Kahler Communications Oceania

exclusive licence holder for process communication model® in australia and new zealand

how PCM works how PCM works how PCM works
who uses PCM who uses PCM
learn PCM learn PCM
teach PCM teach PCM
who we are who we are
Process Communication Model
Process Communication Model
Process Communication Model
Process Communication Model
Process Communication Model
Process Communication Model
Process Communication Model
Process Communication Model
Process Communication Model
Process Communication Model
Process Communication Model
Process Communication Model
Process Communication Model
Process Communication Model

PCM explained

The Process Communication Model® (PCM) is a behaviour-based method that allows us to be more self-aware, to have better self-management skills and to manage others more efficiently.


PCM was developed by Dr Taibi Kahler, an award-winning psychologist. PCM can be utilised in so many different areas of life. In motivation, in conflict resolution, in learning how second by second, interaction by interaction an employee, colleague, family member, friend or myself can be motivated to be the very best they can possibly be.

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By recognising instantly how someone is advertising that they're potentially becoming distressed, I have tools to mitigate that situation rapidly.

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The beauty about PCM is that it allows us to see behind the negative behaviour.

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PCM is a 'skillful model' because it accurately predicts behaviours and outcomes.

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If people 'lose the plot' we stop to think clearly and that's when accidents happen.

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A great example of how shifting into another person's mode and addressing their needs creates an amazing outcome.

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A short introduction into the concepts of PCM.

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My goal is to help people have healthy, respectful and influential relationships.

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You become aware of what is my psychologial need, how can I satisfy that in a healthy way, and how can I do the same for you.

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PCM changes the way I perceive myself, what motivates me and what causes distress.

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It's about learning which parts of our personality we might not use as much and how to do that.

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The course resonated with me especially when the concept of phasing was explained. It just made a whole lot of sense about what happened in my life.

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PCM 1 and 2 are two parts of the whole PCM journey.

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The Story of PCM

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Catalogue of organisations benefitting from PCM

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communication - the secret to high performance a 12 page booklet introducing PCM

leadership skills to resolve conflict leadership skills to resolve conflict

it's time to switch our mindset

Google trends show an approximate 25% increase in searches on 'mindfulness' over the past 3 years.

And research shows emotional intelligence (EQ) is the strongest predictor of performance, explaining 58% of success in all types of jobs.

According to Howard Gardner (multiple intelligences) at Harvard University, the most important and highest paid intelligence is social intelligence. This refers to our ability to negotiate, communicate and persuade.

Yet our 'soft skills' are declining globally year after year. Research shows a decrease in empathy, in navigating emotions and inner motivation.

Could this be tied to dramatic increases in stress we see? 75% of employees want a new job, and research studies show that annual productivity losses resulting from poor communication is more than US$26,000 per employee.

What a disconnect! We know how important 'soft skills' are to be successful in our lives. And as with all skills, they can be learned and developed.

Yet still 'soft skill' development is seen as a 'cost factor'. Individuals and organisations are reluctant to invest time and money into their biggest asset - themselves. We often hear: "Managers can't get away from their job for three days.", "Can we do this online?", "Aren't two days enough?"...

We think this is due to a fixed mindset telling us that emotional intelligence is some sort of talent and that there are people who are good at it and others who are more task oriented.

This mindset is not only expensive, it is unhealthy and over time probably not sustainable.

So, just maybe it's time to modify our perception and start treating 'soft skills' as any other skill we have - something that needs hard work and dedication that once mastered will reward us beyond our expectation.

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PCM has a scientific base, it's factual and it reaches out. When you apply it you can see it work and that's the proof.

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By addressing the core communication aspects you can basically double the effectiveness of your team.

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A lot of courses teach you models that make sense but don't reflect reality. PCM does.

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It's about learning which parts of our personality we might not use as much and how to do that.

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PCM doesn't rule out you using any other tools, it just makes them better.

what are leadership skills for managers what are leadership skills for managers

Anybody in an organisation who truly believes that organisational performance is driven by its people, absolutely needs to understand PCM.

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PCM was exactly what I was looking for because there was a gap in my arsenal which was in the space of communication and motivation.

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The only constant today is change. With PCM you can involve people around you in a way that they feel part of the change process.

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Emotional intelligence is the strongest predictor for success in business today.

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The beauty about PCM is that it allows us to see behind the negative behaviour.

teaching conflict resolution to adults teaching conflict resolution to adults

With PCM you will learn in a valid and reliable way how you and others tick and why. PCM teaches us to look and listen, to decode and then act.

leadership skills to resolve conflict leadership skills to resolve conflict

communication - the secret to high performance a 12 page booklet introducing PCM

leadership skills to resolve conflict leadership skills to resolve conflict

Catalogue of organisations benefitting from PCM

why develop leadership skills why develop leadership skills

are you a super team?

