Organisational culture is not defined only by the values written on the wall. It is shaped by what leaders demonstrate, encourage, reward, allow — or choose to ignore. A company may speak about accountability, trust, collaboration, initiative and excellence. However, employees do not decide what truly matters within an organisation by reading strategic documents, presentations or messages displayed on office walls. They watch their...
A proprietary BIZNIS LINK leadership development programme for senior and middle management It is not enough for a leader to recognise what needs to change. They must know how to turn a conversation into change. Leaders usually recognise when mistakes are being repeated, employees are not taking sufficient responsibility, agreed standards are not being applied consistently or results remain below expectations. Yet...
One team member wants the decision to be made immediately. Another believes that more information should be reviewed first. A third is considering how the decision will affect people. A fourth already sees a new opportunity and is proposing the next step. Who is right? Potentially, all of them — from their own perspective. Different ways of thinking, communicating and working can provide a team...
Every leader leaves an impact. Not only through the results they achieve, but through the way they communicate, make decisions, respond under pressure and relate to people. A leadership brand is what people expect when they hear a leader’s name. It is the experience they have when working with that leader. And it is what they say when the leader is not in the...
There is no shortage of conversation in the business environment. Meetings, messages, agreements, quick alignments and exchanges of information happen every day. But dialogue is often in short supply. Dialogue is not the same as exchanging opinions. It is not about proving who is right. It is not polite silence while the other person is speaking, while we are already preparing our response. Dialogue begins when...
Have you ever heard these statements within a team? “I didn’t know that was my task.” “I was waiting for someone to tell me.” “I can’t do anything until they change.” These situations rarely arise because people lack knowledge. More often, they result from a lack of personal responsibility and proactivity. In many organizations, development is still unconsciously viewed as a competition. Who will be faster? Who...
The training has started. But what is really happening is not training. A leadership program is currently being implemented for top and middle management of company PROHROM with a clear objective: to ensure development does not remain at the level of education but becomes a way of working and starts from leaders’ personal excellence — as the operational foundation of every...
In most organizations, feedback exists. But it rarely leads to real change. The difference is not whether we give feedback. The difference is how we use it. We have been working with Zumtobel Group and Tridonic for three years. This time, the focus was on understanding one fundamental question: How does feedback actually function in everyday work? Not in theory. Not in models. But in real interactions...
In most organizations, development starts with good intentions. Trainings are organized. New models are learned. Important topics are opened. And that matters. But the real difference doesn’t come from what people hear during a training. It comes from what they begin to do after it. That’s why the Business Skills Academy, designed for a company Asip Prevent, is not conceived as a set of...
The beginning of 2008. A global economic crisis on the horizon. My son was only two years old. Everything pointed to the same advice: Pause. Wait. Don’t make big decisions. It made sense. Just not to me. In April that year, I opened a Training Center — in Kragujevac, in the heart of the Šumadija region. Not because the conditions were right. But because the decision was. I chose...
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