Entrance analysis

"Managing with no leading is similar to unfolding sunbeds on the board of Titanic."

However, a lot of companies do unfold the sunbeds. Some, unfortunately, also end the same way as Titanic. Even though, it is just a matter of realizing how important is the role of a well working manager. It is not only the employees who need well working managers, it is, of course the company itself. Then in the first place, we need to provide the managers with important and key skills, so that they are able to take care of their own people well and of the business too.

Topics popular among our clients:

Change management. Succession planning AKA raising your successor well and in the right time. Personality and self-presentation of a manager. Manager versus Leader. Manager’s communication techniques… and many more.


Entrance analysis is a priceless part of every development program. It allows us to see on our own eyes the space for management development, or even the particular situations, which could be later seen as basis for our case studies within the development program. Every entrance analysis provides us (and the client) with a detailed and suggestive report, which describes current situation in the management of the company. It also brings particular ideas and suggestions on how to proceed with the development of the management.

of a manager

The importance of managerial roles for a good running of every company is quite evident to everybody. Managers working well with their skills and possibilities often become the hearts of the working group or department. Their employees know that they can trust them and like to work with them. These managers are people who achieve their goals and in the same time they do not forget that they would not have to be so efficient without their employees. Our complex system of development for managers brings the possibilities to focus on bigger development areas or simply particular individual skills, which need to be improved or strengthen.

and sustainability

The ability of managers to apply their acquired skills into daily working routine and then hold on to this routine is of a crucial importance. Our work does not finish with the delivery of the training. Once we agree on that with the client, we always seek to see if the program has brought the desired effect and result. In the same time we define which skills could be observed for some longer time. We usually tend to us the methods of screenings and shadowing, or other on-job methods.