This document summarizes an organization that provides learning development and communication solutions to help organizations create and lead changes, design culture, and search for innovations. The organization is passionate about combining experiential learning techniques with marketing communication for maximum motivation. It helps clients with strategies around change management, culture development, communication, and people skills training. The organization takes a project-based approach and works with a team of experienced consultants.
The top talents are crucial for each modern organization. Without top talents the company cannot survive. The talents are usually the source of innovation, they do manage challenging projects and they deliver results.
The job market is tough today, the quality of education is decreasing, but the companies require highly skilled employees. Companies do fight for talents.
How your company can find the right talents on the job market? How the company can build the pool of interesting talents available on the market?
LinkedIn is not the only solution, the company has to design a mix of different HR and marketing tools to promote itself on the job market to become a really attractive target to top talents.
Transformational Executive Coaching
Expands people’s capacity to take effective action.
Challenges beliefs and assumptions that are responsible for one’s actions and behaviors.
Examines what one does, why one does what one does, but also who one is. What are the principles upon which one forms identity?
About us:
- Successful relationship with more than 500 organizations spread across various sectors
- Wide reach in 4 business hubs of India and training capability across the country
- With more than 120 customizable solutions we are a one stop shop for all people skill related issues
- End to end service provider in the areas of talent development through profiling, assessment, training and e-Learning through exclusive partnerships
The top talents are crucial for each modern organization. Without top talents the company cannot survive. The talents are usually the source of innovation, they do manage challenging projects and they deliver results.
The job market is tough today, the quality of education is decreasing, but the companies require highly skilled employees. Companies do fight for talents.
How your company can find the right talents on the job market? How the company can build the pool of interesting talents available on the market?
LinkedIn is not the only solution, the company has to design a mix of different HR and marketing tools to promote itself on the job market to become a really attractive target to top talents.
Transformational Executive Coaching
Expands people’s capacity to take effective action.
Challenges beliefs and assumptions that are responsible for one’s actions and behaviors.
Examines what one does, why one does what one does, but also who one is. What are the principles upon which one forms identity?
About us:
- Successful relationship with more than 500 organizations spread across various sectors
- Wide reach in 4 business hubs of India and training capability across the country
- With more than 120 customizable solutions we are a one stop shop for all people skill related issues
- End to end service provider in the areas of talent development through profiling, assessment, training and e-Learning through exclusive partnerships
High Stakes Holistic and Integral Coaching for a Meaningful and a Sustainable...Svetlana Dimovski
In fast-changing, ambiguous, interdependent and digitally-empowered world, leadership is pressured to look at the growth from a fresh perspective. This is where we can best help. Our approach to growth strategy is integral and holistic. When stakes are high, we focus on facilitating deep insights and actions that promote sustainable results with a restored sense of wholeness for our clients.
The integral and holistic approach is multifaceted, and as such, it is very effective in complex, ambiguous and fuzzy situations (e.g. organizational or personal reinvention, leading across an ecosystem without authority or governance, discovering new growth path or a new growth field, etc.).
Integral approach potentiates deeper awareness, better understanding, and easier integration of insights accessed through different ways of knowing and doing. When we come from more parts of our being, we live, move, and grow more congruently, so that our actions produce desired meaningful outcomes rather than false starts.
Schedule your discovery call at: https://calendly.com/dimovski/discoverycall
leading and managing graduate recruitment and development, including talent management / human resources professionals, career development advisors, service providers and professional associations.
All managers need some guidance on the whys and hows of coaching, but most organizations can’t afford to train them on a large scale, so the least you can do is make an effort to create a culture of coaching. The key is to create a pool of manager-coaches who can be role models, supporters and sustainers of a coaching mindset.
When you select the right people and invest in their development and position them as coaching advocates, you plant the seeds for expanding coaching well beyond the individual manager-direct report relationship. Your role models demonstrate effective coaching both formally and informally, and they help motivate others to use and improve their own coaching capabilities.
Always link the purpose and results of coaching to the business. Managers have to know the business case for coaching and developing others if they’re to value it and use it effectively. Where is the business headed? What leadership skills are needed to get us there? How should coaches work with direct reports to provide the feedback, information and experiences they need to build those needed skills? Set strategic coaching goals, tactics and measures for the organization as well as including coaching as an individual metric.
7 Steps to Create a Competency-Based Training ProgramBizLibrary
Employee training is fluid, dynamic and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies.
Competency-based training links individual performance to the goals of the organization.
A defined set of competencies for each role in your organization illustrates the behaviors, reinforces organization values, and provides the strategic direction employees need to achieve organizational objectives.
