BAK's Courses and Coaching
In response to many questions from current and prospective clients, I'm formalizing my offerings of training courses. 

I have a multi-module course on interpersonal business communications, designed to help managers communicate among themselves and with the people who report to them, and to whom they report, on business topics. This is a major course, and takes several hours, once a week, for several months. It worked well for the management team at a Canadian electronics manufacturing plant, and for field managers across a province for a public service organization.

I have a customized course on understanding media relations, which has proven useful to the management team at several companies, trying to get their collective heads around how the media works, how to deal with reporters, how to understand the agendas of reporters and editors, and so on. 

There's a course on Employee Communications that radically challenges the accepted conventional wisdom. 

And I'm developing What PR Pros Need To Know About Digital Photography.

COACHING offerings are aimed at recently promoted public relations executives who know they can benefit from my thirty years experience; at non-PR executives to whom PR departments report; and at lower-level public relations people who have taken on new responsibilities in fields in which they lack experience. Allthis coaching is carefully customized.

THE BEST NEXT STEP: If you are curious about customized courses, please telephone me, and we can discuss this, without obligation.

UNDERSTANDING EMPLOYEE SURVEYS

From the podium 
Designed to be presented to groups of more than about a dozen, with me at the front of the room, this version is still designed for maximum interaction. It is presented in a relaxed semi-lecture format, with considerable audience participation. It's great for an association conference, or for the annual gathering of PR professionasl from large organizations with multiple offices.

Around the table
Designed for smaller audiences -- as small as one individual -- it can take on more of a coaching ethos, and be spread over a number of meetings, flowing apace perhaps with the development of an employee survey.

The same information is provided, less formally, when I am commissioned to design and manage surveys, when appropriate.

At the heart of these employee communciations seminars, lectures and coachings is:

Don't ask questions you don't want answers to
All specific numbers are suspect, so work in broad strokes and with concepts
Understand that you want and need different information from various groups, 
levels and sub-sets of employees.
Your senior people are probably your most important respondents
It's more important to understand actions than to understand wants