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Training is built up as a development process. In our experience, for the training to have an effective long-term impact, the steps required for the desired change and the methods associated with them should be combined in a single process. Without proper preparation and follow-up the impact of the training is significantly reduced. Based on the preparation we can build an efficient training curriculum customized to the group, and during follow-up we can address any individual difficulties arising during the changes and make the knowledge really applicable to everyday tasks.

In the training processes we can work particularly efficiently on the development of specific skill areas: sales, negotiation, cooperation, leadership skills, presentation, telephone communication, conflict resolution, dealing with complaints, other specific areas of competence. In addition to the transfer of model and knowledge, the training provides an opportunity for practice, experiential learning, developing feedback and thus for bringing the new knowledge to a practical level. The training processes are recommended primarily when progress is needed in a specific skill area. When we work on the inner personal relationships of the staff members to their work and their professional role – attitude, motivation, personal goals, commitment – the training process is often accompanied by group or individual coaching as a supplement.

Structure of the development/training process:

  • Identification of the objectives – definition of the desired change
  • Preparation – interview with the participants, executives
  • Planning – planning the unique structure of the training, the follow-up, the evaluation
  • Training (one or more training modules)
  • Follow-up (workshop/team coaching)
  • Evaluation