Frequently Asked Questions

Once you are certified in Work Values Inventory, you are provided with a number of resources.

The Neural Networks Thinking Styles Inventory is used to explore your Thinking Styles preferences.

The Work Values Inventory certification is ongoing.

The certification can be completed remotely and at your own pace in three easy steps.

There are no prerequisites for the Work Values Inventory.

This tool has been designed to give individuals a greater insight into the type of work environment that must exist for them to feel happy, fulfilled and ultimately motivated.

Once you are certified in Influence Style Indicator, you have access to a number of resources.

The certification can be completed remotely and at your own pace in three easy steps.

From the perspective of the Influence Style Indicator, influence is defined as the interpersonal behaviours that we use to have a positive impact on another party’s choices.

The Change Navigator is a change leadership tool comprised of an assessment and workbook that helps people to develop a deeper understanding about times of change.

We can be flexible in how we certify you in the tool, so feel free to reach out for a conversation if you think this is a better approach for you.

The Change Style Indicator (CSI) is designed to capture an individual’s preferences in approaching change and in dealing with situations involving change.

Once you are certified in the EQ-i 2.0/EQ360 emotional intelligence assessment, you have access to a number of resources.

There are no strict educational or professional requirements to qualify for the EQ-i 2.0 certification, but certain backgrounds may be beneficial.

There are a number of ways to ensure that the learning from the online customer service program is embedded and your team can continue to develop.

Online training allows organisations to deliver consistent, scalable learning opportunities that can be tailored to specific skills.

After our online customer service training, leaders can access course embedding support to extend and cement critical learnings.

Investing in online customer service training provides several strategic advantages for businesses aiming to improve service quality, customer satisfaction, and employee engagement.

Great customer service goes beyond solving issues; it creates a positive, memorable experience that fosters trust and loyalty.

Emphasise a "sales-through-service" approach where helping the customer is the primary goal, and sales are a natural result.

Building resilience is an ongoing process that benefits from a holistic approach—one that supports not only skill development but also the mental and emotional well-being of the team.

An effective customer service training program provides team members with the skills, knowledge, and mindset needed to deliver exceptional service consistently.

Online sales training refers to digital learning programs designed to build or enhance sales skills through accessible, web-based content.

Online sales training can be highly effective, especially when integrated with a well-designed, blended learning program.

Leaders should actively support and integrate the training into the team’s daily routines.

Investing in sales training can help improve sales success, create more confident (and productive) salespeople, and help with recruitment and staff retention.

We work with you to help articulate the unique skills and attributes required of a salesperson in your organisation and begin the candidate assessment process.

By aligning processes, tools, and rewards with a customer-centric mindset, you can build a sales culture that not only meets but anticipates and exceeds customer needs.

Sales process mapping is the structured approach of outlining each stage in a company's sales process, from initial prospect engagement to closing a sale.

Unlike standard assessments, OMG is specifically designed to evaluate the unique qualities that make a successful salesperson.

The OMG assessments can be seamlessly integrated into the recruitment process for sales roles.

This data-driven approach results in better hires, stronger sales performance, and reduced turnover.

Organisations can take a deep, data-driven look at their sales team, leading to more informed decisions about coaching, development, and team structure.

It is a psychometric tool designed to evaluate a salesperson's mindset, skills, and potential for success.

The Objective Management Group (OMG) assessments are highly accurate in predicting sales success, with a strong track record of reliability across industries and sales roles.

Sales leaders require a unique set of skills to manage and motivate their teams, drive results, and align sales strategies with broader business objectives.

The top five barriers are: lack of expectations; inconsistent feedback; fear of failure; no consequences; and leadership issues.

Successful sales leaders are defined by the habits they consistently practice to drive their team’s performance and build a culture of accountability, growth, and resilience.

The core competencies are: active listening; powerful questions; emotional intelligence; building rapport; constructive feedback; goal setting; self-awareness; adaptability; and presence.

It aligns individual performance with organisational goals, ensures consistent execution, and creates a pipeline of future leaders.

Sales development programs empower salespeople to refine their mindset, enhance their emotional intelligence, and sharpen their ability to navigate complex selling environments.

Ensuring lasting change from sales training requires embedding new behaviours, reinforcing skills, and creating a culture of continuous learning.

The best strategies involves assessing not just results, but also the skills, mindset, and behaviours that drive performance.

A strong mindset allows salespeople to stay motivated, manage the emotional ups and downs of the sales cycle, and consistently perform at their best.

Our programs are also grounded in emotional intelligence research—a proven success factor in sales.

