Life theory and philosophy that can be applied using the model developed by Dr. Marshal Rosenberg. The model teaches how to describe facts, to identify and express emotions and needs as well as to make requests in a non-aggressive, shameful, judgmental or accusatory manner. The model helps people to assume responsibility for their behavior, to avoid conflict and to bridge differences in a structured manner.

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Model for identifying basic processes in human function in every age group, culture, race and gender. The model, based on innovative knowledge, was developed following research conducted over 10 years by Dr. Sandra Segal and her team. The research involved approximately 40,000 people from twenty-five different cultures. Based on the accrued knowledge, the Human Dynamics ® model was developed to understand various human functional processes in different life situations.

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The LOTS ® process of reflection and planning is an insight-based process in which quality planning is assisted by the planner's heightened awareness of both themselves and their organization.

The process involves seven stages that include open questions that help the planners center around a vision, values and a coordinated goal, and to take responsibility that results from a commitment to them. In LOTS®, we emphasize personal and organizational values, their manifestation, as well as on the relationships in the organization and between the organization and its customers. Planning invites a process of reflection, insight, inferences and construction based on the organization's strengths and the ability of the people comprising the organization. The planning stages include goal setting and management – which are clear parameters of success – and a built-in process of examining premises and progress towards achieving the goals that were set.

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A method that enables a significant encounter between a large number of people who share a common interest, an open discussion, the formation of ideas and making of decisions on a defined issue. Technology allows for expression and leadership for each participant. It also allows more complex and higher quality decisions to be made in a shorter amount of time.

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A tool based on the insight that learning from success enables an organization to develop in the directions it wants, as a result of building on its strengths and powers. The traditional approach, which states that we investigate the problems in the organization and come up with solutions, does not allow us a broad, creative perspective regarding the fulfillment of the organizational perspective. Through appreciative inquiry, we can garner the creative forces, lateral thinking and energies of cooperation to promote the shared goals in the organization. By encouraging a wide range of parties to ask positive questions regarding pinnacle successes and experiences, appreciative inquiry serves to involve people in building an organization and world in which they would like to work and live.

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Everyone is exposed to a direct and indirect trauma in their everyday life. According to the Somatic Experience®, our natural instincts – to fight, flee or freeze – were trained and redirected in ways that limit our repertoire of coping mechanisms with trauma. This causes the trauma to accumulate in our central nervous system. The understanding that we have to liberate these suppressed reservoirs of energy is basic to this innovative perception of first-hand and second-hand trauma and of healing. By connecting to available resources, people can help and release this energy and continue in the flow of life. For additional reading on the subject of Somatic Experience click here