Methods
In order to create development programmes targeted especially to the management staff we incorporate the best from various methods. We use experimental learning, action learning, coaching approach (of various schools), design and strategic approach. Our programmes are based on David Kolb adult learning style model.
During training we use strategic games, simulations, case studies, feedback from the group and the moderator, work with a camera, group discussions, discussion about games and simulations, creative methods. If this is justified and the location allows, we move the games to the field and conduct them in the outdoor form.
The taught rules and techniques are organised in a coherent, practical and efficient set of tools.
We use knowledge of the selected authorities, including: Richard Branson, Ken Blanchard, Marcus Buckingham and Curt Coffman, Steven R. Covey, Peter Drucker, Daniel Goleman, Reid Hoffman, Tony Hsieh, Patrick Lencioni, Peter M. Senge, Simon Sinek, Brian Tracy, Jack Welch, John Whitmore and own experience.
Experiential Learning
The participants excel the selected skills through practical exercises, simulations, indoor and outdoor tasks or social projects. The exercises represent situations and challenges analogical to those encountered in the workplace. We observe, discuss and draw conclusions which we can then transfer to specific optimisation of methods and tools functioning in the organisation.
Metaphors
This is a pleasant and effective method using different comparisons, from the natural environment, through sports disciplines, art to science. All of them allow to learn new theories using other concepts that are well known to the participants.
Coaching approach
We ask questions that allow us to work not only at the level of knowledge and habits, but also at the level of convictions and values. We encourage the participants to draw their own conclusions and adapt the proposed techniques to their own character and organisation. This increases the chance to achieve permanent change
Action learning
With support of feedback participants experiment and reinforce the acquired skills in their workplace.
Follow up
We help the participants reinforce the acquired skills by subsequent and repeated discussions and organising the programme in a coherent cycle. This allows to master the tools learnt a few weeks before.
