What happens when you combine a day full of challenges, team spirit and a bit of well-deserved relaxation? Create a Craft Day! Our internal events, where we deal not only with business, but also with ourselves - both as a team and as individuals. This day is an opportunity to detach from the daily routine, think about what moves us, and at the same time gather energy for other challenges. Whether it's improving teamwork, sharing experiences or a nice break in the sauna (that time with a sauna ritual too) – Craft Day is exactly what helps us to be a little better every day. We started on a real wave of well-being Everything started the day before the main program. We properly regenerated in the sauna, strengthened ourselves in the biotope lake and sat down in the evening. Because before a day full of "hard work" you need to relax and soak up the atmosphere. Main program: Refreshing the mind and new challenges The Craft Day program had several key points that helped us not only to evaluate the work done so far, but also to set new directions and goals. The topics that awaited us gave us space not only for reflection, but also for inspiration for our further work and for relationships within the team. Business update in the form of a Kahoot quiz We started interactively - a quiz given by our boss helped us find out how the company is doing and what awaits us in the future. It wasn't just about comparing numbers, but more about how to check our goals in a fun way, where we are and what we still need to do to be even better. It was an opportunity to look at the company from a different angle and have fun at the same time. How to achieve a high NPS The evaluation of our trainers is a key tool for us to improve. For us, NPS is not just a number – it's a source of valuable data about participant experiences and areas of potential for improvement. We analyzed what works effectively and where gaps are identified. This approach allows us to systematically raise our level and effectively respond to the needs of clients. EOS window Another point that was of fundamental importance for our operation. EOS is the system that drives our management and processes, and we had the opportunity to see how it works in practice. How to ensure alignment between management, coaches and back office, how to achieve a common goal and how to move forward. Trainer humancraft codex At this point, we focused on how to ensure effective communication and collaboration between individual teams. We believe that good communication and a common goal are the keys to success. Whether it's coaches, management or the back office, everyone has a role and it's important to be aware of that role and respect it. Development with a business benefit We discussed our projects that have direct and measurable business benefits. We shared what worked and what we would do differently next time. We inspired each other to improve and achieve even greater results in the coming months. Best Practice and Fuck-ups sharing Each of us has a story about what he succeeded, but also about what did not succeed. And that is precisely what is valuable - to share not only successes, but also mistakes from which we can learn. At the end of the day, we looked at what we took away from Craft Day and what we could do differently in the future. And what has all this brought us? Everything we did on the trip had one thing in common: growth. Growing as a team, supporting colleagues and being willing to learn from your own mistakes. Each of us took away something different from it, but we were all aiming for the same goal - to be a little better than we were yesterday. The event took place in the beautiful surroundings of the Pospolu Resort , where we found not only great facilities, but also helpful staff and excellent communication. If you are looking for a place for a business outing or a quiet rest, we can only recommend it! Do you want to see how we managed to combine work and fun? Take a look at our gallery! There you will find snapshots that capture not only how hard we worked, but also how we manage to enjoy our time together and value each other. And even though it was "just" an internal event, what we learned moves us forward. Not only within the company, but also in relationships with our clients. It's about finding new ways, getting inspired and being ready for what lies ahead.

Our regular development event Inspirofest was traditionally held at the Fitzgerald Hotel not far from our Karlin office. This time the focus was on sales with the subtitle "Better sales results thanks to development". The guest was František Ciprys from the company Fresenius Kabi, which with more than 43 thousand employees provides healthcare with advanced solutions in various specialized areas. The topic of how to measure employee development was discussed in detail. How to verify that it has a business benefit. There were also other case studies, not just the one from František. In the second part, we debated in groups precisely the topic of development with benefits for business. And during the discussions we gave each other boxes so that we could get to know each other as much as possible. Be sure to check out the visual recording from our Bei Brosková below (click on the image). We will update the photo gallery from the event as soon as possible.

Sales Café with Jana 🎙 "Germans perceive us Czechs relatively well, they are used to working with us, however there is a certain mistrust there, it is specific for them that it takes a long time to build trust - but then it lasts a long time," says Richard Boura, Business Unit Director to Profinit, which supplies solutions mainly in the field of custom software development, data warehouses and business intelligence to customers in Europe and the USA. What other topics were discussed in the interview? Hunting vs. farming Competence of acquisition traders Tips for expanding abroad Specifics of the DACH region You can find the Spotify version here : Listen to the Apple Podcast version here :

Contact Are you interested in training, do you want to ask something or just have a chat? Then write us a message via the contact form or email hello@humancraft.cz . You can write in any language, artificial intelligence is powerful (well, maybe Google Translate is enough...). You can write to us here First name* Surname* E-mail* Cellular phone Company* Position* Your message* Send We can chat right away if you want: Martin Hoidar Partner of humancraft and at the same time the nicest person in the world +420 777 023 503 For whom the development program was intended: humancraft s.r.o Karlínské náměstí 399/11 Prague 8 - Karlín 186 00 Commercial register ID: 26213672 VAT number: CZ26213672 Account number 1030432028 / 5500 Here you can find all company information:

The learning organization Systems thinking means seeing the business as interconnected parts and identifying leverage points for change. Factors with the greatest added value A culture in the case of a learning organization helps people in the company to take responsibility for their own learning, to cultivate curiosity and openness and an appetite for continuous learning and improvement. Growth company culture The right choice of individual and team learning tools that match the maturity and culture of the company helps to achieve success and the joy of learning. Effective learning processes and tools In the context of the state of the world, where change is the new normal, the importance of continuous learning and adaptation comes to the fore as key factors for long-term success. Peter Senge: "Today, the only possible competitive advantage a company can gain is the ability to learn faster than the competition ." Let's go into more detail Customer value: Solving the business questions of what differential value we give customers today and what we want to give them in the future. Financial performance: How do we ensure that we deliver value to customers in a sustainable way in terms of productivity and profitability? Factors with the greatest influence: What, if we change it in the company, will bring the most extra value to the customer while maintaining financial performance? 01 Organizational factors with the greatest added value Mission and Values: How are we useful to customers and the world, and by what tribal rules do we want to operate? Priorities in decision-making and people: In difficult dilemmas about people, when there is no clear choice, which perspective will we prioritize over something else? Rituals: How do we support and celebrate role models within the company and examples of good practice? Feedback and psychological safety: How do we get information that illuminates our blind spots and helps us be open with ourselves and not get hurt in the process? 02 Growth company culture New information: We absorb information from the outside (and from the inside), we look beyond traditional boundaries - in the field and outside, we look for what is important that we do not know. New understanding: We give meaning to information, look at known data from a new perspective, see relationships and trends, discover new solutions to known problems. New habits: We improve, change the "way of doing things", share successful practices and spread them across the team and the company. New value: We change and innovate to increase customer value and financial performance, bring innovations to market and evaluate their true benefits. 03 Efektivní procesy a nástroje učení se She cooperated with us Zita Vačkařová, EON HR Business Partner We worked with humancraft on a project to change the corporate culture. It was a year-long project that was divided into several phases. The goal was to change the mindset of managers of the first management level and the company's top management, to focus on managing changes in the company both on a technical and emotional level, and to strengthen leadership. The cooperation was professional and at a high level, I appreciate the ability to immediately react to changes in the project, the ability to improvise or manage difficult situations when working in groups. Furthermore, the will to move the project forward, even though it was not always easy, to get feedback on my work, even after a while. They approached the project with enthusiasm, came up with suggestions and variants of solutions and, last but not least, excellent preparation. She cooperated with us Zita Vačkařová, EON HR Business Partner We worked with humancraft on a project to change the corporate culture. It was a year-long project that was divided into several phases. The goal was to change the mindset of managers of the first management level and the company's top management, to focus on managing changes in the company both on a technical and emotional level, and to strengthen leadership. The cooperation was professional and at a high level, I appreciate the ability to immediately react to changes in the project, the ability to improvise or manage difficult situations when working in groups. Furthermore, the will to move the project forward, even though it was not always easy, to get feedback on my work, even after a while. They approached the project with enthusiasm, came up with suggestions and variants of solutions and, last but not least, excellent preparation. Why is the learning organization important? A learning organization offers organizations the ability to continuously adapt and improve, which is key to long-term success. Senge argues that the only lasting competitive advantage is an organization's ability to learn faster than the competition. By adopting the five disciplines of learning organizations (systems thinking, personal mastery, mental models, shared vision, and team learning), organizations can create an environment that fosters innovation, collaboration, and continuous growth. Contact us If you would like to find out more about how we can help your organization become a learning organization and increase the value HR brings to your business, please do not hesitate to contact us. We will help you implement effective processes and learning tools that will lead to the achievement of your strategic goals. Contact Innovative training