I'm interested as much in your success as I am in my own - and vice versa. That's unconditional mutual support. This is how Boeing described 'the super team'.

Based on our experience in high risk industries we know success depends on the quality of the team effort.

However, many organisations are places of fear and scheming coalitions which have a negative impact on productivity. Research shows that top performing teams nurture a culture that is free of drama, embraces diversity and encourages everyone to contribute. A top team shows very high emotional skills.

PCM helps organisations, leaders and teams to create successful working environments. People have different ways to communicate and to approach tasks. They have different strengths and motivations. By listening to individual speech and behavioural patterns, we can learn to connect with people who are very different from us. By utilising what motivates people we know how to avoid conflict and have a positive impact on our work culture.

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PCM doesn't rule out you using any other tools, it just makes them better.

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In a professional sporting environment you are operating under a lot of pressure, and people are displaying disruptive behaviours quite regularly.

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PCM has really helped our team dynamics.

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Once you do PCM you actually start to understand what drives you as a human being - and that's fairly profound

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There is much, much less drama in the workplace now. We're on to a winning formula for our organisation.

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PCM changed the way I deal with conflicts in my team.

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In organisations I've worked with, people are starting to ask themselves how they can communicate and collaborate better.

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PCM is very practical in recognising behaviour - especially distressed behaviour.

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Independent survey impact of PCM at University of Otago

managing difficult behaviours managing difficult behaviours

Psychiatrist Dr Campbell Sunshine Coast Hospital recommends PCM

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Press Release: UK NHS Health Trust Award

why develop leadership skills why develop leadership skills

Testimonial: Swiss International Air Lines Cabin Crew Management

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Specialist Anaesthetist Dr Meredith Craigie recommends PCM to ANZCA

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Testimonial: former CEO of WELLNZ

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Impact of PCM at START Taranaki

why emotional intelligence is beneficial in the workplace why emotional intelligence is beneficial in the workplace

Testimonial: team development for Swiss Armed Forces

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Testimonial: Ministry of Civil Defence & Emergency Management

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Testimonial: Senior Human Factors Advisor NSW Rail Corp

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Testimonial: Sydney Ferries Corporation, Management of Balmain Shipyard

what are conflict resolution skills what are conflict resolution skills

Testimonial: Swiss Federal Railway (long)

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Testimonial: Sydney Ferries Corporation

problem solving and conflict resolution problem solving and conflict resolution

are you communicating or just talking?

It seems almost absurd that how we communicate could be so much more important to success than what we communicate.

Yet if we look at evolution, language is a relatively recent development and was most likely layered upon older signals that communicated dominance, interest and emotions among humans. Today these ancient patterns of communication still shape how we make decisions and interact with each other.

Research has shown that patterns of communications - together with body language - can account for 50% of the variation between poorly performing groups and highly performing teams.
Alex Pentland, MIT

PCM is a method that allows you to analyse and adapt communication patterns to each individual. It takes the guesswork out of how you can create successful, positive relationships both professionally and personally.

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I wish I'd heard about it 30 years ago.

why develop leadership skills why develop leadership skills

PCM is not only about communication, it's also about understanding my own and other people's motivation.

why conflict resolution is important in the workplace why conflict resolution is important in the workplace

I have numerous examples where patients have suffered because of poor communication.

emotional intelligence for business emotional intelligence for business

I work in the communication industry and we often joke that nobody communicates well...

managing difficult behaviours managing difficult behaviours

In organisations I've worked with, people are starting to ask themselves how they can communicate and collaborate better.

what is emotional intelligence and why is it important what is emotional intelligence and why is it important

Once you do PCM you actually start to understand what drives you as a human being - and that's fairly profound

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I see PCM as an integral part of changing the culture of surgery.

leadership skills for the future leadership skills for the future

Many other models of individual differences give insights into how people are different. Only PCM teaches us specific behavioural tools.

why develop leadership skills why develop leadership skills

PCM seminar attendee's epiphany

what is emotional intelligence and why is it important what is emotional intelligence and why is it important

Testimonial: Sydney Ferries Corporation

problem solving and conflict resolution problem solving and conflict resolution

Testimonial: Swiss International Air Lines Cabin Crew Management

how to manage difficult behaviour how to manage difficult behaviour

Testimonial: Sydney Ferries Corporation, Management of Balmain Shipyard

what are conflict resolution skills what are conflict resolution skills

Testimonial: Swiss Federal Railway (long)

handling difficult behaviours in groups handling difficult behaviours in groups

Testimonial: New Zealand Civil Aviation Authority

conflict resolution for couples conflict resolution for couples

Testimonial: PCM in Surgical Departments

dealing with difficult behaviour in the workplace dealing with difficult behaviour in the workplace

