Creative, stimulating, developmental! Thank you for being so professional.
Management training session, Saint Gobain
We are all very happy with the training session and already can’t wait for the second part :).
Communication and Cooperation, IKEA
Interesting, educational, developmental, intriguing.
Team-building, Rzeczpospolita
For me, the usefulness of the training session, the way it was run in, the trainer was simply amazing!
NLP Application in Business, Warsaw City Council
The training session was really well-prepared - to its tiniest detail, precise, targeted.
Team development, PTK Centertel
Not only is this one of the best training sessions I’ve attended, but also one which I’ll be able to use in a practical way in my life.
Teamwork, Bosch-Siemens
I simply loved this training session. The time went mad and was running like there’s no tomorrow. I’d love to practise a bit more with you.
Coaching, Saint Gobain
The training session was unbelivable, unpredictable, full of surprises and the one that can’t really be compared to anything else I’ve been through before.
Team-building, EGB Investments
A really endearing trainer who can put the message across to the participants in an orderly way.
Effective communication, Nordea
Logistics
Location
Throughout Poland training centres, on the client's premises, on ACT's premises
Length of the Training
Single training: most often 1-3 days, depending on the agreed goals and desired results.
Training Groups
Usually 8-16 people, although we once worked with 200 people at one. One or two trainers work with each group, while with bigger groups, activities are done in subgroups.
Preparation Time for the Training
It depends on the scale, agreed goals and expected results. We need about two weeks to analyze the needs of the group, prepare the program and make the logistical arrangements.
Preparing a specific training or cycle of trainings constitutes a number of stages of co-operation based on joint responsibility between ACT and the client to achieve the desired results.
- Stage One - Recognition
That means defining the initial needs of the participants. At a meeting (or by telephone) with the person requesting the training (HR department representative, company head, team leader) we establish which development path will be the most useful for the team, which competences the company wants to develop, which values to promote to the workers and within which framework. Next we carry out a needs analysis (meetings, questionnaires, questions asked directly to the participants), and on the basis of this, we define the goals, which will be achieved during the training. - Stage Two - Project
We initiate and run the specific training project. An experienced team of trainers proposes appropriate tasks and exercises that will allow us to achieve the agreed goals. We liaise with those involved concerning the proposed program and negotiate the order of the tasks in order to build in a sense of joint responsibility from the very beginning. - Stage Three - Training
Based on a workshop format, participants gain new knowledge and put it to use, so that they can see which discoveries and results are most useful in their environment. Taking advantage of their newly acquired knowledge, participants plan which new behaviours they will use at work. - Stage Four - After Training
We check the jointly-achieved results. The participants get a book which contains their own discoveries and useful materials. We meet the key people from each team to direct the changes initiated during the training, so that they serve the development of the team a long time after the end of the training. As a continuation of the development process we suggest coaching support for team managers who participated in our training, since these leaders will be able to influence the development of their colleagues.
Throughout the Process - We provide ideas, consultation and help with planning subsequent trainings.