TRAINING - dedicated to whom?

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• Trying to fully utilize human potential.

• Determined to complete tasks using effective methods.

• Those who need to make changes to increase the effectiveness of their activities.

• Those who want to strengthen the position of their company by striving to achieve the peak of possibilities.

• Ready for the next step in the development of structure and activities.

• With aspirations and willingness to improve competences.

• Those who want to gain an advantage on the market when compared to other companies in the same industry.

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Closed training

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The Anna Lewicka Academy of Human Transformation and Development is a reliable, competent entity with extensive experience in conducting closed training. It has been cooperating with many partners in our country for a long time, creating development programs and providing high-level coaching and business training. Some of them can be seen in the tab REFERENCE. Your training needs will be listened to and taken into account by the Academy, so that the business training of your employees can not only be professionally carried out, but also give concrete results in the form of improving the level of work of the entire team and fully exploiting its potential.

 

The sequence of actions taken:

 

1. Initial diagnosis.

In the first stage of activities, a meeting of the parties is organized, during which all the company's needs are analyzed and the forms and areas of cooperation are determined.

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2.Determining the training profile.

In accordance with a specific analysis of the client's needs, this stage of activities leads to the definition of a training program according to the industry and functional specificity presented by the representative of the interested company. Needs analysis is carried out using a set of professional diagnostic tools individually selected for the case.

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3. Creating a training program.

The next step is to develop a training project taking into account the client's individually defined needs, where measurable goals are set and the trainer's profile must be fully accepted. The meeting with the client is intended to lead to complete acceptance of the program of activities and a high level of their response to the client's needs.

 

4. Organizational aspects of training.

All training participants receive information with precisely defined details of the training, its full program and an invitation to a specific date. As part of preparation for training, participants are most often asked to complete some form of preparation so that both motivation and the training itself are effective from the very beginning.

 

5. Implementation of the adopted program.

The training program is implemented through group workshops and other various forms of training and education, where active actions and work on one's experience allow for the full implementation of the assumptions.

 

6. Mutual determination of the effectiveness and quality of cooperation.

At the end of the training each time, mutual feedback is provided, where the training participants assess its level and adequacy in relation to their needs, and the training provider provides an assessment of the group's work. The training participants' comments are forwarded to the organizer in writing.

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7. Determining the long-term effects of training. 

A few months after the completion of the training activities, the long-term effects are assessed jointly by the organizer and the training implementer, based on the indicators established at the beginning of the activities undertaken.