Testimonial: Air New Zealand Standards and Training Management Team

why are leadership skills important in the workplace why are leadership skills important in the workplace

Testimonial: Hospital Maennedorf Switzerland

why conflict resolution is important in the workplace why conflict resolution is important in the workplace

Press Release: UK NHS Health Trust Award

why develop leadership skills why develop leadership skills

Impact of PCM at University of Otago

emotional intelligence for managers emotional intelligence for managers

Testimonial: Former CEO of Swiss Cablecom

dealing with difficult behaviour in the workplace dealing with difficult behaviour in the workplace

Testimonial: Exec VP HR of GM Financials on PCM

leadership skills to resolve conflict leadership skills to resolve conflict

Training Outcome Evaluation for RACS (Surgeons)

managing difficult behaviours managing difficult behaviours

Testimonial: medical doctor, mother of three children

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Testimonial: team development for Swiss Armed Forces

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Testimonial: Air New Zealand Cabin Crew

what are leadership skills for managers what are leadership skills for managers

Reference letter: Waikato Hospital

what is emotional intelligence in business what is emotional intelligence in business

Independent survey impact of PCM at University of Otago

managing difficult behaviours managing difficult behaviours

Psychiatrist Dr Campbell Sunshine Coast Hospital recommends PCM

emotional intelligence for teams emotional intelligence for teams

Specialist Anaesthetist Dr Meredith Craigie recommends PCM to ANZCA

emotional intelligence for business emotional intelligence for business

Testimonial: Senior Human Factors Advisor NSW Rail Corp

what is conflict resolution in the workplace what is conflict resolution in the workplace

Testimonial: German Railways

teaching conflict resolution to adults teaching conflict resolution to adults

Testimonial: former CEO of WELLNZ

dealing with difficult behaviour dealing with difficult behaviour

Royal Australasian College of Surgeons (RACS) recommending PCM training

dealing with difficult behaviour dealing with difficult behaviour

75% of employees want a new job

Many participants in our seminars tell us that they are disengaged from their jobs, are bored or working in a toxic work environment.

The Human Resources Institute confirms that an employee's average time in a job has reduced to about two years. To any industry that's a huge loss in knowledge and skills and is very expensive.

Employers who focus on recruiting the right people and who offer more personal development and career progression opportunities are more successful in retaining staff.

Organisations who use PCM skills in recruitment succeed in employing staff that match not only the job, but also the team. Managers and leaders learn how to create a work place that keeps staff engaged, motivated and successful and with that, reduce staff turnover.

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There is much, much less drama in the workplace now. We're on to a winning formula for our organisation.

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A candidate presents brilliantly in an interview, they get the job, you put them in a chair and then you start to see the wheels come off.

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Our business post PCM is a completely different business. It has 100%, no doubt influenced our profitability.

dealing with difficult behaviour in the classroom dealing with difficult behaviour in the classroom

Stable relationships reduce staff turnover, but also increases productivity and creativity.

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Anybody in an organisation who truly believes that organisational performance is driven by its people, absolutely needs to understand PCM.

problem solving and conflict resolution problem solving and conflict resolution

PCM drives and enhances the bottom line without a doubt because it teaches how to keep people motivated and engaged.

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why should anyone be led by you?

Robert Goffee and Gareth Jones (London Business School) asked the question above for the past ten years while consulting dozens of companies in Europe and the United States: "Without fail, the response is a sudden, stunned hush. All you can hear are knees knocking."

They say that leaders empathise fiercely with the people they lead and that they also care intensely about the work their employees do.

That's not a bad start. According to the principles of PCM, giving people recognition as a person motivates about 30% of people and recognition for work about 35%.

If you as a leader know what motivates and engages 100% of your staff, you will confidently know the answer why you should lead people.

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PCM is not only about communication, it's also about understanding my own and other people's motivation.

why conflict resolution is important in the workplace why conflict resolution is important in the workplace

It's not what you say, it's the way you say it.

emotional intelligence for managers emotional intelligence for managers

PCM just takes away so much anxiety around managing people and getting results.

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By addressing the core communication aspects you can basically double the effectiveness of your team.

emotional intelligence for business emotional intelligence for business

PCM gave me the skills to understand why my boss was focussing on the mistakes other people make.

handling difficult behaviours in groups handling difficult behaviours in groups

Our business post PCM is a completely different business. It has 100%, no doubt influenced our profitability.

dealing with difficult behaviour in the classroom dealing with difficult behaviour in the classroom

This is a method used by NASA to select astronauts to be put into a tin can to be fired out into space to spin around the moon...

