How We Train

To our institutional clients we offer consultations, trainings and workshops, as well as individual coaching sessions. Our goal is to support both employees and management with their development by providing knowledge, giving opportunities to practice skills and to expand on their range of professional competencies.

All of our training projects consist of the following stages:

Training needs analysis

The starting point of our cooperation with  a client is a training needs analysis. Its aim is the following:

  • To view a given organisation as a system of co-working elements and to find areas which need improvement
  • To separate those organisation parts which can be improved by means of training from those which need organisational changes at a higher level
  • To learn about the target group: their duties, goals, motivation, behaviour patterns and their competencies levels
  • To discover the root causes of the problems and establish how much time is needed for the employees to acquire new skillsets thanks to which  a given change will be possible to implement
  • To create a benchmark to measure the effectiveness of proposed solutions

Tools we use to for the  training needs analysis:

  • Diagnostic research within the company: employees interviews and surveys, interviews with supervisors and managers, interviews with HR team, competencies tests, internal systems audit, etc.
  • Company’s environmental setting: market trends, competition activities, mystery shopping, etc.

The research results  research are presented to our clients in the form of a report. The document  includes our recommendations on how diagnosed business areas can be improved and further developed.

Presentation and review of a proposed training program

Based on our training needs analysis, we draft a proposal of a training program the aim of which is to equip the employees with skillsets required to carry out changes the company needs.

The training proposal consists of a list of areas that need improvement, training goals, knowledge that needs to be refreshed, reading list, as well as proposed forms of education.

On our clients’ wish we can also see to the organisational and logistics-related aspects of the training.


All of our trainings are conducted in the form of workshops according to the Kolb’s adult learning cycle. 

We believe that the behaviour of employees during the training exercises reflect their real attitude that can also be observed at work on a daily basis. 

Based on various activities the participants engage in, the trainers can observe the psychological processes taking place in a group, which later serves as a starting point to analyse and draw conclusions on how to improve  team collaboration.

Working methods:

We use a range of learning through experience methods, including:

  • Simulations, role-play, aquariumthese are excellent methods to increase one’s knowledge on a given subject, acquire and develop new skills required to flourish in a business environment
  • Case studies, reports, articles serve as a starting point to group discussions, exchange of ideas and learning process
  • Moderation, meta plan, action learning, brain storming apart from their main function of being a method for creative problem solution,they give the trainers an opportunity to observe a team at work and later, to draw conclusions on how to work effectively in a team.
  • Individual work, diagnostic tests, selfassessmentthese are ‘the safest’ learning methods from participants’ point of view. They expand their training participants’ awareness on both their advantages at hand and weak points.
  • Games, including board gamestime pressure and the necessity to compete among the players create opportunities to observe real life behaviour patterns and possible mistakes. Our ongoing feedback based on the metaphor of a game setting, is much easier to be absorbed by the participants. By playing training games, the employees can improve  their habitual actions and strengthen positive behaviour patterns.
  • Elearing –  blended learning, i.e. combination of a classroom education with e-learning is a future of employees training. Our company offers creation of e-learning products for our clients’ specific needs.


Evaluation’s aim is to assess to what extend the original training goals have been achieved and how effective the training was. Based on Donald L. Kirkpatrick Training Evaluation Model, we assess four levels: student reaction – what they thought and felt about the training; learning – the resulting increase in knowledge or capability; behaviour – extent of behaviour and capability improvement and implementation/application and results – the effects on the business or environment resulting from the trainee’s performance.

After each training, our clients receive a detailed report containing – found at the very beginning of the training process – training needs, description of a training process, summary of evaluation surveys reports, as well as our recommendation for the employees’ further development.

If our client wishes so, we can also prepare individual reports for each of the training participants, listing the description of their behaviour and attitudes throughout the training, thesocial roles they undertook, the advantages at hand, as well as areas for improvements.

Successful training depends on a mutual effort – our clients’ and ours. The trainings will be more effective if their participants ware supported and encouraged by their managers to use the knowledge acquired and to employt the new skills in their daily duties at work.

The project is co-financed by European Union as part of European Social Fund's Project: "Radom's Business III"


ul. Idalińska 52 C
26 – 600 Radom

Tel: 722 039 721

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