In this webinar, you'll learn:
Why a sharp focus on key competencies is more important than ever.
The key characteristics of best-in-class competency-based training programs.
A straightforward seven step process any organization can use to implement competency-based training starting today.
Interview in the Comdex Times of your esteemed Prof. Vinod V Sople's (Director at ITM SIA Business School - Mumbai).
An impressive article sharing his views on "Working Smart, Just Not Hard"
A must read!
Organizational Agility for Sustainable Competitive Advantage in VUCASeta Wicaksana
An Organization has an SCA when it is able to generate more customer value than competitive firms in its industry for the same set of products and service categories and when these other firms are unable to duplicate its effective strategy
At present, the pace of change feels relentless – new technology has changed our working lives beyond recognition and disrupted whole industries.
Many of us like to think that change is rare - we feel like it should be a one-off event, with a beginning and an end. The reality is that change is a constant state - nothing stays the same forever. If this seems daunting, agility is our friend.
Azurati SharePoint2Go - BYOD ready mobile sharepointRonan Lavelle
Azurati SharePoint2Go is the leading HTML5 cross-platform mobile Microsoft SharePoint solution, providing online and offline working, enterprise-class security, branding and customization.
High Stakes Holistic and Integral Coaching for a Meaningful and a Sustainable...Svetlana Dimovski
In fast-changing, ambiguous, interdependent and digitally-empowered world, leadership is pressured to look at the growth from a fresh perspective. This is where we can best help. Our approach to growth strategy is integral and holistic. When stakes are high, we focus on facilitating deep insights and actions that promote sustainable results with a restored sense of wholeness for our clients.
The integral and holistic approach is multifaceted, and as such, it is very effective in complex, ambiguous and fuzzy situations (e.g. organizational or personal reinvention, leading across an ecosystem without authority or governance, discovering new growth path or a new growth field, etc.).
Integral approach potentiates deeper awareness, better understanding, and easier integration of insights accessed through different ways of knowing and doing. When we come from more parts of our being, we live, move, and grow more congruently, so that our actions produce desired meaningful outcomes rather than false starts.
Schedule your discovery call at: https://calendly.com/dimovski/discoverycall
leading and managing graduate recruitment and development, including talent management / human resources professionals, career development advisors, service providers and professional associations.
All managers need some guidance on the whys and hows of coaching, but most organizations can’t afford to train them on a large scale, so the least you can do is make an effort to create a culture of coaching. The key is to create a pool of manager-coaches who can be role models, supporters and sustainers of a coaching mindset.
When you select the right people and invest in their development and position them as coaching advocates, you plant the seeds for expanding coaching well beyond the individual manager-direct report relationship. Your role models demonstrate effective coaching both formally and informally, and they help motivate others to use and improve their own coaching capabilities.
Always link the purpose and results of coaching to the business. Managers have to know the business case for coaching and developing others if they’re to value it and use it effectively. Where is the business headed? What leadership skills are needed to get us there? How should coaches work with direct reports to provide the feedback, information and experiences they need to build those needed skills? Set strategic coaching goals, tactics and measures for the organization as well as including coaching as an individual metric.
7 Steps to Create a Competency-Based Training ProgramBizLibrary
Employee training is fluid, dynamic and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies.
Competency-based training links individual performance to the goals of the organization.
A defined set of competencies for each role in your organization illustrates the behaviors, reinforces organization values, and provides the strategic direction employees need to achieve organizational objectives.
In this webinar, you'll learn:
Why a sharp focus on key competencies is more important than ever.
The key characteristics of best-in-class competency-based training programs.
A straightforward seven step process any organization can use to implement competency-based training starting today.
Interview in the Comdex Times of your esteemed Prof. Vinod V Sople's (Director at ITM SIA Business School - Mumbai).
An impressive article sharing his views on "Working Smart, Just Not Hard"
A must read!
Organizational Agility for Sustainable Competitive Advantage in VUCASeta Wicaksana
An Organization has an SCA when it is able to generate more customer value than competitive firms in its industry for the same set of products and service categories and when these other firms are unable to duplicate its effective strategy
At present, the pace of change feels relentless – new technology has changed our working lives beyond recognition and disrupted whole industries.
Many of us like to think that change is rare - we feel like it should be a one-off event, with a beginning and an end. The reality is that change is a constant state - nothing stays the same forever. If this seems daunting, agility is our friend.
Azurati SharePoint2Go - BYOD ready mobile sharepointRonan Lavelle
Azurati SharePoint2Go is the leading HTML5 cross-platform mobile Microsoft SharePoint solution, providing online and offline working, enterprise-class security, branding and customization.