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PCM has really helped our team dynamics.

what are conflict resolution skills what are conflict resolution skills

I have always been able to connect with people fairly quickly - now I understand why.

conflict resolution for couples conflict resolution for couples

Testimonial: Swiss International Air Lines Cabin Crew Management

how to manage difficult behaviour how to manage difficult behaviour

Independent survey impact of PCM at University of Otago

managing difficult behaviours managing difficult behaviours

Testimonial: team development for Swiss Armed Forces

leadership skills for the future leadership skills for the future

Testimonial: Ministry of Civil Defence & Emergency Management

how to manage difficult behaviour how to manage difficult behaviour

Impact of PCM at START Taranaki

why emotional intelligence is beneficial in the workplace why emotional intelligence is beneficial in the workplace

Testimonial: Swiss Federal Railway (long)

handling difficult behaviours in groups handling difficult behaviours in groups

Psychiatrist Dr Campbell Sunshine Coast Hospital recommends PCM

emotional intelligence for teams emotional intelligence for teams

Testimonial: Air New Zealand Cabin Crew

what are leadership skills for managers what are leadership skills for managers

Impact of PCM at University of Otago

emotional intelligence for managers emotional intelligence for managers

Testimonial: Air New Zealand Standards and Training Management Team

why are leadership skills important in the workplace why are leadership skills important in the workplace

a shotgun approach to motivating people reduces productivity

Teresa M. Amabile from Harvard University showed that the top motivator for performance is progress. "When workers sense they're making headway, their drive to succeed is at its peak."

Progress means a development towards an improved condition. Therefore, progress is very individual. For some it is improved relationships, for others a creative output, and for yet others it might be a completed project.

Negative events have a stronger impact on people's emotions and motivation than positive events. Providing the wrong kind of motivation is not only a waste of time, it actively reduces productivity. The good news is that managers can influence successful progress for each individual staff member successfully. Using PCM skills we know exactly what each person needs for them to be motivated. We also know what is perceived as negative motivation and we can even predict what the resulting negative behaviour will look like.

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Organisations that use PCM perform higher than others.

why are leadership skills important in the workplace why are leadership skills important in the workplace

In PCM the criteria for whether we are happy or unhappy is simply if our psychological needs are met positively.

why emotional intelligence is beneficial in the workplace why emotional intelligence is beneficial in the workplace

PCM made me aware that other people have other needs and how I can meet them - especially in distress.

what is emotional intelligence and why is it important what is emotional intelligence and why is it important

You become aware of what is my psychologial need, how can I satisfy that in a healthy way, and how can I do the same for you.

what is emotional intelligence in business what is emotional intelligence in business

A great example of how shifting into another person's mode and addressing their needs creates an amazing outcome.

emotional intelligence for business emotional intelligence for business

The beauty about PCM is that it allows us to see behind the negative behaviour.

leadership skills for the future leadership skills for the future

After the first day of the course I thought: "wow, this is what I have been looking for." Working as a sports coach and business.

what is emotional intelligence and why is it important what is emotional intelligence and why is it important

Testimonial: Sydney Ferries Corporation

problem solving and conflict resolution problem solving and conflict resolution

Impact of PCM at University of Otago

emotional intelligence for managers emotional intelligence for managers

Testimonial: Former CEO of Swiss Cablecom

dealing with difficult behaviour in the workplace dealing with difficult behaviour in the workplace

Testimonial: Air New Zealand Cabin Crew

what are leadership skills for managers what are leadership skills for managers

Testimonial: Air New Zealand Standards and Training Management Team

why are leadership skills important in the workplace why are leadership skills important in the workplace

Press Release: UK NHS Health Trust Award

why develop leadership skills why develop leadership skills

Training Outcome Evaluation for RACS (Surgeons)

managing difficult behaviours managing difficult behaviours

Specialist Anaesthetist Dr Meredith Craigie recommends PCM to ANZCA

emotional intelligence for business emotional intelligence for business

resilience is taking elegant care of myself

The level of resilience is often attributed as the deciding factor for whether a person succeeds or fails in life.

Resilience is often used synonymously with 'when the going gets tough, the tough get going'. In business we believe the more we push through, the more successful we become.

However, recent research suggests that truly resilient people allow themselves strategic recovery time. Top athletes carefully plan when to push and rest their body to achieve the best performance. The same homeostatic principle applies to our mind.

Resilience is not just 'how fast can I bounce back from adversity' but a constant process to keep body and mind in a balanced state. We believe resilience can be learned. With PCM we teach people to continuously take elegant care of their needs, how to recharge their batteries and to create positive environments. Having those skills allows us to achieve not only high performance, but at the same time feel good and happy.

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Before PCM - for example when I was sensitive to certain situations - I thought 'how can I get through it?' now I know it's ok to feel this way.

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Change will become the norm and with that we have to be adaptable, to communicate and motivate others.

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PCM is my anchor.

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With PCM people are able to 'back themselves', to feel more secure and safe both in their personal and professional relationships.

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Firstly I use PCM to manage myself, because there is really no point in me engaging in the world if I am at the ready to 'lose my shit'.

