{"id":16450,"date":"2026-07-24T17:55:07","date_gmt":"2026-07-24T15:55:07","guid":{"rendered":"https:\/\/pepax.sk\/?page_id=16450"},"modified":"2026-08-17T21:06:10","modified_gmt":"2026-08-17T19:06:10","slug":"firemny-mentoring","status":"publish","type":"page","link":"https:\/\/pepax.sk\/en\/sluzby\/koucing-a-mentoring\/firemny-mentoring\/","title":{"rendered":"Corporate mentoring"},"content":{"rendered":"
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\u2014 Kou\u010ding a mentoring<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Corporate mentoring<\/h1>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Firemn\u00fd mentoring prin\u00e1\u0161a vedeniu a k\u013e\u00fa\u010dov\u00fdm t\u00edmom sk\u00fasenostn\u00e9 vedenie pri re\u00e1lnych rozhodnutiach, raste a zmene. Prep\u00e1ja prenos overen\u00fdch postupov s kritick\u00fdm dial\u00f3gom tak, aby sa firma u\u010dila r\u00fdchlej\u0161ie, konala s v\u00e4\u010d\u0161ou istotou a postupne budovala vlastn\u00fa schopnos\u0165 odovzd\u00e1va\u0165 know-how.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tDohodn\u00fa\u0165 \u00favodn\u00fd rozhovor<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tAko spolupr\u00e1ca prebieha<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\"Mana\u017e\u00e9ri\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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\u2014 Situ\u00e1cia a s\u00favislosti<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Ke\u010f firma potrebuje nielen rozhodnutie, ale aj prenies\u0165 sk\u00fasenos\u0165 do sp\u00f4sobu pr\u00e1ce<\/span><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Rast organiz\u00e1cie \u010dasto prin\u00e1\u0161a situ\u00e1cie, na ktor\u00e9 u\u017e nesta\u010d\u00ed iba intern\u00e1 diskusia. Mana\u017e\u00e9ri vstupuj\u00fa do nov\u00fdch rol\u00ed, vznikaj\u00fa nov\u00e9 t\u00edmy, rozhodnutia maj\u00fa \u0161ir\u0161\u00ed dopad a sk\u00fasenosti zost\u00e1vaj\u00fa s\u00fastreden\u00e9 v nieko\u013ek\u00fdch \u013eu\u010foch. Navonok m\u00f4\u017ee firma fungova\u0165, no pri d\u00f4le\u017eit\u00fdch t\u00e9mach opakovane h\u013ead\u00e1 rovnak\u00e9 odpovede alebo sa u\u010d\u00ed preva\u017ene pokusom a omylom.<\/p>

Firemn\u00fd mentoring vytv\u00e1ra dlhodobej\u0161\u00ed priestor, v ktorom sa konkr\u00e9tna situ\u00e1cia stret\u00e1va so sk\u00fasenos\u0165ou z praxe. Mentor akt\u00edvne pon\u00faka poh\u013ead, pomen\u00fava rizik\u00e1, vysvet\u013euje s\u00favislosti a prin\u00e1\u0161a mo\u017en\u00e9 postupy. Rozhodnutie v\u0161ak zost\u00e1va na strane klienta. Cie\u013eom nie je vytvori\u0165 z\u00e1vislos\u0165 od extern\u00e9ho n\u00e1zoru, ale posilni\u0165 vlastn\u00fd \u00fasudok, zrelos\u0165 rol\u00ed a schopnos\u0165 firmy u\u010di\u0165 sa.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Leadership<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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rozhodovanie, vplyv, zodpovednos\u0165 a zvl\u00e1dnutie novej \u00farovne roly<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Know-how<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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prenos sk\u00fasenost\u00ed, pracovn\u00fdch n\u00e1vykov a praktick\u00fdch vzorov uva\u017eovania<\/div>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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T\u00edm<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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spolupr\u00e1ca k\u013e\u00fa\u010dov\u00fdch \u013eud\u00ed, spolo\u010dn\u00fd jazyk a schopnos\u0165 u\u010di\u0165 sa z praxe<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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System<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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prepojenie rozhodnut\u00ed s procesmi, rolami a re\u00e1lnym fungovan\u00edm organiz\u00e1cie<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Kult\u00fara<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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prostredie, v ktorom sa sk\u00fasenosti odovzd\u00e1vaj\u00fa otvorene a zodpovedne<\/div><\/div><\/div><\/div><\/section>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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\u2014 Pre koho a kedy<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Mentoring d\u00e1va zmysel tam, kde sa m\u00e1 sk\u00fasenos\u0165 premeni\u0165 na schopnos\u0165 firmy\n<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Slu\u017ebu prisp\u00f4sobujeme roli, t\u00e9me aj zrelosti organiz\u00e1cie. M\u00f4\u017ee pracova\u0165 s majite\u013eom, mana\u017e\u00e9rom, odborn\u00fdm l\u00eddrom alebo s men\u0161\u00edm k\u013e\u00fa\u010dov\u00fdm t\u00edmom.<\/p>

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\n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tOveri\u0165 vhodn\u00fd form\u00e1t<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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\n Firma v obdob\u00ed rastu <\/h3>\n \t\t \t

