Программы развития лидерских и гибких навыков

The reason behind this striking statistic is often the fragmented and unsystematic nature of most training programs. Only a systematic approach ensures lasting results, empowering employees to consistently integrate new skills into their daily workflow. Our practice relies on a distinctive methodology known as the "3E Approach": Enlighten, Enable, and Encourage.

💡 Stage 1: ENLIGHTEN before the Training program

The initial stage brings a light and awareness of the signature strengths as well as the development areas of the participants:

• 360-Degree Feedback and Assessments provide each participant with a clear picture of their leadership style, pinpointing areas for growth.
• The debrief coaching session enables participants to reflect on their results and design a tailored development plan.
• Pre-Program Kickoff Webinar helps uncover the real challenges and developmental needs of participants, enabling program customization aligned with your company’s goals.

This stage ensures clarity about what precisely needs to be developed, maximizing the effectiveness and relevance of the training program.

🚀 Stage 2: ENCOURAGE during the Training Program

During this stage we actively encourage participants to step outside their comfort zones and experiment with new approaches and tools:

• Participants engage with practical case studies and real-world tasks, immediately reinforcing new skills within a relevant context.
• Emphasis on reflective practice deepens understanding and adoption of new behaviors.

This stage not only enhances leadership capabilities and soft skills but elevates participants to new heights of personal effectiveness and organizational impact.

👍 Stage 3: ENABLE after the Training Program

The learning journey doesn’t conclude at the end of the training session. For newly acquired skills to become ingrained habits, continuous support is essential:

• Participants have ongoing access to online coaching resources, ensuring guidance, materials, and timely assistance whenever needed.
• Regular follow-up webinars and coaching sessions maintain long-term motivation and help swiftly resolve emerging challenges.

This robust support system guarantees sustainable and effective application of new management tools and approaches, maximizing the return on investment in employee development.

💡 By implementing this systematic "3E Approach," your organization can achieve genuine and lasting behavioral change, boost team performance, and strengthen your corporate culture.

📩 Which approach does your organization currently utilize? Let’s explore how adopting a systematic development approach can strategically advance your company’s goals.

💡 Need extra support?

We provide hands-on support for HR leaders and coaches — with practical tools, ready-to-use templates, and proven resources for impactful leadership development.

One of the most frequent questions HR professionals and executives ask us и is, "How can we determine if our investment in employee training is truly paying off?" It’s an important and justified question, as without measuring training effectiveness, learning initiatives risk becoming mere expenses rather than strategic investments. Let’s explore how to accurately assess corporate training effectiveness using proven models and modern approaches.

📈 The Classic Framework: Kirkpatrick’s Model

Arguably the most well-known and still widely-used framework for evaluating corporate training is Kirkpatrick’s Four-Level Model:

1. Reaction: How much participants enjoyed and valued the training. Typically assessed through immediate post-training feedback surveys.
2. Learning: The extent to which participants absorbed the training content. Usually measured via tests and practical assignments.
3. Behavior: Whether participants applied their new skills and knowledge effectively in their daily roles. Assessed through observations and feedback from managers and colleagues.
4. Results: Tangible changes in business performance, such as increased sales, improved customer satisfaction, or reduced employee turnover.

Despite its clarity and simplicity, Kirkpatrick’s model doesn’t always capture the long-term and holistic impacts of training, prompting experts to seek deeper evaluation methodologies.

📊 Modern Alternatives and Enhancements

Phillips' ROI Model: Expands Kirkpatrick’s framework by adding a crucial fifth level—Return on Investment. While requiring extra data collection and analysis, this approach delivers concrete financial metrics, highly valued by executive leadership.

LTEM (Learning-Transfer Evaluation Model) by Will Thalheimer: A newer model that shifts the focus from mere knowledge retention to actual behavioral changes and real-world results. LTEM comprises eight levels, ranging from initial awareness to the complete integration of new skills into daily workflows.

🔍 Which Model to Choose and Why

Choosing the right evaluation model depends on your organization’s specific objectives, the scope of training, and available resources (time, financial, personnel).