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PCM is my safety net.

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Testimonial: Sydney Ferries Corporation, Management of Balmain Shipyard

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Testimonial: Ministry of Civil Defence & Emergency Management

how to manage difficult behaviour how to manage difficult behaviour

organisational culture - does it really matter to the bottom line?

Fostering a good organisational culture has become a buzzword. Paradoxically, the number of employees disengaged from their work is higher than ever.

It is astounding that many companies have not yet achieved the buy-in from their top management - astounding because the effect of a good organisational culture is actually measurable and has an impact on performance and profitability.

Looking at the top 10 companies with outstanding cultures, we learn that all of them consciously dedicate resources for building and maintaining a good work environment. They are very aware what their core values are and place a lot of emphasis on recruiting the right people. They foster trust, creativity, independence, team work, ownership and treating each other with friendliness and respect.

These companies excel at embracing diversity. They have not only recognised that each individual has different strengths, they also understand how to leverage those strengths to be very successful in what they are doing.

PCM gives organisations a tool that makes behaviours measurable and predictable. With that we know what each individual needs to be able to identify with our core values and to feel happy and engaged at work.

read more >

I see PCM as an integral part of changing the culture of surgery.

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With PCM you have grease on all the cogs.

dealing with difficult behaviour dealing with difficult behaviour

In organisations I've worked with, people are starting to ask themselves how they can communicate and collaborate better.

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PCM is the best investment we've ever done as a business.

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People in conflict takes time. It doesn't just affect culture and engagement, it also affects how fast we get things done.

dealing with difficult behaviour dealing with difficult behaviour

PCM can transform how an organisation operates, because in business it's all about people.

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Why can't PCM just be part of us - like social etiquette ? What would that do to us, to our society?

why develop leadership skills why develop leadership skills

PCM has really helped our team dynamics.

what are conflict resolution skills what are conflict resolution skills

We identified someone in the business who was interested to become a PCM trainer. He gives the process a lot of credibility.

what is emotional intelligence in business what is emotional intelligence in business

I've taught PCM in various countries and PCM is applicable to any organisation, to any cultural background.

managing difficult behaviours managing difficult behaviours

I have numerous examples where patients have suffered because of poor communication.

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Testimonial: team development for Swiss Armed Forces

leadership skills for the future leadership skills for the future

Reference letter: Waikato Hospital

what is emotional intelligence in business what is emotional intelligence in business

Testimonial: Sydney Ferries Corporation, Management of Balmain Shipyard

what are conflict resolution skills what are conflict resolution skills

Testimonial: German Railways

teaching conflict resolution to adults teaching conflict resolution to adults

Testimonial: PCM in Surgical Departments

dealing with difficult behaviour in the workplace dealing with difficult behaviour in the workplace

Impact of PCM at START Taranaki

why emotional intelligence is beneficial in the workplace why emotional intelligence is beneficial in the workplace

Testimonial: medical doctor, mother of three children

what is conflict resolution in the workplace what is conflict resolution in the workplace

Testimonial: Hospital Maennedorf Switzerland

why conflict resolution is important in the workplace why conflict resolution is important in the workplace

self-awareness and the art of failing forward

Self-awareness is one of the most valuable leadership competencies. This means being aware of who you are, your emotions, motivations and what you're good at.

Self-awareness is also one of the most neglected leadership skills. Because it includes knowing when you failed and owning your mistakes. It means being open for honest feedback, focussing on continuous learning and knowing what impact your behaviour has on others.

Peter Guber, CEO of Mandalay Entertainment and co-owner of three professional sports teams ranks self-awareness as the #1 factor to career success. He asks how many of us can objectively answer questions like:

What are your strengths and weaknesses?

What triggers stress in you and how do you cope?

How do you manage conflict?

What inspires and derails you?

What is your communication style?

Many experts recommend personality assessment tests to gain more awareness of yourself. Whilst those give you a good first insight, they don't give you the tools to actively develop your self-awareness or how you can learn from your own mistakes.

With PCM, you not only understand your personality, management and communication style, but also how you behave under stress or in conflict situations. PCM goes even further: it allows you to develop the capabilities to actively influence your behaviour. You know how to learn from failures and create positive outcomes in the future.

read more >

PCM allows you to understand yourself to a degree that no other tool is able to do.

how to manage difficult behaviour how to manage difficult behaviour

PCM changes the way I perceive myself, what motivates me and what causes distress.

leadership skills for the future leadership skills for the future

PCM drives and enhances the bottom line without a doubt because it teaches how to keep people motivated and engaged.

what leadership skills are important what leadership skills are important

One of the key learnings with PCM is understanding what happens when you go into distress.

dealing with difficult behaviour in the classroom dealing with difficult behaviour in the classroom

