Company Transformation
We'll help you choose priorities (changes in how people work that will bring the biggest results to the company) and help you prepare and implement a development program with great impact (changes in how people work rooted in practice).
Development with Business Impact
Development makes sense when it shows up in results. It's not enough that people learn something – it must change their daily routines, improve key indicators and contribute to business goals. We help companies design development to have real and measurable impact.
What does development with business impact mean in practice?
Development doesn't come from course offerings, but from real business needs – for example, to increase collaboration quality, reduce turnover or shorten new hire onboarding.
Program design starts with the question: what should be different at the end? – how should routines, decision-making or communication change so that it reflects in the numbers.
Instead of universal training, we design targeted interventions that reach specific groups of people in specific situations.
Impact measurement is part of development – we track what really changed: behavior, results, perception, experience.
Results are presented in business terms – we answer the question of what exactly development brought to the company, not just to participants.
Instead of "development for development's sake" we bring solutions that have concrete returns – and thus legitimacy in the company.
Celý rozvoj můžeme naplánovat dle metodiky HPLJ (High Performance Learning Journey), na kterou jsme certifikovaní a využíváme na to platformu Promote.
In which areas do we develop?
Connecting development activities with key company goals
Identifying and changing routine behavior with impact on performance
Designing programs focused on results, not just experience
Evaluating development impact – including behavior change and impact on KPIs
Working with internal data and business case that shows development ROI
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Robert O. Brinkerhoff: "Training impact is measured by what happens after training, not during it."
Write to us and we'll mix you an excellent training cocktail: professional trainers, motivated participants, inspiring content, modern tools, quality practice and feedback, follow-up.
"Development only makes sense when it translates into everyday practice and results. We help companies design programs that truly change behavior and bring impact."
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Stanislav Tichý
Partner, Key Account Manager, Consultant
Healthy Organization
A healthy organization is not a collection of benefits or values on a wall. It's an environment where people understand what they do and why, where they're not afraid to tell the truth, and where company leadership pulls together. Such a company is resilient, stable and high-performing at the same time.
What does a healthy organization mean in practice?
Company leadership functions as a team – shares responsibility, doesn't duplicate work, looks at the whole, not just their own section.
Strategy is not just in presentations – employees understand the company direction and know how they contribute to it.
Culture of feedback and openness enables bringing ideas, naming problems and learning from mistakes without fear.
Processes with people and for people – recruitment, performance evaluation, development and dismissal are conducted with respect, consistency and courage.
Low turnover, higher morale, stability – all of this is the result of an environment where people can breathe easily and where things are said out loud.
Psychological safety is not a label – it's everyday reality where people feel respected and heard.
Instead of internal politics and assumptions comes transparency, clarity and collaboration across the entire organization.
In which areas do we develop?
Aligning top management as one cohesive team
Clear and lived strategy across levels and departments
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Effective, human and consistent HR processes (recruitment, performance, dismissal)
Building psychological safety and culture of trust
Eliminating internal politics, misunderstandings and chaos
"A healthy organization is not about a bulletin board with values, but about how people talk, collaborate and make decisions every day. It's about trust, clarity and courage to speak up. It's built on psychological safety and shared responsibility. And this is exactly what we help companies develop. We simply like to co-create an environment where people can breathe and decide well."
David Fotjík
Partner, Key Account Manager
Learning Organization
A learning organization is not just about education – it's about strategic improvement and adaptability to change. Companies that learn more effectively than the competition can respond flexibly, increase productivity and achieve higher results long-term.
What does development with business impact mean in practice?
Culture of responsibility and curiosity – people take their development as a key part of work, openly share knowledge, learn from experience and collaboration, not just from formal courses.
Systems thinking – the company functions as an interconnected whole. For development, so-called change levers are sought – how a small adjustment can bring great impact on performance and customer satisfaction.
Growth corporate culture – new data and information are actively collected; interpreted in new contexts; successful practices are shared and become company standards.
Effective learning processes – among habits are feedback, internal rituals, reflection meetings, peer learning or community exchange of approaches to problem solving.
Strategic and sustainable growth – a learning organization increases productivity, innovation, adaptability and financial performance by supporting continuous improvement as part of everyday work.
In which areas do we develop?
Developing culture of curiosity, openness and responsibility for own learning
Systems thinking and identifying key points for change
Creating "growth corporate culture" with shared vision and knowledge sharing
Implementing effective learning habits – processes, rituals and feedback
Building adaptive organization capable of responding to changes quickly and sustainably
"When people want to learn and improve, the company can change faster than its environment. And that is today's number one competitive advantage."
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Bea Brosková
Partner, Visual Facilitator, Trainer