A human behavioral model was created that has at its core the ability to affect people’s thoughts feelings and actions if they are exposed to it by various instructors.  There was no affect based on who taught the model, which proves the power of the model in and of itself.  We were also able to show using instruments that through exposure and use of the model people’s movement in their self-concept and self-efficacy can be validated.  It also proved that the Focus Model® serves as an instrument to reduce burnout, a concern that was chosen to be studied because the issue of morale is huge in affecting one’s overall personal and professional performance.  Therefore, by utilizing an instrument that could remove burnout, there would be a better opportunity for the affected person to feel more spirited about himself and consequently go out and recreate the model to affect other’s thoughts, feelings and actions.  Although since 1988 we have gathered a lot of hard, quantitative evidence, we can also boast significant qualitative evidence through people’s support of these numbers via post testing interviews conducted both individually and in the longitudinal study that was conducted on developing the behavioral outcome matrix.  Although these findings cannot be 100% conclusive, we also realize we’re dealing with the complexity of human beings.  We are encouraged, however, that this a model, if replicated, can enhance the efficacy of people’s thoughts, feelings and actions, enhance their self-concept and increase their morale by reducing burnout, a factor that negatively affects one’s performance.


The research was designed to prove that there was the ability to create a model that was sequential, systematic and replicable. The model, when replicated, would show an ability to interact people effectively. There are many factors that are involved in developing relationships and communications within an organization’s performance. This research showed that consistently providing a means of communication and interaction that activated and aligned the thoughts, feelings and actions of individuals was what missing from the success formula. Just as we have structured IT (Information Technology) from a systems approach by not leaving hardware and software purchases, as well as training, to chance, so too can we now structure a systems approach to alignment/activation of communication, interaction, morale and ultimate retention of key constituent (employees, clients, etc.).

The consistency of the model has tremendous implications for increased productivity both in profit and company valuation. Through extensive research, Focus Group practices have proven to be both valid and reliable. An example of the tremendous potential in the practical application of its model as a training process for activation is its use with over 500 MLS Camps employees. The Focus Group allowed MLS Camps to consistently replicate an 85 – 90 percent retention rate of clients and has also been proven as an effective activation tool in the 2000 study conducted by The Taylor Research and Consulting Group, an independent research group from Stamford, CT, that was hired by Major League Soccer. MLS had wanted to find out who was influencing their market most effectively, and their research found that MLS Camps the strongest effect on ticket sales/game attendance and TV viewing. The results were dramatic. The Focus Group training of the MLS Camps staff has produced consistent results through their interaction with clients at the grassroots level, more than MLS’s TV mass marketing or publicity events in each team’s area of dominant influence (ADI). The Focus Group’s interactive/alignment model development processes will soon be recognized as the process that all organizations will want to utilize, both internally for their own staff as well as for its potential for revenue production with sponsor wanting to penetrate the grassroots communities.

The implications here can be transferred to any organization that wants to become adaptive to meet the needs of all constituents (clients, employees and stakeholders).