PCM made me more self-aware. I am now able to influence my behaviour to positively impact my brand.

how to manage difficult behaviour how to manage difficult behaviour

I used to deprive myself of a lot of things - now I have much more self-awareness and allow myself to have those things.

what are conflict resolution skills what are conflict resolution skills

Testimonial: Swiss Federal Railway (long)

handling difficult behaviours in groups handling difficult behaviours in groups

Testimonial: Air New Zealand Cabin Crew

what are leadership skills for managers what are leadership skills for managers

Testimonial: Air New Zealand Standards and Training Management Team

why are leadership skills important in the workplace why are leadership skills important in the workplace

PCM seminar attendee's epiphany

what is emotional intelligence and why is it important what is emotional intelligence and why is it important

Independent survey impact of PCM at University of Otago

managing difficult behaviours managing difficult behaviours

Training Outcome Evaluation for RACS (Surgeons)

managing difficult behaviours managing difficult behaviours

Reference letter: Waikato Hospital

what is emotional intelligence in business what is emotional intelligence in business

Testimonial: Swiss International Air Lines Cabin Crew Management

how to manage difficult behaviour how to manage difficult behaviour

Testimonial: Swiss Federal Railway (short)

dealing with difficult behaviour in the classroom dealing with difficult behaviour in the classroom

Testimonial: Sydney Ferries Corporation, Management of Balmain Shipyard

what are conflict resolution skills what are conflict resolution skills

Psychiatrist Dr Campbell Sunshine Coast Hospital recommends PCM

emotional intelligence for teams emotional intelligence for teams

Testimonial: Senior Human Factors Advisor NSW Rail Corp

what is conflict resolution in the workplace what is conflict resolution in the workplace

Testimonial: Former CEO of Swiss Cablecom

dealing with difficult behaviour in the workplace dealing with difficult behaviour in the workplace

Testimonial: Sydney Ferries Corporation

problem solving and conflict resolution problem solving and conflict resolution

influence your mind and train your brain

Mindfulness has long since shed its reputation as a woo-woo concept.

Research is providing powerful evidence about how we can influence our mind and train our brain by practicing mindfulness. The results show that we can achieve a natural resilience to stress and be more innovative and compassionate. As leaders we can consciously shift our behaviour from instant reaction to conscious responding.

Mindfulness is sometimes defined as 'our capacity to be focused, open-minded and to hold multiple perspectives'.

Our world is determined by constant distractions which makes it difficult to stay in the moment and pay attention to what is actually going on.

Daniel Goleman, the originator of Emotional Intelligence says: "One way to boost our willpower and focus is to manage our distractions instead of letting them manage us."

PCM supports traditional mindfulness techniques because it provides us the skills to remove our filters, hold multiple perspectives, listen, and to respond in an effective way.

read more >

PCM can accompany you on a journey which makes you a more rounded and grounded person.

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For me it was very liberating to lower my expectations that everyone is willing to offer me exactly what I need and to understand why.

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People's motivation for their behaviour might not be what your perception is. PCM sees behaviour for what it is.

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I spent my whole life being invited to feel guilty and accepting. I played that role very well. Once I realised that I stopped feeling guilty.

why are leadership skills important in the workplace why are leadership skills important in the workplace

I use PCM and mindfulness together so that I can be more in the moment to manage myself better but also to read behavioural cues from others.

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In times of change, PCM gives you the opportunity to look ahead, prepare and anticipate the outcome.

teaching conflict resolution to adults teaching conflict resolution to adults

I realise much earlier when I'm drained of energy and my batteries are low.

handling difficult behaviours in groups handling difficult behaviours in groups

Impact of PCM at University of Otago

emotional intelligence for managers emotional intelligence for managers

Testimonial: Senior Human Factors Advisor NSW Rail Corp

what is conflict resolution in the workplace what is conflict resolution in the workplace

PCM seminar attendee's epiphany

what is emotional intelligence and why is it important what is emotional intelligence and why is it important

Testimonial: Former CEO of Swiss Cablecom

dealing with difficult behaviour in the workplace dealing with difficult behaviour in the workplace

Royal Australasian College of Surgeons (RACS) recommending PCM training

dealing with difficult behaviour dealing with difficult behaviour

Testimonial: medical doctor, mother of three children

what is conflict resolution in the workplace what is conflict resolution in the workplace

Training Outcome Evaluation for RACS (Surgeons)

managing difficult behaviours managing difficult behaviours

workplace stress: the health epidemic of the 21st century

In 2016 Gallup announced that 87% of the global workforce is disengaged, and the World Health Organisation estimates that stress costs American businesses roughly $300 billion per year

Other research shows that 58% of the American workforce experiences bullying. The numbers for Europe and Australia are similar. Even though bullying and harassment are the biggest contributing factors to workplace stress, it seems that no one really knows how to tackle the problem.

