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THE
FREEMAN
INSTITUTE®
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"Dealing With People Who Drive You Crazy!"®
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critical incident debriefing, anger, eap, rage, sexual harassment,
violence prevention, key employee, coaching
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A White Man's Journey Into Black History
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Critical
Incident Debriefing
(CID) Coach
~
When Absolute Confidentiality is Absolutely Necessary ~
Dr. Freeman is the Originator of
~~~ " T.H.T.M." C u s t o m i z e d C o a c h i n g P
r o g r a m ~~~
especially designed for
Senior Executives, Key Employees, CEOs,
Pro Athletes,
Musicians, Entertainers, Politicians, etc... |
© Copyright, 2001-NOW The
Freeman Institute. All rights reserved. Nothing on
this page may be used without
explicit written permission. Note: Reproduction of any kind,
including copying and pasting, is strictly prohibited.
"Coaching with Dr. Freeman has stretched me
both personally and professionally..."
- a satisfied client
>>>>>>>>>>>>>>
<<<<<<<<<<<<<<
A number of organizations have utilized Dr. Freeman's services as a
Critical Incident Debriefing / Emotional Intelligence / Anger
Management / Stress Management Coach. This extremely successful,
proprietary process is viewed as an investment in senior executives,
managers and key employees/associates.
Dr. Freeman also works with pro athletes, CEOs, musicians,
entertainers and other high-profile individuals.
For 20 seasons Dr. Freeman served in player development as mentor/chaplain to the NBA
Washington Bullets/Wizards (1978-98). During
that time he worked (and still does) with a lot of professional
athletes behind the scenes. He learned that it takes a big ego
(the word is used in the most positive light) to play at the pro
level. Perhaps we can substitute the word "confidence"
for "ego."
CEOs and other senior
executives are similar to professional athletes in many ways. It
takes a lot of confidence to play and work at their respective
levels.
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Joel A. Freeman |
The reasons for
investing in a valued key employee may vary. Most organizations that
introduce an employee to this process are sending the positive
message -- "We value you. We want things to work out so that you
can be the best at what you do...for a long time." In some
situations, this process
may be viewed as a last-ditch effort to salvage a stellar career
that has been interrupted by any of the following:
I
N C I D E N T
E
X A M P L E S |
-
outburst(s) of
rage (throwing things, loud talking, etc.)
-
sexually-inappropriate
gesture(s) or comment(s)
-
racist
or prejudicial remark(s)
-
stress --
causing reduction in performance
-
personal grief
-- causing a lack of performance
-
threats of
workplace violence
-
domestic
situations impacting work performance
-
coping with
the threat of divorce/separation
|
-- CRITICAL
INCIDENT DEBRIEFING --
-- CONFIDENTIAL INCIDENT DEBRIEFING --
"T.H.T.M." --
(Ten Hour Three Month) Process
Dr. Freeman specializes in situations
that may be referred to as CID -- "Critical
Incident Debriefings". I like to call it "Confidential
Incident Debriefing." The reason why they are
viewed as "critical" is because something verifiable has happened
(or a series of incidents) causing strain with the internal/external
relationships around the organization, perhaps resulting in the lowering
of morale and productivity.
In
some cases there is the reality of a lawsuit (or threat of such)
because of a recent critical incident or two. In other cases this
program is viewed as more of a "preventative maintenance" measure.
Dr. Freeman is skilled at customizing the T.H.T.M. Process so
that it fits for each situation, whether a person comes voluntarily
or is court-appointed. Strong feelings of resistance to engaging in
a CID process like this is quite normal for many clients --
especially when told to do so. Joel is comfortable coaching clients
who may feel that the allegations are unjust.
Freeman specializes in working with
high-energy, high profile, "Type-A" individuals who are looking for absolute
confidentiality.
A seasoned veteran, Dr.
Freeman is a State-certified professional counselor, prolific
author and world traveler (55+ countries). He is multiculturally
astute.
Dr. Freeman
is virtually unshockable --
having coached a number of professional athletes, politicians,
high-powered CEOs and other senior executives over the years. Joel views each
person with utmost respect and dignity, regardless the situation.
Dr. Freeman states, "It is hard for me to put
into words how I do what I do, but somehow,
because of the years of training and experience, I
am able to relate to skilled and high-net-worth
individuals who function at impressive levels of
excellence in their careers. The chemistry that
begins with the face-to-face meeting helps. But
also I am able to bring in sound advice that executives or athletes
respect...and then begin to see results as they implement
that advice.
"Emotional pain is the greatest change agent in anyone.
When emotional pain outweighs the pleasure of
any situation, the possibility for heart and
behavior change is right around the corner.
No one
wants to change more than the person who is
dealing with rage/stress issues. Once
they experience the initial positive changes,
hope begins to bloom within and then we build,
incrementally, upon that hope.
"Denial is
part of the challenge, but I have certain
techniques I use early on in the T.H.T.M. Process
designed to gently challenge denial, blindness
to negative behavior, or outright justification
of negative behavior."