Nov\u00fd rozsah rozhodnut\u00ed vy\u017eaduje r\u00fdchlej\u0161ie dozrievanie vedenia, rol\u00ed a sp\u00f4sobu spolupr\u00e1ce.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n Mana\u017e\u00e9r v novej roli <\/h3>\n \t\t \t

Sk\u00fasenostn\u00e9 vedenie pom\u00e1ha uchopi\u0165 zodpovednos\u0165, priority a vz\u0165ahy bez preberania jeho rozhodovacej roly.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n Majite\u013e alebo CEO bez rovnocenn\u00e9ho partnera na prem\u00fd\u0161\u013eanie <\/h3>\n \t\t \t

Mentoring prin\u00e1\u0161a nez\u00e1visl\u00fd poh\u013ead a otvoren\u00fa sp\u00e4tn\u00fa v\u00e4zbu mimo ka\u017edodenn\u00fdch vn\u00fatorn\u00fdch vz\u0165ahov.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n Nov\u00fd alebo rozv\u00edjan\u00fd t\u00edm <\/h3>\n \t\t \t

K\u013e\u00fa\u010dov\u00ed \u013eudia potrebuj\u00fa spolo\u010dn\u00fd sp\u00f4sob uva\u017eovania, lep\u0161ie rozhodovacie n\u00e1vyky a praktick\u00fd prenos know-how.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n Opakuj\u00face sa chyby a slep\u00e9 miesta <\/h3>\n \t\t \t

Extern\u00e1 sk\u00fasenos\u0165 pom\u00e1ha pomenova\u0165 vzorce, ktor\u00e9 sa zvn\u00fatra \u0165a\u017eko rozpozn\u00e1vaj\u00fa alebo zost\u00e1vaj\u00fa nepov\u0161imnut\u00e9.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n Zmena, profesionaliz\u00e1cia alebo genera\u010dn\u00fd prechod <\/h3>\n \t\t \t

Mentoring podporuje zachovanie podstatn\u00fdch sk\u00fasenost\u00ed a ich preklad do nov\u00fdch rol\u00ed, procesov a rozhodnut\u00ed.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\u2014 Hodnota spolupr\u00e1ce<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Sk\u00fasenos\u0165 m\u00e1 hodnotu vtedy, ke\u010f zlep\u0161\u00ed \u00fasudok a zostane vo firme<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Mentoring nes\u013eubuje bezchybn\u00e9 rozhodnutia. Pom\u00e1ha v\u0161ak pracova\u0165 s \u0161ir\u0161\u00edm kontextom, pomenova\u0165 rizik\u00e1 sk\u00f4r a vedomej\u0161ie pren\u00e1\u0161a\u0165 poznanie do ka\u017edodennej praxe.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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\n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tPozrie\u0165 v\u0161etky slu\u017eby<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Jasnej\u0161ie uva\u017eovanie o zlo\u017eit\u00fdch situ\u00e1ci\u00e1ch<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Klient z\u00edskava nez\u00e1visl\u00e9 zrkadlo, sk\u00fasenostn\u00fd kontext a presnej\u0161ie ot\u00e1zky pre vlastn\u00e9 rozhodnutie.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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R\u00fdchlej\u0161ie u\u010denie bez obch\u00e1dzania zodpovednosti<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Overen\u00e9 sk\u00fasenosti skracuj\u00fa cestu k pochopeniu, no vo\u013eba a d\u00f4sledky zost\u00e1vaj\u00fa v kompetencii klienta.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Pevnej\u0161ia mana\u017e\u00e9rska a odborn\u00e1 identita<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\u00da\u010dastn\u00edk postupne rozli\u0161uje, \u010do patr\u00ed k jeho roli, ako chce vies\u0165 a o ak\u00e9 pracovn\u00e9 z\u00e1sady sa m\u00f4\u017ee oprie\u0165.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Lep\u0161ie prepojenie \u013eud\u00ed, procesov a strat\u00e9gie<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Rozhodnutia sa neposudzuj\u00fa izolovane, ale vo vz\u0165ahu k t\u00edmu, fungovaniu firmy a schopnosti uskuto\u010dni\u0165 \u010fal\u0161\u00ed krok.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Praktick\u00e9 odovzd\u00e1vanie know-how<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Sk\u00fasenos\u0165 sa premie\u0148a na jazyk, n\u00e1vyky, pracovn\u00e9 ot\u00e1zky a postupy, ktor\u00e9 m\u00f4\u017ee firma \u010falej rozv\u00edja\u0165.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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V\u00e4\u010d\u0161ia kontinuita pri raste a zmene<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Pravideln\u00fd mentoring udr\u017eiava kontext medzi rozhodnutiami a pom\u00e1ha vyhodnocova\u0165, \u010do sa v praxi skuto\u010dne osved\u010dilo.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\u2014 Mo\u017en\u00e9 odborn\u00e9 v\u00fdstupy<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\u010co m\u00f4\u017ee by\u0165 v\u00fdsledkom mentoringov\u00e9ho procesu<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Konkr\u00e9tny v\u00fdstup sa dohodne pod\u013ea cie\u013ea a form\u00e1tu. Pri mentoringu je hlavnou hodnotou rozvinut\u00e1 schopnos\u0165 uva\u017eova\u0165 a kona\u0165; p\u00edsomn\u00e9 alebo t\u00edmov\u00e9 v\u00fdstupy vznikaj\u00fa iba v primeranom a vopred dohodnutom rozsahu.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n Mentoringov\u00fd r\u00e1mec <\/h3>\n \t\t \t

