the level of risk at which their company will operate, and the results they achieve.
I have been developing tools for CEO toolboxes for nearly four decades. I have developed over 200 tools and bundled them into toolboxes.
The Top-Performing CEOs Toolbox: The ten most important tools a CEO needs to compete in highly competitive industries and markets:
1. The organizational DNA profiler
2. The top-performing CEO’s dashboard checklist
3. The VC investment risk and organizational performance capability index
4. The next generation in staffing platforms – The “natural’s” staffing platform
5. Selecting a top-performing CEO: The fit, think, lead, and achieve total leader performance capability assessment
6. The onboarding and employee development program, Antiquity’s Greatest Secret: The code that unlocks the human brain
7. The unlocked employee performance, behavioral, and competency appraisal
8. The workgroup leader development program, Selecting a Top-Performing CEO
9. The “natural” salesperson’s toolbox
10. The SweetSpot and Edge market analytics and optimal facilities location finder
The Top-Performing CEOs Toolbox for Small to Medium Size Business Owners: The essential business strategy management tools every owner needs to ensure the success of their business in highly competitive environments:
1. The organizational DNA profiler
2. The top-performing CEO’s dashboard checklist
3. The VC investment risk and organizational performance capability index
4. The next generation in staffing platforms – The “natural’s” staffing platform
5. The unlocked employee performance, behavioral, and competency appraisal
6. The workgroup leader development program, Selecting a Top-Performing CEO
7. The “natural” salesperson’s toolbox
The Edge toolbox includes the 70 secrets of the legends of largescale land development and nine tools:
The Normalcy Report
The SweetSpot Report
The SweetSpot largescale development strategy formulation process
The Edge largescale village typing methodology
The Edge largescale development strategy formulation toolbox
The Edge largescale development “quick” proforma
The Edge land acquisition package and checklist
The Edge largescale land development scheduling template
The Edge largescale land development entitlement process
The Top-Performing Builders Company Development Toolbox: The seven most important toolboxes a builder needs to dominate the competition in highly competitive markets
The Top-Performing Builders Manager Development Toolbox: Two courses and over a dozen tools that enable every manager to produce top-performing workgroups
The Top-Performing Marketing Directors Toolbox:
The “Natural” Sales Managers Toolbox:
The Swallow In-house Sales Training University Toolbox:
Coming Soon
Services and Fees
Services:
Board of directors’ advisory services
CEO advisory services
CEO succession advisory services
Organizational DNA profiling
Organizational workforce performance capability indexing
M&A human capital performance capability profiling
M&A / VC investment risk and performance capability indexing
Accelerating innovation
On achieving over 90% customer satisfaction indexes
The next generation in staffing and compensation platforms
The top performers onboarding program – antiquity’s greatest secret
The better, faster, cheaper leader development program
Developing the best salesforce in your industry
SweetSpot market and location advisory services
Corporate campus development
Fees:
My fee is based on an hourly fee, and a small percentage of the economic value derived. My hourly fee is $175, and the percentages vary.
Initiatives:
In addition to the services listed above, I have developed the following organizational development initiatives. These initiatives range from 4 days to 7 years. The cost of each is based on the estimated number of consulting hours and the percentage of the economic value derived.
The “unlocked” organizational design initiative (3 to 7 years)
The top-performing board of directors’ initiative (1 to 2 years)
The selecting of a top-performing CEO initiative (6 months)
The organizational DNA profiling initiative (starting at 4 days)
Antiquity’s greatest secret initiative (1 to 2 years)
The workforce GPA development initiative (1 to 2 years)
The top-performing workforce staffing platform initiative (2 to 3 years)
The top-performing CEO’s dashboard initiative (6 to 12 months)
The 100% top-performing managers initiative (2 to 3 years)
The OG playbook and “sandbox” rules initiative (1 to 2 years)
The 95%+ customer satisfaction index initiative (1 to 2 years)
The top-performing sales team development initiative (1 to 2 years)
Services:
Edge workshops
Land acquisition analysis
New city, urban, master-planned community, and large-scale land development strategies
Equity and debt development documents
Design and development standards
Project management
Entitlement management
Residential and non-residential land sales
Marketing, information centers, and protected resale operations
Custom home community development management
Fees:
Edge workshops start at $4,500 and include the Edge Development Toolbox. Land acquisition analysis, development strategies, equity and debt packages, and design and development standards are based on an hourly fee of $175.00. Project management, entitlement, and land sales are based on percentages, and marketing and custom home community development are monthly retainer-based.
Services:
SweetSpot company growth, land acquisition, and project positioning
SweetSpot floorplan and floor plan library development
Identifying and selecting top-performers
Turning around underperforming sales teams
Taking sales teams in-house
Building top-performing sales teams
Building top-performing sales and marketing managers
New home sales training
Building top-performing marketing departments
The formula for achieving 95% customer satisfaction indexes
Fees:
My SweetSpot work is based on an hourly fee of $175. Identifying and selecting top-performers is a one-day management course that runs $4,500. Turning around underperforming sales teams, taking sales teams in-house, building top-performing sales teams and sales and marketing managers are monthly retainer-based assignments based on a combination of my hourly fee and the number of toolboxes purchased. Assignments typically take four to six months to complete and cost $24,000 per month. I offer seven sales training programs: The top ten sales skills, the perfect sales presentation, the “natural” salesperson, the top-performing new home salespersons community management toolbox, the new home salesperson market research system, and the top-performing construction superintendents production home orientation program. All courses are one day in length and cost $4,500. Building top-performing marketing departments is a three-day, three-module course in the top-performing marketing directors toolbox, maxprospects, and the top-performing broker co-op program and runs $9,200.
Services:
The Better Life Coaching certification
Personal life coaching
Executive coaching
Workforce coaching
Group and family life coaching workshops (min. 3 people)
Fees:
The better life coaching certification is projected to come in at $9,500. Personal life coaching is done on a combination of a 3-day summary course in Antiquity’s Greatest Secret: The lost code that unlocks the human brain, and seven one-on-one one-hour issue-specific coaching sessions. The cost is $3,950. The executive coaching program is comprised of two 3-day courses. The first is in The Top-Performing Executives Toolbox, and the second is in Antiquity’s Greatest Secret. These are followed by seven one-on-one one-hour issue-specific coaching sessions. The cost is $5,950. Workforce and Group and family life coaching workshops take participants through Antiquity’s Greatest Secret’s six core courses: The Gift, Life’s Little Repair Kit, Dream Makers, The 21-Principles of Optimal Human Performance, The Parenting and Grandparenting Toolboxes, and The Most Important Tool in Life’s Toolbox – A Whole Life Plan. Courses are taught in two-hour modules over 12 weeks for $100 per person per week with a minimum of three people per session.