Ron Newton is the president of PEAK Training Solutions. PEAK is a leadership training provider that strengthens the soft skills needed to improve employee engagement and cross-generational outreach in challenging work environments. Previously, Newton was the president of Wilderness Encounter Programs, a rugged Outward Bound-like therapy program that helped 1,200 troubled teens.
Newton did not plan a career transition from rehabilitating troubled teens to building better workplace leaders and work cultures. But in 1992, frustrated business leaders and insurers contacted Ron, insisting that he had the solutions they needed for their hardnosed workers.
–A ‘tough love’ no excuses approach to soft skill training and radical candor.
–An understanding of the causes of change-resistant behaviors.
–A practical strategy for removing barriers to change.
Since 1992, Ron has trained thousands of employee-leaders in 50 companies on 5 continents in how to use devilishly difficult soft skills to improve cooperative efforts, often utilizing risk-based decision-making and safety management as a change agent.
Newton is a 1978 graduate of Dallas Theological Seminary. He is a dynamic communicator, a Vistage International resource speaker, a contributor to numerous publications, and appears as a ‘work place culture’ expert on Fox News, CBS, and other media outlets.
The first part of this series declared that HR managers now control the basic tenor of how safety management is executed in most organizations. As veteran safety professional Mark Kennedy says, “There is now no difference between safety and human resource management. I consider them one.” As a result, safety has adopted a kinder, gentler disposition […]
In case you missed it, saving lives and preventing injuries on the job is now the duty of the human resources department. So is the choice of employee management tactics used to achieve safety. Civility is in; grumpiness is out. Insurers should be concerned, because the shift in responsibility and tactics has grounded the safety […]
Tell the truth. What are your real expectations for your safety management program? “Let’s be honest,” said one exasperated business owner. “I’d be happy if it only got my workers to do what they’re supposed to do in the first place.” If compliance is your answer, go to the back of the line. Why settle […]
Winning Them Over In Part 3 of this series, safety officer Ken Malcolm talked about the importance of building trust between hardnosers and those who try to change them. To this, Malcolm adds respect. “Give them [hardnosers] respect,” he says, “and problems go away. They might not like you, but when you handle people accordingly, […]
Turning The Corner Admittedly, Part 1 and Part 2 of this series may be a bit discouraging to the solution-seeking reader. But as a wise professor states, “There is no implementation without, first, evaluation.” So what has our evaluation revealed? First, the dysfunctional nature of the average hardnosed worker employed in traditionally change-resistant work sectors […]
Righting The Ship Wrongly For torturous purposes, let’s say that you are an executive manager who has inherited the type of hardnosed workforce described in Part 1 of this series.Your laborers are largely emotionally repressed, unsympathetic, narcissistic, uncontrollable and prone to permanently go AWOL. Ditto for your supervisors and managers. Collectively, your work force constitutes […]
Our ‘Troubled Kids’ The tone of the general manager’s phone call to the author of this series of articles revealed the deep defiance to authority that he sensed in his workers.”Are you the camp program that helps troubled kids?” he asked gruffly. “Yes,” came the reply. “Good. I have some for you — they’re my […]
A Simple Method Reduces RiskThe word conflict has a distasteful overtone. A worker who constantly fosters conflict is typically known as a troublemaker, someone who is undesirable and to be avoided. Deeper down lies the troubling common sense realization that there is a close link between workers who are embroiled in unresolved conflict and a […]