Dohodnut\u00fd cie\u013e, roly, t\u00e9my, rytmus, hranice d\u00f4vernosti a sp\u00f4sob priebe\u017en\u00e9ho vyhodnotenia.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n S\u00e9ria mentoringov\u00fdch stretnut\u00ed <\/h3>\n \t\t \t

Pravideln\u00fd priestor na pr\u00e1cu s re\u00e1lnymi rozhodnutiami, sk\u00fasenos\u0165ami, ot\u00e1zkami a \u010fal\u0161\u00edmi krokmi.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n Sk\u00fasenostn\u00e1 sp\u00e4tn\u00e1 v\u00e4zba <\/h3>\n \t\t \t

Vecn\u00fd poh\u013ead na postup, dokument, rozhodovac\u00ed z\u00e1mer alebo pracovn\u00fa situ\u00e1ciu v dohodnutom rozsahu.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n Mapa rozvojov\u00fdch t\u00e9m <\/h3>\n \t\t \t

Preh\u013ead oblast\u00ed, v ktor\u00fdch m\u00e1 zmysel posilni\u0165 \u00fasudok, pracovn\u00e9 n\u00e1vyky, komunik\u00e1ciu alebo syst\u00e9mov\u00e9 porozumenie.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n Praktick\u00fd pl\u00e1n u\u010denia a aplik\u00e1cie <\/h3>\n \t\t \t

Dohodnut\u00e9 kroky medzi stretnutiami, pozorovania, sk\u00fa\u0161anie nov\u00e9ho postupu a n\u00e1sledn\u00e1 reflexia.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n Z\u00e1vere\u010dn\u00e9 vyhodnotenie <\/h3>\n \t\t \t

Zhrnutie posunu, otvoren\u00fdch t\u00e9m a odpor\u00fa\u010dan\u00e9ho pokra\u010dovania bez poru\u0161enia d\u00f4vernosti mentoringov\u00e9ho vz\u0165ahu.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\u2014 Priebeh spolupr\u00e1ce<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Od \u00favodn\u00e9ho rozhovoru k samostatnej\u0161iemu rozhodovaniu<\/span><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Proces sa nastavuje tak, aby bol zrozumite\u013en\u00fd \u00fa\u010dastn\u00edkovi aj zad\u00e1vate\u013eovi a z\u00e1rove\u0148 chr\u00e1nil d\u00f4vernos\u0165 kou\u010dingov\u00e9ho rozhovoru.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n 1. \u00davodn\u00fd rozhovor do 30 min\u00fat <\/h3>\n \t\t \t

Bezplatne z\u00edskame z\u00e1kladn\u00e9 inform\u00e1cie, over\u00edme vhodnos\u0165 slu\u017eby a rozl\u00ed\u0161ime mo\u017en\u00fd form\u00e1t. Nevznik\u00e1 pri \u0148om odborn\u00e9 odpor\u00fa\u010danie ani v\u00fdstup.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n 2. Dohoda o cieli, rol\u00e1ch a d\u00f4vernosti <\/h3>\n \t\t \t

Spresn\u00edme, kto je \u00fa\u010dastn\u00edk a zad\u00e1vate\u013e, \u010do m\u00e1 mentoring podpori\u0165, \u010do sa m\u00f4\u017ee vyhodnocova\u0165 a \u010do zost\u00e1va d\u00f4vern\u00e9.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n 3. Zmapovanie kontextu a prior\u00edt <\/h3>\n \t\t \t

Pomen\u00favame rolu, situ\u00e1ciu firmy, rozhodovacie nap\u00e4tia, sk\u00fasenostn\u00e9 medzery a t\u00e9my s najv\u00e4\u010d\u0161\u00edm praktick\u00fdm v\u00fdznamom.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n 4. Mentoringov\u00e9 cykly <\/h3>\n \t\t \t

Pracujeme s re\u00e1lnymi pr\u00edpadmi, zdie\u013eame sk\u00fasenosti, testujeme mo\u017enosti a formulujeme kroky pou\u017eite\u013en\u00e9 v aktu\u00e1lnej pracovnej realite.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n 5. Aplik\u00e1cia medzi stretnutiami <\/h3>\n \t\t \t

\u00da\u010dastn\u00edk sk\u00fa\u0161a dohodnut\u00fd postup, sleduje dopady, zbiera ot\u00e1zky a prin\u00e1\u0161a sk\u00fasenos\u0165 sp\u00e4\u0165 do \u010fal\u0161ieho rozhovoru.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n 6. Vyhodnotenie a uzavretie <\/h3>\n \t\t \t