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A one-day seminar dealing with
anger management or stress management doesn't begin to touch the
deep-rooted issues generally associated with events surrounding
the need for this unique CID process. It is easy to mask the contributing
issues for 6 hours and get a certificate for attendance. The
organization's legal and/or EEO box is checked...but generally
the authentic transformation box remains unchecked.
That's why Dr. Freeman developed
the T.H.T.M. (Ten-Hour Three-Month) Process. He wanted something that
would blend a longer period of time mixed with the immersion in
practical principles that provide tools and skills for anger
management.
The time element is necessary,
because the "flight into health," passive and/or aggressive
resistance and other human defense mechanisms need to be smoked
out in the first few weeks before the skills and tools can work in
an authentic manner.
_________________________________________
An additional tool we can use
is the customized online 360 Feedback
instrument. This is
designed to help provide a more complete understanding of the
strengths and vulnerabilities of the one being coached. The data
that emerges will give a more complete foundation for the entire
coaching process.
This process may be viewed as an effort to make someone more
"promotable" -- taking an "A" rated employee and
making him or her "A+". Or developing the interpersonal
skills of a technically competent key employee.
If you are an HR
person viewing this option for some key employees in your
organization, let's discuss ideas on how to roll out a program so
that will be viewed as a positive benefit. If done right, this
program can cause employees to clamor to be a part of it, rather
than be viewed as the dog with fleas -- "What's wrong
with him/her?"
-- (Dr. Freeman's cell: 410.991.9718).
© Copyright, 2001-NOW The
Freeman Institute. All rights reserved. Nothing on
this page may be used without
explicit written permission. Note: Reproduction of any kind,
including copying and pasting, is strictly prohibited.
~
ADVANTAGES ~
It will
enhance his/her personal leadership skills, abilities and
understanding.
It provides a gentle accountability for personal growth.
It will provide new, fresh direction -- objectivity.
It will enhance his/her promotion potential.
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The
following T.H.T.M. CID Program is an effective two and a half month,
ten-hour personalized process that has worked well for many satisfied key
employees:
First two hours --
Dr. Freeman meets with the key employee in the
Baltimore/Washington region or there are special travel arrangements
made. This personal meeting helps to establish rapport, understanding
and earning mutual respect. The presenting issues are discussed.
Well over
fifteen hundred
dollars worth of profiles, inventories and tests are administered and interpreted, along
with the development of an action plan. Everything discussed
is held in strict confidentiality. Confidentiality is central to the
success of this CID program. No evaluation or assessment is given to
the Human Resources Department except at the client's request. The
only paperwork between Dr. Freeman and the organization is a letter
indicating the start and finish dates of the process. The proof of success
is exhibited
behaviorally over time.
(read letter of
endorsement below)
Anger Inventory, Personality Profile, Conflict Resolution Profile,
Stress Management Inventory
Depending upon the
situation, the key employee travels to the Baltimore/Washington
region (BWI Airport) for the initial consultation. This trip is
invaluable, as it provides time for anyone in denial to reflect upon
the seriousness of the situation. On rare occasions Dr. Freeman
will travel to meet with the key employee (costs extra). Many organizations have a
bricks and mortar presence in the Baltimore/Washington, DC region that can be
utilized for such a meeting.
Eight hours --
For eight weeks thereafter the key employee and Dr. Freeman meet for an hour over the phone.
The total THTM coaching process is ten hours over approximately three months. The secret of success is the saturation in leadership
principles over a sustained period of time, combined with gentle
accountability and the respect that is earned by both parties...
_______________________________
-- Dr. Freeman's personal cell: 410-991-9718 and
email
An Incentive Idea That
May Work For Your Organization
A 50/50 split on the cost required to
implement the CID program...shared equally by the organization and the
employee. The employee pays for half of the cost
and then is reimbursed a year later by the organization if there have been no
more recorded
incidents. This generally is viewed by both the client and the
organization as an additional incentive for
behavioral change.
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Four Major Transformations: A Global Briefing
for CEOs -- Learn More
|
"When
Strangling Someone Isn't An Option"
Popular Seminar Program Addressing Anger Management
Issues
1. All-Day "Diversity Seminar" Program --
Click Here
2. "Diversity Day" Presentation or Keynote Address --
Click Here
3. "Black History Month" Presentation --
Click Here
4. Dr. Freeman's African American History Collection --
Click Here
5. Preview Online Diversity Course --
Click Here
Flash Player needed to Preview Courses -- Download
Flash
6. Critical Incident Debriefing --
Click Here
7. Symbols that Address Cultural Awareness --
Click Here

To Whom It May Concern,
This letter is to provide a reference to our
affiliation with Dr. Joel Freeman during the past
several years at National HME, Inc. We first engaged
Dr. Freeman for our national manager’s conference in
2009 to speak to our leadership, providing methods of
improving communication and excellence in service.
The success of his presentation lead us to engage in a more in
depth relationship joining our team as our Corporate
Coach that was expanded throughout our organization
to three levels. All of our executives were involved
with Dr. Freeman on a monthly basis and our upper level
and mid-level managers were involved on a less frequent
basis. Dr. Freeman was involved in our
management/leadership meetings yearly.