• For a straightforward and quick assessment, Kirkpatrick’s model is ideal, especially suited for short-term, regular training initiatives.
• If demonstrating clear financial impact is crucial, consider Phillips' ROI model. It’s particularly effective for large-scale, significant investments.
• If your primary aim is to achieve sustained behavioral change, the LTEM model offers the most comprehensive and insightful approach.

✅ Practical Recommendations for Effective Training Evaluation

To ensure training initiatives deliver genuine value:

• Clearly define training objectives beforehand.
• Adopt a multi-level evaluation approach, such as combining Kirkpatrick’s and ROI methods.
• Regularly monitor outcomes and adapt training strategies based on feedback.
• Engage managers and HR professionals actively in the evaluation process and the integration of new skills into daily routines.

Training effectiveness shouldn’t remain an abstract concept—it must be measurable, actionable, and strategically aligned with organizational goals. Choosing and implementing the right evaluation model not only justifies your training investments but transforms learning into a pivotal driver of organizational growth and employee development.

🛠️ Which evaluation methods do you use in your organization?

📩 I’d be delighted to discuss your approaches and offer additional insights!

💡 Need extra support?

We provide hands-on support for HR leaders and coaches — with practical tools, ready-to-use templates, and proven resources for impactful leadership development.

Conflict within a team isn’t the real problem.

The real problem is pretending it doesn’t exist — or trying to quickly smooth it over without addressing the underlying dynamics.

At leadership levels, internal tension comes with a high cost: energy drains, decision-making slows, deadlines slip, and communication breaks down. Leaders often find themselves juggling both strategic objectives and the emotional undercurrents within the team.

The good news?

When addressed thoughtfully, conflict can become a turning point — a gateway to deeper trust, renewed creativity, and true collaboration.

🔍 So what’s really going on beneath the surface of team conflict?

Often, what looks like "toxicity" is a build-up of unresolved tension, unmet expectations, hidden competition, or fear of being misunderstood. When this simmers for months (or years), people stop hearing each other — even if they’re saying the same things.

And let’s be honest: conflict isn’t always loud.

More often, it shows up as silence, avoidance, blame-shifting, or going through the motions without true engagement.

🛑 Why don’t teams just talk it out themselves?

Because when you’re in the system, it’s hard to see the system.

Even the most seasoned leader can’t fully facilitate a conflict they’re part of. It’s simply not possible to be both deeply involved and truly neutral. And without external support, one of the three patterns usually emerges:

1. A valuable team member steps back — or leaves.
2. The conflict goes quiet for a while… only to resurface later.
3. Passive resistance sets in: disengagement, silent loyalty, or low-key sabotage.

None of these lead to real effectiveness.

🌱 So how does a team move from tension to true collaboration?

It’s less about figuring out "who's right" — and more about making the invisible visible.

In our work with teams, the real shift begins when we:

• Move beyond surface-level symptoms to underlying causes
• Separate roles from personalities
• Create psychological safety for open, honest dialogue
• Rewire communication patterns so they reduce stress instead of amplifying it

It’s not just about talking through the conflict.

It’s about redesigning how the team functions together.

🔑 Why does this kind of shift require outside facilitation?

Because inside the team, there’s too much attachment. Too much emotion, history, and bias. A skilled external coach brings a grounded, neutral perspective — not to impose solutions, but to help the team discover them.

This kind of process becomes a turning point — especially when:

• There’s growing tension between individuals or departments
• Communication is stalling and creativity has dried up
• Team members start shutting down… or speaking up with hostility

Conflict isn’t a dead end. It’s a crossroads.

Handled well, it can become the starting point for something more powerful than before: mature, resilient, connected collaboration.

🛠️ How does your team deal with conflict when it arises?

📩 Let’s connect — we’ll be glad to learn from your experience and share proven tools and practices that truly work.

💡 Need extra support?

We provide hands-on support for HR leaders and coaches — with practical tools, ready-to-use templates, and proven resources for impactful leadership development.