We cease listening to another person when we do not hear anything new or interesting for ourselves. Professionals have another important consideration – whether it is possible to apply what they hear to their work. Another frequently encountered obstacle to learning new material is the inner conviction that theory and information about other industries are useless. This explains the skepticism with which the audience meet the lecturers. One can predict a usual negative reaction to any course, enhanced by the feeling that instead of a course they could be doing several other, more important things.
What is said during the course will at least make you think about how effective the current work format is. Some things, of course, can be applied tomorrow, but we do not recommend doing it because there is Principle 2.
Narrow specialization is essential in the stable and predictable market. Perfected skill set and accumulated experience allow professionals to cope quickly and thoroughly with any given task when the essence of the situation does not change. However, under such circumstances they often do not care about the impact the result of their work will have on other people around them. A wide mental outlook and understanding of connections help people to find logical links in the changing situation and to choose an operational solution that satisfies all interested parties.
People tend to resist knowledge that is not consistent with our world views or our expectations. We therefore provide new information in a measured way, combining it with what is already known to the participants. In this way, we are able to reduce their internal resistance and prepare them to accept the essential information. Someone else's experience rarely teaches us anything. However, what is experienced personally and tried out by hand stays with you for a long time. Especially if you add to it the enthusiasm. We have never had monotonous presentations. Each session is a creative process, where all participants are involved. Literally every hour under facilitation of a lecturer the new solutions are born and discussed, and then compared with each other. At the end of the day, there is always something to share with one’s colleagues.
It's human nature to compare oneself to others. But what we desire even more is to learn new things about ourselves personally marking our own development and achievements. In programs with leadership and personnel management blocks, we constantly offer detailed feedback from both participants and the company. It includes, among other things, characterization of personal development potential, recommendations for development, a description of strengths, as well as indication of individual behavioral and decision-making specifics in stressful situations.
Employee education is always made at the cost of business. In most cases, education is either a part of the overall development plan or a form of motivation. Return on investment is expected in the form of employee loyalty to the company in future. We bring direct benefits to the company from the trained employees by developing specific plans to improve the company's efficiency. These may be projects aimed to change operational management, the structure, activity algorithms; or projects of solving current HR management tasks or adjusting marketing plans; projects of strategic development or budgeting. The result is passed to a committee of company managers, which can immediately assess both the contribution of the participants themselves and the benefits of the proposed projects.
How can we address your particular needs? You can find more information about the programs here >>>
For questions related to programs of the Stockholm School of Economics, please contact Vsevolod Krylov, the Head of Corporate Programs Unit
Vsevolod KrylovOffice SSE Russia in St. Petersburg