During his four years with National HME, he was able to work
closely with our management team developing a company
culture that was broad and deep. Our company
experienced rapid growth for several years expanding
from one location in Texas to forty operating
distribution sites throughout thirteen States. National
HME, Inc. specializes in providing medical equipment for
the hospice industry serving more than 20,000 patients
on a daily basis and 400 teammates.
His expertise in developing and implementing a corporate
Code of Conduct was invaluable. The leadership of
National HME was very impressed with Dr. Freeman’s
ability to ensure that communication and accountability
was always in the forefront of the organization. With
the growth of any organization it is imperative that
openness and an ability to have a voice in the direction
is recognized and appreciated. This was a valuable and
priceless direction that we enjoyed with the skill
level that Dr. Freeman provided for our
organization.
I recently stepped out of the role as the CEO of
National HME, Inc. and now in a more passive role as the
Executive Chairman. I have worked with Dr. Freeman in
other organizations for many years prior to National HME,
Inc. and would certainly recommend him as a great
contributor for excellence in your business endeavors.
Best regards,
George
R Robertson
National HME, Inc., Executive Chairman & Founder
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B U R E A U O F E N G R A V I N G A N D P R I N T I N G
On behalf of the Office of Equal Employment Opportunity/Employee Counseling Service, Treasury Department, Bureau of Engraving and Printing, it is with great pleasure that I write this letter of reference for Dr. Joel Freeman.
This office has the responsibility to consult
and counsel with individuals who bring a number of issues to the job that affects their personal life functioning and/or job performance. Additionally, we see many people file complaints based on allegations of discrimination.
I have known and had the opportunity to request the services of Dr. Freeman for the past seven years. Over the years we have made numerous referrals to Dr. Joel Freeman of The Freeman Institute.
He has assisted employees with Critical Incident Debriefings as they relate to
stress, anger management, grief,
sexual harassment and other related issues that accompany traumatic events.
Dr. Freeman has been an invaluable resource to our
agency/office, always willing to assist our employees in working through the difficulties or situations they have encountered in their work and personal lives.
Whenever we have contacted him regardless of the hour, which is often beyond expected duty hours, he has been available to offer assistance in obtaining needed services or information. The comfort of knowing that we have access to someone of Dr. Freeman capabilities is reassuring and is an asset to anyone working in our metropolitan area and beyond.
Our clients have enthusiastically raved about the services they have received from Dr. Freeman with comments such as “it’s so easy to talk with him”---“I got so much from Dr. Freeman about life and
living”---"He has helped me think within the moment and not skip all the way to end and predict the outcome”.
One of our top management officials wanted to know ---“where have you been hiding him?
When I was discussing one of my subordinates with him, he gave me some invaluable information. I feel like I need to have a few sessions with him myself!”
Dr. Freeman is truly worthy of this letter of recommendation. It is very hard in these days and times to find an individual so committed to
his work and willing to make a difference in helping others make positive changes in their lives.
I’m pleased to have the opportunity to share with you
what a precious asset Dr. Freeman has been to us and would certainly be the same to anyone having need of such services for their organization.
He has exhibited a genuine concern for the quality of life and is a highly perceptive person. His outlook in any situation is
perseverance until the objective has been reached.
Sincerely,
Jean
Pitts
A. Jean Pitts, Chief (retired)
Office of EEO Employee Counseling Service
Bureau of Engraving and Printing, Washington, D.C. |
|
© Copyright, 2001-NOW The
Freeman Institute. All rights reserved. Nothing on this
page may be used without explicit written permission.
Note: Reproduction of any kind, including copying and pasting, is
strictly prohibited.
"The
HR Director's Best Friend"
www.EAPseminars.com
The cost-effective alternative
to employee education.
Target training. Many topics. Certificates of completion.
This
Customized Coaching Program is not intensive therapy. Even
though therapeutic dynamics are utilized, the Program is
viewed as coaching.
Confidentiality is necessary for the integrity of the
coaching process.
The subject matters discussed are considered private and
confidential
with the key employee and no one else.
|
Some
organizations put Dr. Freeman on retainer. The best way to
develop a comfort level for the retainer option is to do a pilot
program with
one key employee and evaluate the positive results.
________________________________________________________________
National Sports & Entertainment Law Society
founded by law students, dedicated to sports and
entertainment law

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Dr.
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"WHEN
STRANGLING SOMEONE ISN'T AN OPTION!"
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Comprehensive information addressing violence awareness and
prevention in the workplace --
________________________________________________________________
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"Dealing
With People Who Drive You Crazy!"®
The
Freeman Institute™
Box 305, Gambrills, Maryland 21054
TEL 410-729-4011 CELL 410-991-9718 FAX
410-729-0353
EMAIL info@freemaninstitute.com
"critical incident
debriefing -- CID -- eap -- coaching -- anger management -- sexual
harassment -- racial insensitivity -- cultural competency" |
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