zoom in : training and mentoring services

"When I first started running leadership trainings, I made what now feels like a rookie mistake. I thought those classic trainings - slides of theory, book summaries, articles and a few role-plays - were enough. People would leave excited, full of ideas… but then reality hit. In a matter of days, most of them would forget everything and go back to old habits.

There’s even science behind this: studies show that without practice and real-life application, we forget around 70% of what we learn within a week. No wonder those enthusiastic faces from training would disappear so fast.

So, I tried adding homework. Great idea on paper, but surprise: busy managers rarely did them. Time, priorities, life… you name it.

That’s when I knew it was time for a radical change. I shifted the whole thing from a theory-based approach to experience-based learning. Books and articles still had their place, but only to set the stage. At least half the session was now real stories, personal experiences and practical situations. Engagement skyrocketed. Feedback like “I tried what you said and it worked!” started pouring in.

Next move — more role-plays and even public speaking sessions. Again, massive difference. People grew, fast.

Then I grouped participants for homework in pairs or trios. Engagement improved, but I still wasn’t happy.

And just when I thought I’d run out of ideas, I teamed up with Adrian Petrice and we built a simple but powerful system. We blended the training with a peer coaching program- not classic mentoring, since the participants are peers, but based on similar principles. Between sessions, participants meet in small groups, help each other reflect, set goals and hold each other accountable. (Almost) No more skipping homework now! 

We’re still fine-tuning it, but I can already see the real win: when the training ends, the growth doesn’t. These peer sessions keep the momentum alive and personal development moving

Our 3 steps to make any leadership traning programs actually stick and make a difference:

1. Speak 70%+ from personal, first-hand experience

Books are great. Frameworks are useful. But people connect with what you lived not what you memorized. And yes, this should naturally filter out a lot of trainers who don’t walk the talk.

2. Double down on role-plays and public speaking exercises.

Forget the endless slides and debates about theories. Get people on their feet. Let them act, make mistakes, feel uncomfortable, laugh. That’s where real growth happens.

3. Build a homework system using peer coaching/peer learning circles.

People are way more likely to stay accountable when they’re supported by a small group of peers. It’s not classic mentoring, but it borrows principles from it. Use simple frameworks like GROW and watch how the learning sticks."

 - George Stan

1. Leadership values and fundamentals

2. Self leadership

3. Leading the IT talent

4. Motivation at work 

5. Employee engagement

6. Effective Client Management

7. Recruiting the IT talent

8. Quality and productivity in technology services

• Why self-leadership
• How our background shapes our character, attitude, fears, abilities. Know yourself
• Where to start: Vision, Inspiration, Creativity, Momentum
• Modelling the character in 7 steps

• The Global and Local context of the IT Leadership
•  What is expected from an effective leader?
•  The development stages of the IT Leader
•  The 10 essential actions of a leader
•  Shaping a vision

• What demotivates us?
• Different kinds of motivation
• A 5 Steps Motivation Strategy
• Motivation 101 starts with the personality type.
•  What motivates and demotivates each personality type?