Spolo\u010dne pos\u00fadime u\u017eito\u010dnos\u0165 procesu, zmenu v uva\u017eovan\u00ed a praxi a dohodneme ukon\u010denie, pokra\u010dovanie alebo in\u00fa formu podpory.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Z \u010doho konkr\u00e9tne firemn\u00fd mentoring pozost\u00e1va<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Rozsah vyber\u00e1me pod\u013ea cie\u013ea a situ\u00e1cie. Jednotliv\u00e9 moduly sa m\u00f4\u017eu spoji\u0165 do krat\u0161ieho mentoringov\u00e9ho bloku alebo dlhodobej\u0161ieho procesu.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n Mentoringov\u00fd kontrakt <\/h3>\n \t\t \t

Vytvorenie jasn\u00e9ho r\u00e1mca spolupr\u00e1ce, ktor\u00fd chr\u00e1ni \u00fa\u010del, d\u00f4vernos\u0165 a zodpovednos\u0165 v\u0161etk\u00fdch str\u00e1n.\n

\n\nObsahuje: <\/b>cie\u013e, roly \u00fa\u010dastn\u00edka a zad\u00e1vate\u013ea, rytmus, hranice zdie\u013eania inform\u00e1ci\u00ed a sp\u00f4sob vyhodnotenia.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n Mapa sk\u00fasenostn\u00fdch a rozvojov\u00fdch t\u00e9m <\/h3>\n \t\t \t

Spresnenie oblast\u00ed, v ktor\u00fdch m\u00e1 extern\u00e1 sk\u00fasenos\u0165 prinies\u0165 najv\u00e4\u010d\u0161iu praktick\u00fa hodnotu.\n

\n\nObsahuje: <\/b>pracovn\u00fd kontext, \u00farove\u0148 roly, rozhodovacie situ\u00e1cie, slep\u00e9 miesta, potreby t\u00edmu a priority u\u010denia.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n Prenos sk\u00fasenost\u00ed a kritick\u00fd dial\u00f3g <\/h3>\n \t\t \t

Akt\u00edvne zdie\u013eanie poznatkov, pracovn\u00fdch princ\u00edpov a poh\u013eadov overen\u00fdch v r\u00f4znych situ\u00e1ci\u00e1ch.\n

\n\nObsahuje: <\/b>vysvetlenie s\u00favislost\u00ed, porovnanie mo\u017enost\u00ed, pomenovanie riz\u00edk, sp\u00e4tn\u00fa v\u00e4zbu a ot\u00e1zky k vlastn\u00e9mu \u00fasudku.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n Pr\u00e1ca s re\u00e1lnymi rozhodnutiami <\/h3>\n \t\t \t

Mentoring sa via\u017ee na aktu\u00e1lnu prax, nie na v\u0161eobecn\u00e9 pou\u010dky oddelen\u00e9 od situ\u00e1cie firmy.\n

\n\nObsahuje: <\/b>rozbor konkr\u00e9tnych pr\u00edpadov, pr\u00edpravu rozhovorov, testovanie scen\u00e1rov, pos\u00fadenie dopadov a n\u00e1vrh \u010fal\u0161ieho kroku.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n U\u010denie medzi stretnutiami <\/h3>\n \t\t \t

Sk\u00fasenos\u0165 sa upev\u0148uje cez vedom\u00fa aplik\u00e1ciu a reflexiu toho, \u010do sa v pr\u00e1ci skuto\u010dne stalo.\n

\n\nObsahuje:<\/b> dohodnut\u00e9 pozorovania, praktick\u00e9 \u00falohy, pracovn\u00fd denn\u00edk, primeran\u00e9 review podkladov a pr\u00edpravu \u010fal\u0161ej t\u00e9my.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n Ukotvenie poznania vo firme <\/h3>\n \t\t \t

Pri t\u00edmovom alebo organiza\u010dnom form\u00e1te pom\u00e1hame prenies\u0165 u\u017eito\u010dn\u00e9 poznatky do spolo\u010dn\u00e9ho jazyka a sp\u00f4sobu pr\u00e1ce.\n