Official Government websites for example focus on resolving the symptoms, such as taking sick leave and regular breaks; or taking a deep breath, eating and sleeping well and keeping physically fit. Very rarely do they talk about eliminating the root cause - the non-acceptable behaviour of managers and staff.

More than half of the bullying is caused by a superior and about half of the bullied staff members 'voluntarily' leave their job.

Most companies don't know how to effectively deal with non-acceptable behaviour and therefore create the perfect breeding ground for a toxic organisational culture.

PCM provides the knowledge and skills to identify stressed behaviours. It also provides a framework for healthy intervention strategies and shows us how to prevent disruptive behaviours in the first place.

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My lightbulb moment was that I realised what I did was ugly when I went into distress.

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I used to live my life in the 'until' pattern. I can't have fun, until...that was a huge light bulb.

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PCM gives you a ringside seat to the dramas that unfold.

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If people 'lose the plot' we stop to think clearly and that's when accidents happen.

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PCM has allowed me to understand my distress behaviour.

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When people are in distress they don't think clearly and what comes out is just 'garbage'.

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One of the key learnings with PCM is understanding what happens when you go into distress.

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We're in a high stress situation in the operating theatre. If you connect you just get on with the job, but if you don't then the job is sabotaged.

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Firstly I use PCM to manage myself, because there is really no point in me engaging in the world if I am at the ready to 'lose my shit'.

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Testimonial: former CEO of WELLNZ

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Testimonial: Sydney Ferries Corporation, Management of Balmain Shipyard

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Testimonial: New Zealand Civil Aviation Authority

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Testimonial: Senior Human Factors Advisor NSW Rail Corp

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Royal Australasian College of Surgeons (RACS) recommending PCM training

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Testimonial: Sydney Ferries Corporation

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Testimonial: Swiss International Air Lines Cabin Crew Management

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Testimonial: Former CEO of Swiss Cablecom

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Specialist Anaesthetist Dr Meredith Craigie recommends PCM to ANZCA

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Testimonial: German Railways

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Impact of PCM at START Taranaki

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Testimonial: PCM in Surgical Departments

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Press Release: UK NHS Health Trust Award

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PCM seminar attendee's epiphany

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Impact of PCM at University of Otago

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IQ gets you hired, EQ gets you promoted

Emotional intelligence (EQ) is the strongest predictor of performance. It explains 58% of success in all types of jobs.

This result is based on research using random-sampled data of over 75,000 people around the world.

Recent trends in neuroscience indicate that thoughts and emotions are interdependent, but emotions act as a primary filter. We make decisions emotionally and justify them later with logic. It's important that both work in tandem. Our education system focusses very much on nurturing our cognitive capabilities, whilst our social skills are largely neglected. People with high Emotional Intelligence therefore stand out above the rest.

The good news is: EQ is a flexible set of skills that can be acquired and improved with practice.

Emotional Intelligence is made up of four core skills. Self-awareness and self-management relate to our personal competence, social awareness and relationship management relate to our social competence.

PCM is a proven method to improve the skills in all four core areas of Emotional Intelligence. Understanding ourselves, our strengths, motivators, communication styles and behaviour under stress allows us to consciously grow our self-awareness. We can use the PCM skills to manage ourselves more effectively because we know what motivates and stresses us and how to recharge our batteries.

Because PCM is a language based tool we can apply the same principles to other people. We know their strengths, preferred communication and what motivates them. And most importantly we learn strategies to invite others out of stress, resolve and even prevent conflicts and win the cooperation of others.

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PCM drives and enhances the bottom line without a doubt because it teaches how to keep people motivated and engaged.

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Whatever level you want your life to operate on, PCM will make it more fun - irrespective of your goals.

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Once you do PCM you actually start to understand what drives you as a human being - and that's fairly profound

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Emotional intelligence is the strongest predictor for success in business today.

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PCM was the best piece of professional development I have done in my 35 years of surgery.

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I have always been able to connect with people fairly quickly - now I understand why.

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Testimonial: Exec VP HR of GM Financials on PCM

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Testimonial: medical doctor, mother of three children

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two heads are better than one - if you know how to communicate

High performance and success are usually the result of a team effort, even if we spend a lot of time working on our own.

As leaders we have to inspire our team to reach top performance. Those of us who leverage the specific skills and experience of everyone involved, are not only achieving better outcomes, our staff are also more engaged and invested in their work.

Therefore, when we talk about high performance and success, we instantly talk about the effectiveness of a team. But what differentiates high performing teams from average ones, what makes one team smarter than another? The answer is not the technical knowledge, intelligence or experience of its team members.

In a series of studies a team of scientists from MIT, Carnegie Mellon, and Union College demonstrated the most important ingredients for a high performing team: their members communicate a lot, they participate equally and possess good emotion-reading skills. In short, it's people with high social skills.

