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Innovative Approaches to Learning

Creative Learning: Methods and styles specific to organizational audience

Strategic: Align with organizational business objectives by shaping/training the workforce to better meet their Mission Multiple learning vehicles: Methods and styles specific to organizational audience Leverage: Content across varied audiences optimized; increase efficiency by renewed business practice training

Multiple learning vehicles: Methods and styles specific to organizational audience Leverage: Content across varied audiences optimized; increase efficiency by renewed business practice training

Leverage: Content across varied audiences optimized; increase efficiency by renewed business practice training

Measurable: Linked to improved business results Partnership: Shared support and accountability with business Vision and Organizational implementation changes Examples of Development

Partnership: Shared support and accountability with business Vision and Organizational implementation changes Examples of Development

Examples of Development Trainings Offered:

ESTDI offers both Off-The-Shelf (OTS) Training and Customized Training & Development solutions to address “real-life” work situations within organizations and businesses. OTS is efficient and effectively teaches foundational workplace skills: such as supervisorial and manager leadership skills, time management, collaboration, and customer service.

Instruction methods include: interactive discussions, self-assessments, mini-case situations, webinars, and related resource tools.

Effective Township Customer Service:

• Inter-business and township customer service/communication
• Job development and cross training
• Customer service feedback surveys
• Ethical standards and practices

General Training Programs:

• Technical & Soft Skills Courses
• Management & Supervisory Leadership Development
• Strengths Assessments
• Managing Expectations and Performance
• Team Building
• Customer Service
• Interpersonal Skills and Dynamics
• Communication
• Coaching for Development

Specific Training Topics:

• Seasonal Businesses Challenges
• Retention and Reducing Turnover
• Motivation, Engagement, and Recognition
• Seasonal Staffing
• Managing Seasonal and Staff Resources
• Social Media to Attract and Recruit
• Industry specific

o Restaurant
o Hospitality
o Retail
o Property Management

• Managing the “Ebb and Flow” of Seasons


• To Refine General & Specific Skills
• To Meet Mandated Requirements
• Onboard (orient) New Hires
• Retain Employees
• Coach for Performance
• Succession Planning and Development

Sample Training Topics available in 50-minute talks to half day 2.5 - hour workshops, full day 6 hours or customized to your needs.

Do You Need to Lead, Manage, or Do Both?

Coaching is a developmental process of supporting individuals in making conscious decisions about their professional, personal and business/organizational lives. Leadership as a strength begins with the individual, accordingly “self-leadership” is the first step or focus in leadership development. It all starts and ends with you! Without leading yourself first you cannot lead others towards success. As a positive outcome, great leadership is developed, respected, and powerful. Together they are the most effective combination to get you where you want to go!

Objective: Get clear on what the biggest goals and opportunities for improvement are in your life or business, get centered and refocused by focusing on the right things to take you there, and learn about what coaching and leadership development can do for you and/or your business.  

Why Great Business Managers Are Needed Today

Focusing on what our business owners can do now that they have hired their staff for the season. Did they hire the right people to fulfill their expectations? Are their employee attitudes having a significant, measurable impact on their bottom line and if not, what can managers do to turn it around. How can your Managers make a difference in your business over the next several months, and how do we build upon their strengths for the rest of the season?

Future considerations would include if your manager has the training and skills to do the job, do they have the track record to prove their talents, and are they engaging your employees?

Objective:  Learn the importance of setting expectations for managers, learn the importance of setting expectations for employees, learn how attitude and poor performance can impact the bottom line for business, the team, and employee effectiveness, learn to be a better business manager by having: clear expectations, addressing issues quickly, coaching and developing staff, and addressing options if the desired results are not accomplished.

Millennials Are Today’s Future

According to Gallup, 87% of Millennials say development is important in a job.

This involves understanding the relationship between employee satisfaction, engagement, and future behaviors to improve employee experience.

Objective:  Learn the top three drivers of employee engagement and how you can help yourself tune into “WIFM” for your employees. They want more out of life, and they believe they can get it. Will you be able to attract and retain them?

Using Strengths to Develop a Great Team 

Discover what Makes an effective leader. While two leaders may have identical expectations, the way they reach their goals is always dependent on the unique arrangement of their strengths. How do you bring an uplifting atmosphere in the work environment, even in the midst of down times? How to increase your bottom line with a well-rounded team, learn to not only understand your followers needs but supply them with a trusting and caring work environment.

This interactive presentation demonstrates how to use the Clifton StrengthsFinder™ assessment to be more engaged, more productive and relevant.


  • Gain a little more self-awareness.
  • Tune into your natural strengths and talents, and how to capitalize on those of your team.
  • Begin to think about using strengths to build a ‘strengths based’ organizational culture.

Avoid Employee Burnout – Make Money, Don’t Burn It

Being burned out is not just the result of long hours. It can also happen when people don’t feel that they have sufficient control over their work or the job is a poor fit. Despite being common, individuals aren’t aware of why burnout happens or how to keep it from happening. Being able to understand burnout, its causes, and how to prevent it is essential in order to provide an uplifting environment, great customer service and a happy and productive team.


  • Learn how to protect yourself from burnout.
  • Understand the causes of burnout,
  • The effects of burnout on the workplace, and how to prevent it. 

Say What You Expect to Get Result 

Performance Expectations = Results (measured by objectives and standards) + Actions & Behaviors (measured through performance dimensions)

Objective:  Help improve accountability, performance, and attract and retain employees. Using expectations to set-up your job description (come up with performance expectations) walk out with the performance standards you can readily use. Learn to communicate roles, responsibilities, and accountabilities. Give prospective candidates an accurate reflection of the experience of being in the role; identify the behaviors a candidate must have to be effective in the role.

6 Ways to Lead & Get Results

It’s essential for organizations to focus on getting the highest possible return on their workforce investment. To achieve that goal, it’s more important than ever for supervisors/ managers to motivate employees, challenge them to peak efficiency and create an environment that helps them grow not just as employees, but as people.

You don’t have to do anything to be a Group, but you have to EARN the right to call yourself a TEAM! Everyone wants to be part of a TEAM, but how do you really make that happen?

Objective: Learn stages of team development, identify the stages of your work teams, tips on how to work together and moving forward.

Are You Planning for Success?

Understand the strategic planning process and some of the differences between regular (or operational) and strategic planning.

Objective: Learn the benefits and limitations of strategic planning, know what the process involves and what you need to know to chart a course for the future.