\n\nObsahuje: <\/b>zhrnutie z\u00e1sad, t\u00edmov\u00fa reflexiu, dohodu o pracovn\u00fdch n\u00e1vykoch a odpor\u00fa\u010danie, \u010do m\u00e1 zosta\u0165 s\u00fa\u010das\u0165ou intern\u00e9ho rozvoja.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\u010co ovplyv\u0148uje cenu firemn\u00e9ho mentoringu<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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\u00davodn\u00fd rozhovor<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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najviac 30 min\u00fat
bez odborn\u00e9ho v\u00fdstupu<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Minim\u00e1lny platen\u00fd rozsah<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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ohrani\u010den\u00fd kou\u010dovac\u00ed blok alebo \u00favodn\u00e1 etapa dohodnut\u00e9ho procesu<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Konkr\u00e9tny rozsah potvrd\u00edme vopred. Pr\u00e1ca nad dohodnut\u00fd r\u00e1mec sa realizuje a\u017e po ods\u00fahlasen\u00ed.<\/strong><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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\n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tDohodn\u00fa\u0165 \u00favodn\u00fd rozhovor<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Cena sa ur\u010duje po spresnen\u00ed cie\u013ea, form\u00e1tu a rozsahu. Neplat\u00ed jedna univerz\u00e1lna suma pre individu\u00e1lny rozhovor, dlh\u0161\u00ed program a t\u00edmov\u00fd proces.<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Form\u00e1t<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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individu\u00e1lny, t\u00edmov\u00fd alebo kombinovan\u00fd<\/span><\/div>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Po\u010det a roly \u00fa\u010dastn\u00edkov<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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mana\u017e\u00e9r, majite\u013e, odborn\u00fd l\u00edder alebo k\u013e\u00fa\u010dov\u00fd t\u00edm<\/div>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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\u0160\u00edrka mentoringovej t\u00e9my<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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jedno rozhodnutie, nov\u00e1 rola alebo dlhodobej\u0161\u00ed rozvoj<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Po\u010det a d\u013a\u017eka stretnut\u00ed<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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jednorazov\u00fd blok alebo pravideln\u00fd mentoringov\u00fd rytmus<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Pr\u00edprava mimo stretnut\u00ed<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\u0161t\u00fadium podkladov, pr\u00edprava ot\u00e1zok a sk\u00fasenostn\u00fdch r\u00e1mcov<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Asynchr\u00f3nne review<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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sp\u00e4tn\u00e1 v\u00e4zba k dohodnut\u00fdm dokumentom, z\u00e1merom alebo rozhodnutiam<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Zapojenie zad\u00e1vate\u013ea<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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trojstrann\u00e9 kontraktovanie, kontroln\u00e9 body a primeran\u00e9 vyhodnotenie<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Miesto a organiza\u010dn\u00e1 n\u00e1ro\u010dnos\u0165<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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online, osobne, cestovanie alebo nadv\u00e4zuj\u00face t\u00edmov\u00e9 stretnutie<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\u2014 Pravideln\u00e1 mesa\u010dn\u00e1 podpora<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Mentoring z\u00edskava h\u013abku cez kontinuitu<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Pri rozvoji l\u00eddra, t\u00edmu alebo firmy sa d\u00f4le\u017eit\u00e9 ot\u00e1zky objavuj\u00fa postupne. Pravideln\u00e1 mesa\u010dn\u00e1 podpora zachov\u00e1va kontext medzi stretnutiami, umo\u017e\u0148uje vraca\u0165 sa k re\u00e1lnym dopadom rozhodnut\u00ed a zni\u017euje potrebu zaka\u017ed\u00fdm znovu vysvet\u013eova\u0165 cel\u00fa situ\u00e1ciu.<\/p>

Dohodnut\u00fd mesa\u010dn\u00fd r\u00e1mec neznamen\u00e1 neobmedzen\u00fa dostupnos\u0165. Vopred ur\u010duje konzulta\u010dn\u00fd rytmus, primeran\u00fa asynchr\u00f3nnu pr\u00e1cu a sp\u00f4sob \u010derpania.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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\n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tPozrie\u0165 v\u0161etky slu\u017eby<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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\n Pravideln\u00fd mentoringov\u00fd rytmus <\/h3>\n \t\t \t

Dohodnut\u00e9 stretnutia udr\u017euj\u00fa smer, nadv\u00e4znos\u0165 t\u00e9m a zodpovednos\u0165 za praktick\u00e9 pokra\u010dovanie.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n Asynchr\u00f3nne odborn\u00e9 review <\/h3>\n \t\t \t

Primeran\u00e1 sp\u00e4tn\u00e1 v\u00e4zba k vopred dohodnut\u00fdm podkladom alebo z\u00e1merom medzi stretnutiami.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n Rozhodovacie zrkadlo <\/h3>\n \t\t \t

Nez\u00e1visl\u00fd sk\u00fasenostn\u00fd poh\u013ead pom\u00e1ha v\u010das zachyti\u0165 slep\u00e9 miesta, rizik\u00e1 a rozdiel medzi z\u00e1merom a realitou.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n Priebe\u017en\u00e9 ukotvenie do praxe <\/h3>\n \t\t \t

Spolo\u010dne vyhodnocujeme, \u010do sa osved\u010dilo, \u010do treba upravi\u0165 a ak\u00e9 poznanie m\u00e1 zosta\u0165 vo firme.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\u2014 Rast\u00faca odborn\u00e1 kni\u017enica<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Obsahov\u00e1 opora pre samostatn\u00fa pr\u00e1cu s t\u00e9mou<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Kni\u017enica Pepax sa buduje postupne ako odborn\u00e1 znalostn\u00e1 b\u00e1za. Predplatn\u00e9 m\u00f4\u017ee roz\u0161\u00edri\u0165 samostatn\u00e9 \u0161t\u00fadium, ale nenahr\u00e1dza osobn\u00fd kou\u010ding ani individu\u00e1lne odpor\u00fa\u010danie pre konkr\u00e9tnu situ\u00e1ciu.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n L2 - H\u013abkov\u00e1 praktick\u00e1 vrstva <\/h3>\n \t\t \t

Pre \u010dloveka, ktor\u00fd chce t\u00e9mu osobn\u00e9ho rozvoja sprac\u00fava\u0165 aj medzi stretnutiami alebo samostatne.\n