This is a branding proposal that accompanied an Art Director\'s presentation on re-branding an technology company and transforming their website into a groundbreaking example of Web 2.0 UX.
Do you feel like stress is building up inside you? If unchecked, stress can be debilitating. Fortunately, you can successfully manage or even banish your stressful feelings by developing your own repertoire of methods to combat stress.
http://www.therealmikegriffin.com/NoStress
Route 55 voorstel voor Masterplan voor Zwolle kunstroute station-centrum atel...Tom Veeger
voorstel masterplan Zwolle kunst route station-centrum. Inzending open call februari 2014. atelier EHV* is een samenwerking van Joren Hoogeboom en Tom Veeger.
New Media
Web Designer & Rich Internet Application Developer specializing in intuitive User Interface & seamless User Experience with an emphasis of Human Factors in Design. Both design-centric and data-centric workflows using the entire Adobe Creative Suite CS5.5 (Photoshop, Illustrator, Flash, Flash Catalyst, Flash Builder - Eclipse-based Flex 4.5 Cairngorm framework, ColdFusion Builder, Dreamweaver, InDesign, Fireworks & Bridge). Modular View-Model-Controller design pattern Object Oriented Programming in ActionScript3, MXML, XHTML, CSS, JavaScript, SQL & CFML for iPhone, iPad, tablet, Android, AIR desktop & Flash Player
Traditional Media
Award-winning design in Magazine, Advertising, Packaging & Materials Design. Imaginative Branding & Identity. Highly perceptive of the culture of ideas & visual images. Demonstrated ability to translate concept into impact. Innovative thinking won licensing with Lucas Films & Mattel valued in the millions
Available listing inventory Essex County, MAEd Ridolfi
How many homes that failed to sell between 2009 and 2012 are likely to come on to the market in 2014 and beyond? This analysis of the data for Essex County may highlight a key factor in a 3 year run of real estate purchase activity.
Unleashing Potential: Talent Management and Career Development Strategies for...Vanessa Theoharis
This presentation was shared by Vanessa Theoharis and Julie Ried at the American Marketing Association Higher Education Symposium in November 2022.
The market has gone through a whirlwind of a year, as individuals contemplate the next stages of their career journeys, whether within the organization or elsewhere. As higher education leaders, you have the opportunity to create a workplace environment that will attract top talent, engage your team and motivate individuals to stay.
Bringing best practices from across the field, this presentation includes strategies around employee recruitment, retention, and engagement, specifically for marketing and communications teams.
at The Painted Sky, we are pioneers and leaders in Art-Based Training Initiatives that are helping companies galvanise their People Development initiatives across 10 countries. For over a hundred corporate clients, with over 300 Art-Based workshops, for 1500+ participants, using Painting, Theatre, Cinema, LSP, Model-building and Music.
Our clients include companies Accenture, PwC, EY, Capgemini, TCS, Intel, Honeywell, Lenovo, SAP, Citrix, Mercedes-Benz R&D, Daimler, Volvo, HP, AT&T, Yahoo, Texas Instruments, Concur, Google, VMWare, Intuit, Samsung, Yodlee, Deutsch Bank, MindTree, Fidelity, Thomson Reuters, GM, Kraft Foods, Allergan Inc., and others.
We also run other non-art leadership development programmes and blended learning projects to help develop key competencies in leaders and managers around the world. You can find more about us at www.thepaintedsky.com.
We are deeply invested in the process of Leadership Development through Executive Coaching and have on board a panel of ICF certified coaches.
Write to anirban@thepaintedsky.com for more details.
Aronagh's Consulting Services Portfolio covers people & culture, organisation design, business transformation and data governance. Contact me at www.aronagh.com for more information.
In RBL’s newest virtual HR program, HR professionals at all levels learn to build the competencies needed to impact business results directly from Dave Ulrich. This comprehensive cohort-based virtual development journey teaches how HR creates value from the outside in and delivers business impact.
Pearl strategy will make you resilient to disruption!
Organizational culture and people are the only competitive advantage in this time of disruption of business models.
Pearl is based in 5 principles: Performance, Empowerment, Accountability, Responsiveness and Locally embedded.
2. who we are
Learning development and communication company. We design new
solutions in the area of people, teams and organizations
development. We help organizations to:
• create and lead changes
• design culture that makes people proud and which means
more than just work
• search innovations and solutions people organization areas
We are passionate innovators' always searching for new ideas at home
and abroad. We learned to combine experiential learning techniques and
marketing communication for maximal motivation effect.
helping to change
3. situation on the markets and at home
Current economy crises brings organizations to decisions that would not have
had to be done before. Decisions about organization changes to ensure
profit and growth. Czech Republic, Europe and the world is changing.