To be one of the top performers, we need to focus on developing our emotional intelligence. PCM is a systematic approach that allows us to improve our intra- and interpersonal skills. It explains both the positive and negative behaviours people demonstrate. It provides proven methods to leverage the strengths and motivators of each team member - including myself. It enables me to prevent stress and resolve conflicts efficiently.

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Anybody in an organisation who truly believes that organisational performance is driven by its people, absolutely needs to understand PCM.

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By addressing the core communication aspects you can basically double the effectiveness of your team.

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In a professional sporting environment you are operating under a lot of pressure, and people are displaying disruptive behaviours quite regularly.

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This is a method used by NASA to select astronauts to be put into a tin can to be fired out into space to spin around the moon...

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Organisations that use PCM perform higher than others.

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We're in a high stress situation in the operating theatre. If you connect you just get on with the job, but if you don't then the job is sabotaged.

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People in conflict takes time. It doesn't just affect culture and engagement, it also affects how fast we get things done.

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Stable relationships reduce staff turnover, but also increases productivity and creativity.

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If people are in an ok space, if they love what they do and where they work, they must be more effective and productive.

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Every day when you have conflict in a team, you do not have productivity in that team.

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PCM is different to other management models because it's more flexible.

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Testimonial: New Zealand Civil Aviation Authority

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Testimonial: Ministry of Civil Defence & Emergency Management

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Testimonial: PCM in Surgical Departments

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Testimonial: team development for Swiss Armed Forces

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conflicts are never beneficial to team performance

Traditionally conflict has been seen as negative, disruptive and usually with an adverse outcome. Over the last decade this view has shifted somewhat and there is a growing number of articles and books postulating that conflicts can be functional, stimulating and part of the learning process - especially task related conflicts.

C. De Dreu and L. Weingart completed a comprehensive meta-analysis of research and their findings paint a more sombre picture. They show that for team performance, both task and relationship conflicts are equally disruptive.

"When relationship conflicts emerge, team performance and team member satisfaction are at risk... When task conflicts emerge, team performance may benefit but only when the conflict is managed constructively and teams have high levels of openness, psychological safety, and within-team trust." They conclude their research report with the words: "...it seems safe to stop assuming that, whereas relationship conflict is detrimental to team performance, task conflict improves team performance. Clearly, it does not."

It is when we turn conflicts into constructive conversations - even with opposing opinions - that we can achieve learning. If I feel angry or blame others or feel like a victim, I can't listen and I most certainly can't process any information.

PCM provides us with methods for ourselves and others to stop disruptive behaviours. We can return into a collaborative mode where win-win solutions are achieved, opposing ideas converged and team performance increased.

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PCM allows me to not be part of conflicts and still be ok and still be able to continue the discussions and resolve the issues at hand.

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By recognising instantly how someone is advertising that they're potentially becoming distressed, I have tools to mitigate that situation rapidly.

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Sometimes you just know that a situation ends in a shouting match. PCM gives you the opportunity to pause and think before you take the next step in that process.

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During the conflict situation it was like we'd been speaking German and she was English.

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We cannot stop people becoming dysfunctional. It is part of our psychological inventory.

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My lightbulb moment was that I realised what I did was ugly when I went into distress.

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The beauty about PCM is that it allows us to see behind the negative behaviour.

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By tailoring my approach to other individuals I find myself much less drawn into conflict situations.

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PCM changed the way I deal with conflicts in my team.

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See PCM in action in this animated observation of Persister & Rebel: Conflict

See PCM in action in this animated observation of Persister & Rebel: Cooperation

Impact of PCM at START Taranaki

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Testimonial: Former CEO of Swiss Cablecom

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Testimonial: former CEO of WELLNZ

dealing with difficult behaviour dealing with difficult behaviour

PCM seminar attendee's epiphany

what is emotional intelligence and why is it important what is emotional intelligence and why is it important

Testimonial: medical doctor, mother of three children

what is conflict resolution in the workplace what is conflict resolution in the workplace

Specialist Anaesthetist Dr Meredith Craigie recommends PCM to ANZCA

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Testimonial: team development for Swiss Armed Forces

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Testimonial: Exec VP HR of GM Financials on PCM

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Training Outcome Evaluation for RACS (Surgeons)

managing difficult behaviours managing difficult behaviours

Testimonial: Swiss International Air Lines Cabin Crew Management

how to manage difficult behaviour how to manage difficult behaviour

Independent survey impact of PCM at University of Otago

managing difficult behaviours managing difficult behaviours

Royal Australasian College of Surgeons (RACS) recommending PCM training

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Testimonial: Swiss Federal Railway (long)

handling difficult behaviours in groups handling difficult behaviours in groups

Impact of PCM at University of Otago

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