\n- h\u013abkov\u00e9 texty o hodnot\u00e1ch, rozhodovan\u00ed, hraniciach a kari\u00e9rnych prechodoch,\n
\n- praktick\u00e9 metodick\u00e9 listy a reflexn\u00e9 ot\u00e1zky,\n
\n- pr\u00edpadov\u00e9 scen\u00e1re a pracovn\u00e9 n\u00e1vody,\n
\n- materi\u00e1ly na samostatn\u00e9 \u0161t\u00fadium a priebe\u017en\u00e9 vyhodnocovanie.\n

\nPre\u010do sa m\u00f4\u017ee oplati\u0165:<\/b> pom\u00e1ha udr\u017ea\u0165 kontakt s t\u00e9mou vlastn\u00fdm tempom a pripravenej\u0161ie vstupova\u0165 do \u010fal\u0161\u00edch rozhodnut\u00ed.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n L3 - Profesion\u00e1lna vrstva <\/h3>\n \t\t \t

Pre profesion\u00e1lov, ktor\u00ed s t\u00e9mami rozvoja, rozhodovania alebo kou\u010dovacieho rozhovoru pracuj\u00fa opakovane.\n

\n- metodiky a rozhodovacie r\u00e1mce,\n
\n- \u0161abl\u00f3ny kou\u010dovacieho cie\u013ea a pracovn\u00e9ho kontraktu,\n
\n- checklisty priebe\u017en\u00e9ho a z\u00e1vere\u010dn\u00e9ho vyhodnotenia,\n
\n- pracovn\u00e9 ot\u00e1zky, etick\u00e9 hranice a r\u00e1mce bezpe\u010dnej pr\u00e1ce.\n

\nPre\u010do sa m\u00f4\u017ee oplati\u0165: <\/b>zni\u017euje potrebu zaka\u017ed\u00fdm budova\u0165 pracovn\u00fa \u0161trukt\u00faru od za\u010diatku a podporuje konzistentn\u00fa profesion\u00e1lnu prax.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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L2 ani L3 nezah\u0155\u0148aj\u00fa individu\u00e1lne konzult\u00e1cie, posudzovanie konkr\u00e9tneho dokumentu, osobn\u00e9 odpor\u00fa\u010dania, workshop, kou\u010ding, mentoring ani pr\u00e1cu na konkr\u00e9tnom zadan\u00ed.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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\u2014 Jasn\u00e9 hranice<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\u010co firemn\u00fd mentoring nenahr\u00e1dza<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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\n Nepreber\u00e1 riadenie ani rozhodovanie <\/h3>\n \t\t \t

Mentor m\u00f4\u017ee odporu\u010di\u0165 postup a otvorene pomenova\u0165 svoj poh\u013ead. Zodpovednos\u0165 za rozhodnutie, vedenie \u013eud\u00ed a d\u00f4sledky zost\u00e1va klientovi a organiz\u00e1cii.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n Nie je terapiou ani zdravotnou slu\u017ebou <\/h3>\n \t\t \t

Mentoring nepracuje s diagnostikou a nenahr\u00e1dza psychologick\u00fa, psychiatrick\u00fa alebo in\u00fa zdravotn\u00fa starostlivos\u0165.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n Nie je skryt\u00fdm hodnoten\u00edm zamestnanca <\/h3>\n \t\t \t

Obsah individu\u00e1lnych rozhovorov sa neposkytuje zad\u00e1vate\u013eovi. Vopred sa dohodne iba primeran\u00e9 vyhodnotenie cie\u013ea, procesu a pokra\u010dovania.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n Vy\u017eaduje otvorenos\u0165 a praktick\u00fa aplik\u00e1ciu <\/h3>\n \t\t \t

Mentoring nevie garantova\u0165 konkr\u00e9tny v\u00fdsledok bez akt\u00edvnej pr\u00e1ce \u00fa\u010dastn\u00edka a podmienok, ktor\u00e9 umo\u017enia nov\u00e9 poznanie overi\u0165 v praxi.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tPozrie\u0165 cenov\u00fd r\u00e1mec<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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\u2014 Odborn\u00e9 z\u00e1zemie<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Mentoring zasaden\u00fd do reality vedenia a fungovania firmy<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Pepax prep\u00e1ja mentoring s leadership-om, business anal\u00fdzou, procesn\u00fdm myslen\u00edm, komunik\u00e1ciou a porozumen\u00edm organiza\u010dnej kult\u00fare. V\u010faka tomu sk\u00fasenostn\u00e9 vedenie nezost\u00e1va pri osobnom n\u00e1zore, ale sk\u00fama aj to, ako rozhodnutie ovplyvn\u00ed \u013eud\u00ed, roly, procesy a schopnos\u0165 firmy uskuto\u010dni\u0165 dohodnut\u00fd krok.<\/p>