Markets, companies and products are changing. Organizations have to
adapt to the situations. That requires changing people’s thinking.
Europe is in the world extraordinary for its social systems. In order to keep them
European companies must increase productivity. Very high percentage of
employees in the Czech republic still approach work as the necessary evil
and culture something they cannot influence. At the same time Czechs
are very productive, loyal and dedicated to organizations or communities
they once join.
2 way's to increase productivity:
1. To exchange producing power (human resources and machines)
for more productive
2. Focus on changing existing resources
helping to change
4. we have
small business mindset
passion and patience to improve
experience in people, team and organizations development
experience of management in international corporation
environment
experience in areas of Human Resources, Marketing
Communication, Business Development, Customer Care,
Customer Insights Customer Experience and Stakeholder
Management
project managing approach
effective communication and valuable results
helping to change
5. we know how
strategy deployment and communication cascades
company culture development
internal communication
change projects
quality management
customer/employee lifecycle
customer experience
quality audit’s
diagnostics
people skills development and training
helping to change
6. we do and use
workshops (solution searching, motivational, transformation
oriented)
trainings
best practice sharing
cauching
mentoring
Assessment Center and Development Center True Picture
temporary management role replacement
talent management systems
events
helping to change
7. we can help in
HR strategy, planing, internal communication
new employee orientation programs
HR process audits
performance management system design
building and re-organising teams
change facilitation
effective work with talents
succession planing
training needs assessment
leadership programs
helping to change … and others based on current needs
8. complex management development program -
example
16 intensive 1 day workshops - 8 focused on management role competencies,
8 on personal development. Understanding of personal influence
is key to manage and lead people.
Competences development: Personal development:
1. Successful team development and 1. Beliefs and principles, that
leading basics improve communication
2. Choosing and engaging talents 2. Internal resources and power to
3. Influence and decision making reach goals
4. Change as opportunity 3. Systemic concept of goal and
5. Organization models, strategic opportunity to choose
thinking, goals definition, planning 4. Self-awareness, self-esteem and
6. Success perception and results self-development
evaluation 5. People, perspectives and
7. Inspiration and individuals relationships
development 6. Emotions, feelings and stress
8. Suppliers and partners 7. Inspiration and creative thinking
relationship development 8. Time and life perception
helping to change
9. how do we support organization change
strategy, process and plan
Potential evaluation, development and recruitment
(AC/DC True Picture)
Communication strategy
plan BEFORE => DURING => AFTER
tools
Management team preparation to become change agents
Adaptation and opportunities on the market package
Culture revitalization after changes
helping to change
10. cooperation process
1. core questions => Brief
2. debrief
3. diagnostics
4. strategy and milestones proposal
5. conditions and contracts
6. detail project plan including roles specification
7. realization
8. evaluation
9. next steps recommendation
pomáháme měnit
11. consultants core questions
On project/initiative will work only professionals with not only
theoretical background and practical experience but also real interest
in business and about organization of the client.
Our consultants and lectors share same values of life and are in
frequent contact supporting each other. Therefore we share
experience, unify approach and improve constantly.
To ensure quality, male and female perception aspect and provide
wide experience we offer 2 lectors on most of our management
trainings.
We do not use for consultancy and trainings any other
subcontractors.
helping to change
12. our values
We walk the talk and respect trust given us.
We value each project knowing that it might bring personal growth.
Company and Brand cannot be any better than people inside.
Each change brings improvement opportunities.
One day soon will be business decisions led by customers words
and companies will have to initiate real dialogue.
We are not afraid to risk and take the difficult path in order to
discover new opportunities.
We enjoy and share inspiration.
helping to change
13. core questions people
Petr Fridrich, Mgr.
– Born in Prague, few years lived, studied and worked in Germany and
Austria, few months spent in India. Today systemic NLP Master
Practitioner, coach and constellation master. Words of interest:
people and relationships, experiences, growth, ideas.
.
core questions - 2,5 years owner and experience facilitator
Media Research - 1,5 years business development manager
Oskar a.s. / Vodafone – 2 years organization development consultant, trainings
designer and facilitator, performance management program coordinator, talent
management program co-designer.
Allianz– 4 years specialist for organization and management development. Designed
competence model, trainings, lecturing
Fridrich´s Capital Services/RedBaenk – 1 year analyst and assistant in family
business focusing investment banking – acquisitions and merges. International
Network of Mergers & Acquisitions Partners (IMAP.com).
helping to change
14. core questions people
kdo je za slovy
Radka Cikánová
Czech in heart and soul even though tried to live in the USA.
