Ondřej Štos
Trenér, Kouč, Konzultant
Something for work
Ondřej focuses on comprehensive personality development. Personally, he and those around him suffered a lot if he was not competent enough for some of the positions he held. With this realization, he now conducts training sessions or coaches. He is a preventionist. It emphasizes that one should be ready when one's time comes. He tries to open the eyes (head) of the participants. He uncritically believes that the only way to make everyone better off is through education and the personal development of social and self-awareness competencies. He loves his job.
Something personal
If you're expecting a young, dynamic dude with a trendy haircut and bare ankles at training, you're going to be scared. Ondřej is a canner in terms of personal style. A daddy's tummy, a hunchbacked stance, and even a suit and tie, for that matter. The less Ondřej is a rep, the more he puts into training. He relies a lot on his experience as a salesman, ejčárist and topiary. He follows the latest trends and deepens the foundations and starting points... and somehow there is simply no time for that image.
1) How would you describe your work in one sentence?
My current job meets all my requirements for a meaningful professional application.
2) What has influenced you in your life and how is it reflected in your work?
Books, schools, some professors, MBA - action learning, training in coaching and other trainings, workshops with colleagues, my practice and my successes and failures in it. Examples of when and thanks to which I succeed and memories of when I could have been better and I wasn't due to ignorance. I am influenced by memories of the leaders with whom I was in the team and conversations with current owners, managers and specialists about their approaches, attitudes, opinions, values.
3) Why do you work for humancraft?
Because I can :-)
4) What has been your biggest challenge in humancraft so far?
It didn't end... to fulfill the expectations of each individual participant and client, to be enough for my best colleagues who constantly challenge me by improving their training, coming up with industry news, achieving a great NPS rating, gaining new clients...
5) What effect does your work have on your personal development and professional path?
If I combine my work and my children, then the answer is: absolute.
6) What do you think are the biggest challenges facing corporate education today and how is humancraft trying to address these challenges?
Not only today, but the sentence: "That's enough" will always be the biggest challenge. and general well-being and comfort. European companies will feel the pressure on the economic result and will cut unnecessary costs, they will feel the pressure of technology and commodities from Asia, the pressure of patents from the States, the pressure of self-centered reckless politicians, the pressure of rising costs of individual households... and employees will look for solutions, how to don't go crazy. They often turn to HR specialists and their leaders to advise them on how not to go "crazy" from the changes (VUCA/BANI world), from the commitment. How to perform more and more efficiently (with a smile) even if they want to have a more balanced work-life. Who do we work well with? When a business treats development as an investment, not an expense item. When it conveys a wide range of topics to people and brings together different types of people from different departments. When they are not afraid of more personal topics that would have been "ezo" for companies a decade ago, such as mindfulness, trust, relationship management, behavioral typology, mindset, critical thinking, ownership... but also companies that return to the basics and develop people to communicate, manage and lead, setting expectations for performance, stimulation through the right behavior of the leader. What are we doing at HC to remain reliable partners in times to come? We follow trends (and to a limited geographical extent, in online or AI education, we even help to create them), we spend enough time talking to leaders, we gamify, and we stand behind basic modules = we do not assume that any skill is automatic in the 21st century. And, of course, we constantly get feedback on how we manage to deliver what was agreed.