Development programs ...
The main goal of our development programs is to cultivate skills, which is why we heavily rely on games and exercises. From our experience, this approach significantly increases participants’ personal engagement in the program, encourages self-reflection, and leads to lasting changes in behavior, both in professional and personal contexts.
When working on changing specific skills, it’s crucial to have time to test new behaviors in various professional situations. Therefore, we suggest breaking the competency-building process into several workshop sessions linked with developmental tasks that participants will complete between meetings.
This allows participants to develop new methods of functioning in their current environment, implement them in their daily professional practice, and review personal experiences or obstacles during subsequent workshops. As a result, “new behaviors” become ingrained, enhancing personal effectiveness in daily professional interactions.
Each session is structured according to David Kolb’s learning model. Participants are invited to engage in a game where they face challenges that test their existing skills. The results, which are a consequence of their behaviors and decisions, are reflected upon and discussed in a group setting. Each session concludes with a summary based on the theoretical model, along with workshops designed to develop new approaches and potential exercises to support the implementation of new skills into practice.
Development cycles are constructed according to the following principles:
- The development program starts and ends with individual 360-degree assessments for all participants involved. It consists of no fewer than three training sessions.
- Each session is conducted at intervals no longer than 4-6 weeks.
- Participants receive “development tasks,” the completion of which qualifies them for continued participation in the program. Individual differences in results indicate readiness and potential for implementing new work methods.
- Overall group results enable further, precise planning of development activities.
Andrzej is ...
Executive Coach and Leadership Trainer with over 34 years of professional experience in the field of Sales Management and Human Resources Development. A member of the Forbes Coaching Council, the Chamber of Coaching in Poland, and the Polish ISTDP Association.
For over 22 years she has specialized in creating and leading development programs supporting both corporations and individual clients in the area of relationship building based on emotional competencies.