Mentoringov\u00e1 pr\u00e1ca prin\u00e1\u0161a akt\u00edvny prenos sk\u00fasenost\u00ed a otvoren\u00fa sp\u00e4tn\u00fa v\u00e4zbu. Analytick\u00e9 myslenie pom\u00e1ha rozl\u00ed\u0161i\u0165 sympt\u00f3m od pr\u00ed\u010diny, syst\u00e9mov\u00fd poh\u013ead prep\u00e1ja jednotliv\u00e9 rozhodnutia a \u013eudsk\u00e9 porozumenie dr\u017e\u00ed d\u00f4stojnos\u0165, d\u00f4vernos\u0165 a realistick\u00e9 hranice spolupr\u00e1ce.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Mentoring<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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sk\u00fasenostn\u00e9 vedenie, sp\u00e4tn\u00e1 v\u00e4zba a prenos know-how<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Leadership<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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rozhodovanie, rola, zodpovednos\u0165 a vplyv<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Business analysis<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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presn\u00e9 pomenovanie situ\u00e1cie, s\u00favislost\u00ed a riz\u00edk<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Organiza\u010dn\u00fd kontext<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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prepojenie \u010dloveka, t\u00edmu, procesov a strat\u00e9gie<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Komunik\u00e1cia a kult\u00fara<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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otvoren\u00fd dial\u00f3g, u\u010denie a odovzd\u00e1vanie sk\u00fasenost\u00ed<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tPozrie\u0165 odbornos\u0165 spolo\u010dnosti<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\"Odborn\u00fd\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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\u2014 S\u00favisiace cesty<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Pokra\u010dujte pod\u013ea toho, \u010do pr\u00e1ve potrebujete<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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\n Coaching and mentoring <\/h3>\n \t\t \t

Preh\u013ead slu\u017eieb zalo\u017een\u00fdch na individu\u00e1lnom alebo firemnom rozvoji cez vz\u0165ah.<\/p>\n

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\n Corporate coaching <\/h3>\n \t\t \t

Partnersk\u00e1 pr\u00e1ca, v ktorej klient h\u013ead\u00e1 vlastn\u00e9 odpovede cez ot\u00e1zky, reflexiu a dial\u00f3g.<\/p>\n

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\n Strategick\u00e9 poradenstvo <\/h3>\n \t\t \t

Partner pre rozhodovanie vrcholov\u00e9ho mana\u017ementu, ke\u010f je potrebn\u00fd aj odborn\u00fd vstup.<\/p>\n

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\n Consultation <\/h3>\n \t\t \t

\u00davodn\u00fd rozhovor pom\u00f4\u017ee overi\u0165, \u010di je pre va\u0161u situ\u00e1ciu vhodn\u00fd kou\u010ding, mentoring alebo in\u00e1 forma spolupr\u00e1ce.<\/p>\n

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\n Price list <\/h3>\n \t\t \t

Vysvetlenie cenov\u00fdch hlad\u00edn jednorazov\u00fdch slu\u017eieb, mesa\u010dnej podpory a pr\u00edstupu do kni\u017enice.<\/p>\n

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\n Odbornos\u0165 spolo\u010dnosti <\/h3>\n \t\t \t

Sp\u00f4sob, ak\u00fdm Pepax prep\u00e1ja \u013eudsk\u00e9 porozumenie, \u0161trukt\u00faru, komunik\u00e1ciu a praktick\u00e9 rozhodovanie.<\/p>\n

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\u2014 Naj\u010dastej\u0161ie ot\u00e1zky<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\u010co je dobr\u00e9 vedie\u0165 pred za\u010diatkom<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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\n \n \n Ak\u00fd je rozdiel medzi firemn\u00fdm mentoringom a firemn\u00fdm kou\u010dingom?<\/span>\n\n \n
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\n \n\t\t\t\t\t\t\t\t\t\t<\/i> <\/div>\n\n
\n \n\t\t\t\t\t\t\t\t\t\t<\/i> <\/div>\n <\/div>\n\n \n <\/a>\n <\/div>\n\n
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Pri mentoringu akt\u00edvne zdie\u013eame sk\u00fasenosti, poh\u013ead na vec, mo\u017en\u00e9 postupy a upozornenia na rizik\u00e1. Kou\u010ding pracuje najm\u00e4 s ot\u00e1zkami, reflexiou a vlastn\u00fdmi odpove\u010fami klienta. Obe slu\u017eby ponech\u00e1vaj\u00fa rozhodovaciu zodpovednos\u0165 klientovi.<\/p> <\/div>\n\n <\/div>\n\n <\/div>\n\n \n

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\n \n \n Pre koho je firemn\u00fd mentoring vhodn\u00fd?<\/span>\n\n \n
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Naj\u010dastej\u0161ie pre majite\u013eov, mana\u017e\u00e9rov, odborn\u00fdch l\u00eddrov a k\u013e\u00fa\u010dov\u00e9 t\u00edmy v obdob\u00ed rastu, novej roly, profesionaliz\u00e1cie alebo zmeny. Vhodnos\u0165 z\u00e1vis\u00ed od konkr\u00e9tnej potreby a ochoty pracova\u0165 s otvorenou sp\u00e4tnou v\u00e4zbou.<\/p> <\/div>\n\n <\/div>\n\n <\/div>\n\n \n

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\n \n \n \u010co sa deje po\u010das bezplatn\u00e9ho \u00favodn\u00e9ho rozhovoru?<\/span>\n\n \n
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Z\u00edskame z\u00e1kladn\u00e9 inform\u00e1cie, over\u00edme, \u010di t\u00e9ma patr\u00ed do rozsahu slu\u017eby, a rozl\u00ed\u0161ime mo\u017en\u00fd form\u00e1t spolupr\u00e1ce. Nevznik\u00e1 pri \u0148om mentoringov\u00fd z\u00e1sah, odborn\u00e9 odpor\u00fa\u010danie ani p\u00edsomn\u00fd v\u00fdstup.<\/p> <\/div>\n\n <\/div>\n\n <\/div>\n\n \n

