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More Than Coaching

Individual development of managers using applied psychology methods, coaching, training and dialogue

We are offering a diagnostic programme that thoroughly maps the your competences and via self-discovery identifies goals you are able and willing to achieve.
The second step is an intensive training and self-experience programme which helps you to achieve identified goals:

  • improve in the direction you / you employer desire
  • improve skills which you are not fully competent in
  • learn about yourselves and others so that you can work better and more efficiently
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Twinning for Sales Personnel

Twinning will help you improve self-presentation, communication as well as your ability to convince a client. It is popular especially among sales personnel but it can be useful for managers too.

How Does Twinning Works?

Our coach will be present at your business meeting with you, observing both your behaviour and your partner’s reactions. Afterward you will receive a qualified feedback, advising you what needs to be improved, where to focus your efforts and what  to tune down. The experienced coach may then participate at more of your business meetings while you will be trying to implement recommendations. This way you can quickly find out how your meetings have improved.

Is Twinning Good for You?

Have you attended many group courses before and are sceptical you could learn anything new? And yet you want to further improve? Experienced salespeople often ask for our twinning to get new valuable pointers.


Do you have a specific problem you want to get rid of and do not want to speak about it at a group course? Twinning will provide professional feedback, telling you whether your problem is indeed substantiated – and if so, we will tell you how to eliminate or even learn to use it to your advantage.

 

Twinning is also often used by superiors who are aware a member of their team has a weakness. Twinning will help them eliminate it without having to speak about the issue in front of the team.

Seminar Aims

– dismantling your bad habits
– finetuning your strengths
– learning how to eliminate your weaknesses
– finding out how others perceive you

Development Centres

  • A Development Centre is a diagnostic and development method focused on so-called soft skills – social and communicative abilities and managerial competences. It identifies strengths and development areas of employees. The DC is an ideal precursor to courses as employees realize why a given course is recommended and better identify with the need to develop these areas.
  • The Development Centre programme is tailor-made, based on the client’s demands.
  • Development Centre is usually led by two experienced psychologists – diagnosticians and one trained consultant.
  • Our Development Centres use methods verified in Czech environment.
  • Should You have unusual demands for a Development Centre, our highly qualified team of methodologists, statisticians and diagnosticians will design and test an entirely new method for You.
  • A Development Centre is solely for employees of the client.
  • Development Centre assessment includes detailed characterisation of a participant, plus a recommendation for further development.
  • Development Centre feedback is provided as intensive coaching interview led by an experienced psychologist – coach. In the interview we try to motivate and inspire the participants to further development. As a side effect, the work attitude and willingness to change of the assessed also often improves.

Previous Experience

  • We have been setting up Development Centres for many years, for financial institutions, media, insurance, engineering, food, pharmaceutical and service companies, non-profit organisations.
  • We have run Development Centres for companies with dozens as well as thousands of employees.
  • We have experience with Development Centres based on various criteria, for specialists, sales personnel, management (lower, middle, upper) and trainee projects.
  • We have learned from mistakes often made by our competition, which lead to wrong conclusions from Development Centres – we work with good, experienced and qualified assessors (often with a Ph.D. and over 15 years of experience); we supplement our methods with projective diagnostics, which is not influenced by the self-stylization of the candidate; and finally – we use methods proven to work in Czech environment.
  • Feedback is partially provided to the participants already during the Development Centre.
  • We have ample experience with complex development projects – from identifying the expectations through communicating the project to employees, running a Development Centre up to setting up both „urgent“ and long-term education targets, including a framework providing running feedback on the success of the project and enabling further adjustments if needed.
  • We pass on our experience to present and future colleagues – we teach Employee Education Methods at the Department of Andragogics of the Philosophical Faculty of the Charles University and Methods of Employee Evaluation, Education and Personal Development at MBA Courses.
  • We have published two books and a number of articles on Development Centres.

Circular Team Intervention

  • Do You feel that Your team performance is bogged down by bad feelings?
  • Have You noticed conflicts over little things? Are Your people irritated?
  • Has there been a conflict in the team that hasn’t been solved and keeps poisoning atmosphere?
  • Is team work hampered by one of its members, who is nevertheless a good or even indispensable worker?

Impaired relations in a team may impair employees’ stability, health, as well as performance and approach to clients. We can change that. What can You expect from us?

  • We use qualitative and individual approach, no off-the-shelf questionnaires and solutions.
  • We work with a real problem, not rulebooks and theories.
  • We hear out every involved party without bias.
  • We provide sensitive feedback for every team member, use psychological tools and guidance to help them improve their attitude and communication within the team.
  • We inform the team which changes in a member’s behaviour would be appreciated by the team.
  • We encourage the notion that there are better relations in the team than previously believed.

This brand new method has been developed by our specialists, based on previous extensive experience with the established method of 360° Feedback. Specific problems with relations in the teams of our clients have led us to modify it and eventually develop the Circular Team Intervention.

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Employee Engagement

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How to use satisfaction, happiness and motivation to achieve more

“Folks are usually about as happy as they make their minds up to be .”

– Abraham Lincoln

“Your company is only as happy as its employees are. Help them find the way.”

– Tres consulting

What does engagement means for You?

  • Better performance and results, lower fluctuation, higher attractiveness (not only) for the labour market, less illnesses and injuries… That is, business success
  • Active and loyal employees, willing to breathe for Your company, because they want to… That is, happy people You will gladly work with
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