Top notch diagnostics An easy-to-understand typology based on four colors. It helps us better understand ourselves and others and use the potential of each of us. A proven classic for the basics as well as advanced leadership. >> Insights Discovery The first psychodiagnosis that does not box. It takes into account eight aspects and 24 personality qualities. Lumina is the basis of our unique programs for personal and team development. Lumina Learning CliftonStrenghts, Patrick Lencioni's Team Dysfunctions, Peter Senge's Learning Organization and more - see an overview of the main diagnostic tools we work with. Another diagnostic tools We strengthen development programs with proven and recognized diagnostic tools. We will help you choose the right tool that will give your team the biggest boost. "If you want to make real change, measure it." Individual , team or organizational development - for all of them targeted change is a prerequisite for success. Charting the initial state helps to encourage motivation for development and change and to choose its direction. And often also evaluate progress. Questions to ponder Not sure which diagnostic is right for your business? Answer a few questions and we'll be happy to help. Just write to us. Are you using diagnostics in such a way that they really help in development and don't just serve as another piece of paper in a drawer? What change in the functioning and attitude of people after completing the diagnostics is the most beneficial for your business? Do you combine individual, team and organizational diagnostics so that they have maximum added value? Can you meaningfully, ideally and measurably evaluate the change in the functioning of your employees? Tell us where you want to move your colleagues or teams and we will design the most suitable tool for their development. Write to us Selected tools in detail Every craft needs the right tool. For development, we use tried and tested, globally popular development tools, which we supplement with our own products. Gallup - CliftonStrengths A development tool that helps people identify their natural talents and strengths. Based on positive psychology, the test focuses on what an individual does best rather than their weaknesses. The result of the test is the identification of five main strengths that individuals can use effectively in their personal and professional lives. CliftonStrengths supports the idea that developing what you are naturally good at leads to higher productivity, satisfaction and success, making this tool a valuable tool for personal development and teamwork. Hogan Developmental Test A psychometric tool used to identify potential risks and weaknesses in the behavior of individuals, which may manifest themselves especially under pressure or in stressful situations. The test focuses on the so-called "dark sides" of the personality, i.e. characteristics that can threaten career growth and effectiveness if not identified in time and properly managed. HDS helps people understand their dysfunctional behavior patterns and provides useful cues for personal and professional development, which can lead to more effective actions and better collaboration in teams. Lencioni's model of team development Also known as the "Five Team Dysfunctions Model," the model describes key areas that can hinder effective collaboration in teams. According to Patrick Lencioni, there are five basic dysfunctions: absence of trust, fear of conflict, lack of commitment, avoidance of responsibility, and lack of interest in results. This model helps teams identify and overcome barriers to their effectiveness. The key to success is building trust between team members, open communication, clear accountability and focus on common goals. 180°/360° feedback Tools used for personal and professional development that provide a broad view of an individual's performance and behavior. 180° feedback is focused on evaluations from direct supervisors and peers, while 360° feedback also includes other sources such as subordinates, customers or partners. The goal of these methods is to provide individuals with a comprehensive view of their strengths and areas for improvement from multiple perspectives. Thanks to this, it is possible to get a more objective picture of one's behavior, develop in key areas and better align one's own perception with how one is perceived by others. She cooperated with us Veronika Mašková, Albert Talent & Development Manager I have been working with humancraft for a long time on various projects. For me, the most important thing is their ability to understand our real business need, whether it is a one-day facilitation or the strategic direction of L&D. From their numerous coaching team, we are always able to select a coach with a personality suitable for a specific target group. And, of course, the main thing is the result, where nowadays I appreciate the great implementation of training in an online environment, supported by a lot of digital tools. We also helped with diagnostics here Guarantors of diagnostic tools Jana Horáková Trainer, coach Jana is a friendly and inspiring personality who can attract and gain attention. During her 15 years as a lecturer, she gathered a lot of experience, which she enthusiastically passes on to others through stories. It is sensitive to the needs of the participants and the topics discussed are focused on practical benefit. With her interactive approach, she can actively involve everyone, so no one falls asleep during her training sessions. Bea Brosková Partner Bea first joined humancraft in the role of relationship manager, but soon moved into the role of coach, facilitator and "visual recorder" thanks to her passion for personal development and visualization. He puts his heart and a lot of energy into his work, which is often contagious to everyone around him. At humancraft, he also participates in our internal development. Bea is also one of the founding members of the European professional organization associating the so-called "visual practitioners". Unlock your business potential Email us or explore our trainings. Contact Innovative training What areas do we help with? Innovative training We will mix you a training cocktail that you will not easily forget: excellent trainers, motivated participants, inspiring content, modern tools, quality training and feedback and, of course, follow-up. Company transformation We help tune the corporate orchestra. Together we will select priorities and prepare a development program with a high impact that will root the changes in practice. Transformation is not the only topic in which we help companies and individuals to develop. Overview of the main diagnostic tools Insights Discovery A proven classic with four colors >> ✔ Individual ​ Lumina Learning Eight aspects and 24 qualities of human personality >> ✔ Individual ✔ Progress evaluation CliftonStrengths Talent Assessment (Gallup) ✔ Individual ✔ Progress evaluation Hogan Development test ✔ Individual ✔ Progress evaluation 360° feedback Self-assessment, supervisor, subordinates, colleagues ✔ Individual ✔ Progress evaluation Team dysfunction Barriers to higher team performance ✔ Teamwork ✔ Progress evaluation Team Insights / Lumina Different personalities in the team ✔ Teamwork ​ A healthy organization By Patrick M. Lencioni ✔ Organizational ✔ Progress evaluation Added value development For business according to the Brinkerhof/Kirkpatrick methodology ✔ Organizational ✔ Progress evaluation The learning organization According to Peter Senge ✔ Organizational diagnostics ✔ Progress evaluation