Who We Are - What We Do

We are the global authority in Optimal Thinking and the world's premiere personal and organizational optimization company.

Our purpose is to optimize the thinking and performance of individuals and organizations with consistent Optimal Thinking. We pledge to deliver unparalleled value, guided by principles that place Optimal Thinking, trust and supreme client stewardship above all else.

We provide corporate consulting, public and on-site seminars, executive and life coaching, writing services, self-optimization and 360 assessments, products and resources to facilitate individual and business optimization with best practices through consistent Optimal Thinking.

We work within large corporations, government and educational institutions, not-for-profit organizations, small businesses, and with private individuals.

We publish two e-newsletters, "The Optimal Thinker's Newsletter” and “The Optimal Thinking Leader."

OptimalThinking.com, a division of The World Academy of Personal Development Inc., is based in Century City, Los Angeles, U.S.A. The company was founded in 1985 by consultant, trainer and best-selling author of Optimal Thinking, Rosalene Glickman, Ph.D.

Case Studies

• Organizational Assessment and Optimization: A large department of a national organization was performing poorly after a new leader had taken the helm and restructuring had taken place. Morale was low and the business objectives were not being met. After performing oral and written assessments, we provided specific recommendations to optimize the organization structure. Dr. Glickman provided coaching for the leader to communicate with the best interests of the employees and the organization in mind and heart. Optimize Your Team workshops aligned with the department’s five measurable objectives were customized and conducted for the employees, and a follow up program was implemented to determine the results. A 41% increase in their most important business metric (cases completed) was achieved within a period of one year. Increases of 39% - 65% were achieved for the other metrics (aging cases resolved, cycle time per case, employee satisfaction, and customer satisfaction).

• Maximize Productivity and Profitability: An 8,000 employee corporation was experiencing poor productivity and profitability primarily as a result of poor risk management. We made changes within command and control, and implemented Optimal Thinking to determine the company ’s best practices for risk management and damage control. We designed and presented seminars to maximize individual thinking, productivity and communications, and organizational efficiency and effectiveness. Much needed enthusiasm was again palpable within the organization and a 27% increase in bottom line results was achieved within six months.

• Strategic Planning Optimization and Implementation: A mid-sized financial services organization was receiving customer complaints due to a recent change in corporate policy. With the help of focus groups, social networking and individual interviews, we listened to the voice of the customer. We then shared the information with leadership and asked the employees for their best solutions. We were then able to design and execute a strategic plan with “employee ownership” that served the best interests of the customer.

• Hiring the Right People: The human resources division of a large organization was concerned about the turnover of personnel. Although candidates submitted resumes and went through background checks and skills assessments, 18% of those employed left the organization within six months. During exit interviews the majority of these employees stated that they did not feel they were the right fit for the organization. We recently implemented the Optimal Thinking Online 360 Assessment as a hiring tool for a trial period of 12 months. During this period, only 2% of a similar number of candidates have left the organization, and their reasons for leaving were based on situations beyond their control. The Optimal Thinking Online 360 Assessment will now be a permanent part of the organization’s hiring procedures.

• Culture Optimization: After experiencing funding cuts, the employees of a U.S. government organization were anxious, despondent, focusing on issues that were out of their control, and wavering in their productivity. “Why bother?” was felt throughout the organization. We assessed the employees’ thinking patterns with the Optimal Thinking Online 360 Assessment and implemented Optimal Thinking. The employees committed to doing their best regardless of the circumstances and learned how to consistently integrate time, communication and leadership optimization strategies to consistently maximize any and every situation.

• Interdepartmental Optimization. Many employees (including leadership) in the manufacturing and sales departments of an automotive corporation did not get along, and miscommunications between the two departments were impacting the entire organization. We provided conflict resolution and assertiveness skills best practices coaching to the key personnel. We also designed and facilitated an Optimize Your Team workshop for employees in both departments aligned with metrics to measure results over a two-year period. Mutual goals were set and achieved and the “organizational bottleneck” was eliminated.

• Turnaround Optimization: A 2000 employee organization with gross annual revenue of $22,750,000 was $18,250,000 in debt and on the verge of bankruptcy. By reengineering the organization, we eliminated the long term debt within 28 months. We achieved cash reserves of $1,100,000 within 36 months. We increased sales, added revenue streams, cut unproductive product lines, eliminated suboptimal operational inefficiencies, downsized personnel, and developed and executed new strategies, goals, and objectives.

• Maximize Leadership Development: We conducted a 16-week motivational management program for the partners of a national professional services firm. We coached several partners in assertive communications; conflict resolution; motivating employees to be their best; and how to best manage time. We facilitated 16 workshops where the vision, mission, guiding principles, values, strategies, innovation and tactics of the organization were reviewed, optimized and executed.