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Advanced training forms


Often managers or their subordinates tend to use the identical skills or procedures regardless of the situations, or become over-satisfied with their behaviour and methods. If you think their methods and behaviour/skills can be changed, you can use so-called PONTE.

The goal of PONTE is to push the limits thinking, which are manifested by statements, such as: “we tried several times, but we never succeeded”, “anyway, we will not manage to persuade the management”, “this works specifically here, we need a special procedure”, “I have been doing it well for 10 years already and I can’t see any reason why I should change it”, “I bring results and they can’t be better”.

During PONTE, the attendants will go through approx. four situations prepared on the basis of real cases without interruption. The situations are connected and there are obvious consequences between them. Everything is recorded with a camera; the situations are then analysed. Then each situation is played by the attendants again by applying e.g. a change of the process. Under the supervision of trainers, they identify the thinking limitations they applied in individual situations and they search for optimum solutions.


If you wish to gain understanding of a thinking process (e.g. handling objections, leading a difficult interview, etc.), and promote its usage in particular situations, then it is appropriate to use the so-called Landamatics method. This learning method was invented by Dr. Landa, an American psychologist of Russian origin. Using this method, a trainer lets attendants describe a procedure which they are using now. They test this procedure in various real situations and they improve it. Another step is the application of the “final” procedure in situations, which differ from each other significantly. In this way, the attendants learn when they can use the procedure and when it is not suitable and how to adjust the procedure to a particular situation.

“Without clear assignment” course

Your managers have completed various skill improvement trainings and now each of them have different aims in the field of management skills, then our “without clear assignment” course can help. In the beginning of the course, the attendants with the assistance of the trainer agree on themes and aims they wish to handle, and then they search solutions to their situations together under the supervision of the trainer, they simulate situations and they provide each other with feedback. According to our experience, the course is mainly concentrated on the skills related to the management of people, effective communication, leadership, managing, team building and coaching. Working with particular situations of the attendants in the course, we meet various requirements.

“Tackling” workshop (improvement of relationships and opening communication in a group)

If it happens that there are problems within a single department or between two departments (e.g. communication, allocation of tasks or cooperation), then it is important to open these problems. In the workshop, we help the attendants to “facilitate” the opening of problems and definition of new rules.
In the beginning of the workshop, a group with the assistance of the trainer find “sore places”. Then we work with the problems, which mostly complicate the attendants´ lives. The trainer watches whether the problems are solved pragmatically. Definition of new rules and procedures and/or tasks is the final point of the workshop.

World Café – the method of group sharing of ideas and thoughts

It is a process of controlled conversation, which supports mutual understanding. It helps to solve problems, but also to search for questions. It enables to work out creatively a particular important field and use the synergy resulting from the connection of many various aspects and experiences in a view of a particular problem.

World Café can be applied e.g. to the communication of a strategy, changes and other important fields.

This method is used by a large group of people coming from various fields, e.g. managers cooperating with top managers and employees, various departments - ranging from marketing, research and development to the production. This method enables to discuss in groups of 20 to 80 people.

Leadership and coaching
Diagnostic tools
Advanced training forms


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