Role clarity refers to employees having a clear understanding of their specific responsibilities, tasks, and expectations within their assigned roles.

This requires a strategic approach that aligns leadership capabilities with the organisation’s objectives, culture, and long-term vision.

A Capability Framework is a structured model that outlines the essential skills, behaviours, and attributes required for effective leadership within the organisation.

Progress is tracked using goal setting, check-ins, feedback, assessments, self-reflection, and tangible outcomes.

Executive coaching delivers a range of valuable outcomes that enhance both personal and professional effectiveness.

The time commitment for executive coaching varies depending on the goals, structure, and frequency of sessions.

Key aspects to consider when choosing an executive coach are experience and expertise, approach, references, tools, coaching plans, confidentiality, fit, and focus on development.

Executive coaching delivers significant benefits both to the individual being coached and to the organisation as a whole.

Executive coaching is a tailored, one-on-one development process designed to help senior leaders and executives enhance their leadership capabilities, performance, and overall effectiveness.

Investing in online leadership training is increasingly a strategic choice for organisations seeking flexibility, cost-effectiveness, and the ability to reach leaders wherever they are.

Overall, the EQ-i 2.0 has a strong foundation of reliability and validity, making it a valuable tool for assessing emotional intelligence.

The EQ-i 2.0 assessment helps your leaders to adjust and adapt emotions, develop and maintain relationships, use emotional information, and cope with challenges.

We map emotional intelligence using the market-leading EQ-i 2.0® Emotional Intelligence Assessment.

Emotional intelligence enables leaders to build strong relationships, communicate effectively, resolve conflicts, motivate and inspire, and manage stress and adversity.

You can use the ECD to explore and map both what your team are feeling and how they want to feel.

The ECD can create a safe and supportive environment for discussing emotions by approaching the subject in a non-threatening, structured, and engaging way.

A typical session using the deck can take anywhere from 30 minutes to 2 hours.

It's a deck of cards with various prompts and questions that stimulate discussions about culture, leadership, and individual experiences.

To build a culture that is embraced by the entire organisation, leaders need to take deliberate steps to engage, motivate, and empower people at every level.

To ensure that a cultural shift becomes embedded in the fabric of the organisation, it's essential to adopt strategies that keep the transformation alive and evolving.

The key steps to ensure that culture and strategy are working hand in hand are: understand; assess; involve; clear goals; integrate culture; learning; and adjust.

When discussing workplace culture, it’s important to recognise that culture is not a singular concept but is made up of multiple dimensions.

Workplace culture is the invisible yet powerful force that shapes how things get done within an organisation.

Investing in a leadership development program isn’t just about developing the skills of individual leaders—it’s about creating a ripple effect that benefits the entire organisation.

The best approach often involves a combination of tools and techniques to get a well-rounded view.

Effectively assessing your team's leadership training needs enables you to make informed decisions and drive meaningful improvements in leadership performance. 

We don't specialise in specific industries because leadership is a universal skill required in every business.

We tailor each program to address specific learning outcomes, aligned with our Leadership Development Framework.

Our leadership programs are designed to develop leadership capability by focusing on both technical skills and personal development.

Emotional intelligence refers to a set of emotional and social skills and use emotional information in an effective and meaningful way.

Accurate Role Perception reflects a team member’s perspective on responsibilities, activities and behaviours required.

The EQ-i 2.0, or Emotional Quotient Inventory 2.0, is a tool designed to measure a person's emotional intelligence (EI).

There are three main EQ-i 2.0 report types: the Workplace Report, Leadership Report and EQ360 Report.

There are several models, each with strengths. At Neural Networks, we recommend the EQ-i 2.0 Emotional Intelligence Assessment.

The Customer Experience Deck, often referred to as The CX Deck, is a card-based tool designed to facilitate conversations about customer experiences.

Yes, the EQ-i 2.0 Emotional Intelligence Assessment is considered accurate and reliable for measuring emotional intelligence (EI). 

The 70 20 10 model for learning and development originated from research conducted by the Center for Creative Leadership (CCL) in the 1980s.

Our six-stage approach ensures you’re not just informed, but actively involved every step of the way.

To get certified in the EQ-i 2.0 Emotional Intelligence Assessment, you need to complete a certification program that allows you to administer the assessment, interpret the results, and provide feedback to clients or employees.

We believe in an experiential and interactive approach to leadership development. Unlike traditional classroom settings, our courses are designed around Kolb's Adult Learning Cycle, which emphasises learning through experience and reflection.