Lashed by successes and failures, travels for inspiration,
Passionate, positive, open and trusting to people values and growth.
Goodness and better world believer. Words of interest: inspiration,
learning, influence, relationships, changes.
core questions - 2,5 years owner and experience facilitator
for clients ČEZ Zákaznické služby, České Radiokomunikace, VZP ČR
7 years and 5 months in Český Mobil / Vodafone – director, people and
organization development <= sr. manager training and ïnternal communication
<= sr. manager, customer experience <= marketing communications manager
2,5 years in Face of Alice (BTL agency) account director, <= account manager
- PR and Sales promotion, loyalty programs and events for clients: Reemtsma,
Seita, Tchibo, Allied Domecq.
3 years in Pragma Communication (PR agency), client service manager
for clients: SmithKline Beecham, MoNet.
helping to change
15. core questions people
kdo je za slovy
Ivan Vajda, Mgr., MBA
Enthusiastic student, lector and new learning trends propagator.
Happy father of 5years old son, which is great resource of
inspiration for adults development. Trained as psychologist of
special forces in USA. Convinced about huge potential of human
brain. Studied psychology, MBA and experience:
2 years coach, consultant and business psychologist
2,5 years v Český Mobil / Vodafone – Learning & Development Specialist
5,5 years trainer, consultant and psychologist in Image Lab – specialized
on soft skills development, AC, DC, self development and psychological
diagnostics
3 years psychologist of special forces in Slovakia Army – solders selection
and preparation for foreign missions and crises situations.
helping to change
16. core questions people
kdo je za slovy
Martina Leškovská, MBA
Cosmopolitan with Slovak origin, all life optimist influenced by studies,
work and living in China and Egypt. Consecutively daring for
innovations and improvement, searches inspiration in people, places
and books.
Accenture – 2 years Leader for Europe in recruitment marketing.
Responsible for 23 countries in mostly online environment.
Honeywell – 3 years Marketing Manager for Region CEE and Nordic, Sales
Leader for CZ/SK.
Oskar Mobil / Vodafone – 2 years Sr. Manager, Marketing
helping to change
17. core questions people
Martin Vasquez, MgA. Ph.D.
Born at Moravia, lived and worked in Prague,
La Rochelle, Genève, Leipzig and Birmingham. Established
Impro League in the Czech republic. Enriched Czech improvisation
for German conceptuality and British exploration courage.
.
Smarter Training & Consulting – consultant, lector and program designer.
Mita Thor International – HR consultant, lector, designer learning needs assessor
Positive – trainer, consultant for management and organization development.
International trainings development, sales and customer care trainings
L´utopie production France – coordinator at French production company focusing on
event & culture management and international projects design.
Czech TV – 3 years as a producer at Čestmír Kopecký group.
helping to change
18. core questions people
kdo je za slovy
Petr Komarovský, Ing.
Petr has roots and 5members family in Brno, but left piece of heart
on each continent. Lived and studied at Moscow, works as
consultant and lector at many countries of new Europe. Fearless
pioneer of expression: Business success depends on quality and
growth of people creating it. Works in Czech, Russian, English
and Spanish language.
5 years coach and business consultant in sales, communication and leading
teams areas.
1 year Scott & Haggett lector and senior consultant for personal
development and internal processes.
2 years TOP C consultant of professional growth and human potential
development.
10 years Coca Cola business development and country manager in Belorussia
helping to change
19. core questions people
kdo je za slovy
Robert Broj
Born and raised in Prague, strategist and production manager with
more than 10 years of experience in the telecommunication
industry. Passionate gourmet and clavier player at popular band
Lakeside X. Constantly improves himself, the band performance
and the quality of service in gastronomy.
1 year project management consultant at 02 Telefónica.
2 years taining and development manager F&B Academy – trainer and
learning program designer focusing on gastronomy area.
8 let training manager, team leader, facilitator, Vodafone ČR, a.s.
2 years trainer of soft and hard skills courses at Radiomobil (Tmobile)
helping to change
20. core questions people
kdo je za slovy
Tomáš Hruška, Mgr.
Originally teacher, later specialist of customer care in
telecommunication business, facilitator of experiential soft skill
courses, manager public relations, retail store manager and team
coach. Despite of rich professional life and many changes he is
always inspirator and innovator of personal development.
2 years manager and coach at Vodafone CZ
1 year account manager PR agency Ogilvy CZ
2 years senior facilitator of learning and internal communication at Vodafone
CZ
2 years customer care specialist at Oskar (Český Mobil)
helping to change