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\n \n \n \u010co znamen\u00e1 cena od 290 \u20ac?<\/span>\n\n \n
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Ide o minim\u00e1lny platen\u00fd rozsah ohrani\u010denej odbornej pr\u00e1ce, napr\u00edklad samostatn\u00fd mentoringov\u00fd alebo diagnostick\u00fd blok s dohodnut\u00fdm cie\u013eom. Cena cel\u00e9ho procesu z\u00e1vis\u00ed od form\u00e1tu, \u00fa\u010dastn\u00edkov, rytmu, pr\u00edpravy a rozsahu pr\u00e1ce medzi stretnutiami.<\/p> <\/div>\n\n <\/div>\n\n <\/div>\n\n \n

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\n \n \n Ako dlho firemn\u00fd mentoring trv\u00e1?<\/span>\n\n \n
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Jedna presne vymedzen\u00e1 t\u00e9ma m\u00f4\u017ee by\u0165 spracovan\u00e1 v krat\u0161om bloku. Rozvoj roly, t\u00edmu alebo dlhodobej\u0161\u00ed prenos know-how zvy\u010dajne potrebuje s\u00e9riu stretnut\u00ed. Rytmus a d\u013a\u017eku potvrd\u00edme a\u017e po spresnen\u00ed cie\u013ea.<\/p> <\/div>\n\n <\/div>\n\n <\/div>\n\n \n

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\n \n \n Ako sa chr\u00e1ni d\u00f4vernos\u0165 pri firemnom zadan\u00ed?<\/span>\n\n \n
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Vopred sa dohodn\u00fa roly \u00fa\u010dastn\u00edka, zad\u00e1vate\u013ea a mentora. Obsah individu\u00e1lnych rozhovorov zost\u00e1va d\u00f4vern\u00fd. Zad\u00e1vate\u013e m\u00f4\u017ee dosta\u0165 iba vopred dohodnut\u00e9 inform\u00e1cie o procese, nap\u013a\u0148an\u00ed cie\u013ea alebo pokra\u010dovan\u00ed, nie osobn\u00e9 detaily.<\/p> <\/div>\n\n <\/div>\n\n <\/div>\n\n \n

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\n \n \n \u010co je konkr\u00e9tnym v\u00fdstupom mentoringu?<\/span>\n\n \n
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Hlavn\u00fdm v\u00fdstupom je rozvinut\u00fd \u00fasudok a schopnos\u0165 \u00fa\u010dastn\u00edka pou\u017e\u00edva\u0165 sk\u00fasenosti v praxi. Pod\u013ea dohody m\u00f4\u017ee vznikn\u00fa\u0165 mapa t\u00e9m, pl\u00e1n aplik\u00e1cie, t\u00edmov\u00e1 dohoda alebo z\u00e1vere\u010dn\u00e9 zhrnutie v rozsahu, ktor\u00fd neporu\u0161uje d\u00f4vernos\u0165.<\/p> <\/div>\n\n <\/div>\n\n <\/div>\n\n \n

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\n \n \n Nahr\u00e1dza L2 alebo L3 samotn\u00fd kou\u010ding?<\/span>\n\n \n
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Nie. L2 a L3 poskytuj\u00fa odborn\u00fd obsah, metodiky, ot\u00e1zky, r\u00e1mce a pracovn\u00e9 podklady. Nezah\u0155\u0148aj\u00fa individu\u00e1lne rozhovory, osobn\u00e9 odpor\u00fa\u010dania, posudzovanie konkr\u00e9tneho zadania, t\u00edmov\u00fd kou\u010ding ani workshop.<\/p> <\/div>\n\n <\/div>\n\n <\/div>\n\n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Za\u010dnite t\u00e9mou, ktor\u00fa potrebujete lep\u0161ie vidie\u0165<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\u00davodn\u00fd rozhovor trv\u00e1 najviac 30 min\u00fat…<\/strong><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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\n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tDohodn\u00fa\u0165 \u00favodn\u00fd rozhovor<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"

\u2014 Kou\u010ding a mentoring Firemn\u00fd mentoring Firemn\u00fd mentoring prin\u00e1\u0161a vedeniu […]<\/p>\n","protected":false},"author":1,"featured_media":16975,"parent":16432,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"elementor_header_footer","meta":{"pmpro_default_level":"","footnotes":""},"tags":[42,41,46,30],"class_list":["post-16450","page","type-page","status-publish","has-post-thumbnail","hentry","tag-leadership","tag-mentoring","tag-organizacna-kultura","tag-pre-firmy","pmpro-has-access"],"_links":{"self":[{"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/pages\/16450","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/comments?post=16450"}],"version-history":[{"count":58,"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/pages\/16450\/revisions"}],"predecessor-version":[{"id":21013,"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/pages\/16450\/revisions\/21013"}],"up":[{"embeddable":true,"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/pages\/16432"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/media\/16975"}],"wp:attachment":[{"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/media?parent=16450"}],"wp:term":[{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/tags?post=16450"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}