Individual psychological consultations provide psychological help for solving difficult life situations and the opportunity to better understand yourself and the world around you.

The most common reasons for consulting a psychologist are:

• Chronic fatigue
  
• Feelings of nervousness or tension
  
• Emotional burnout
  
• Aggressiveness, irritability, and uncontrolled emotions
  
• Phobias or panic attacks
  
• Insomnia
  
• Doubts or difficulty making important decisions
  
• Difficulty adapting to changes in lifestyle or standard of living
  
• Recurring life problems
  
• Mid-life crises
  
• Crises within family relationships
  
• Conflicts with family or friends
  
• Emotional dependency
  
• Worries related to divorce
  
• Strengthening relationships with children after divorce
  
• Problems related to parenting

Consultants can help clients identify the obstacles standing in front of them, engage with their lives in a more purposeful way, see a broader range of solutions, and, as a result, make more conscious choices.

In the consultant, the client finds a caring, interested listener, and someone who engages attentively in conversation. Generally speaking, the people in our social circles (family members, friends, or partners) cannot take on this role because they are too close and care too much about us. When working with clients, we consider all the details of our clients' specific situation and use different psychological models and methods accordingly.

Meeting with a psychologist is an opportunity to share your experiences and to take the time to express yourself as extensively and as deeply as you want. While remaining impartial and objective, the consultant is always on your side and will help you find the best solution for your current situation. As the client, you always have the prerogative to choose what is best for you.

Individual (personal) psychological training is an effective way to resolve problems and a form of intensive work towards developing and perfecting your personal and professional (communication and leadership) skills.

Popular training topics include:

• Public speaking
  
• Creating your image
  
• Presenting on radio or television
  
• Conducting business negotiations
  
• Leading meetings
  
• Managing complicated communicational situations: interacting with authorities and administrative bodies, dismissing personnel, etc.
  
• Conflict resolution
  
• Dealing with opposition and complaints
  
• Positive and negative feedback
  
• Confronting people who manipulate

The issues facing the client, their life situation, communication style, and their understanding and assessment of the questions concerned will all determine the type of training provided by the consultant.

We do not offer standardised, pre-prepared programmes. Every programme is designed specifically for the client and is based on their goals.

Our clients value our one-on-one, confidential consultations with professionals in a private setting. Several consultants may take part in the training session, as needed. This original, specially designed methodology allows us to simulate and resolve different communicational situations, such as meetings, negotiations, and public speaking events, more accurately. Having a team of consultants participate saves time and effort on the part of the client. This format also makes the training more effective thanks to the concentration, attention, and effort of each specialist consultant.

Examining specific issues through an individual training session helps expand your communicational repertoire and allows you to develop your emotional intelligence and personality as a whole. The problem-solving skills and insight acquired through the training sessions can be applied to other areas of your life.

Supporting the strengths of each individual's personality is the cornerstone idea of our work. We focus on developing strengths, not correcting mistakes, and this philosophy helps clients gain awareness and improve their individual communicational style.

Psychological assessments can be used as part of a psychological audit of an organisation to help directors evaluate resources and opportunities, and take note of areas for growth, risks, and potential destabilising factors. These assessments provide objective information that is useful for making important administrative decisions.

When directors request a psychological assessment of their organisation, they are most interested in the following issues:

• Evaluating a team before buying or building a new company
  
• Planning company reform or reorganisation
  
• Identifying the causes of hidden and open conflicts
  
• Analysing the status of an organisation either before or after a merger or an acquisition
  
• Identifying areas of stability and possible growth within departments or individual employees during periods of crisis
  
• Identifying the causes of internal crises, such as stagnation or decreasing effectiveness, and finding ways to overcome these obstacles
  
• Determining the causes of personnel turnover
  
• Identifying opportunities to redistribute responsibilities among employees
  
• Changing leadership systems before growing the business

Consistent with the personological approach, we start from the premise that an organisation is as effective as the people within it. For this reason, we strive to understand the psychological mindset and perspective of each of the company's directors. This approach helps clarify the nature of the organisation, why it was built in this particular way, how collaboration and teamwork occur, and, of course, why the same types of problems keep recurring.

Employees from different levels of the company hierarchy and different divisions participate in the interviews we conduct as part of the organisational assessment, allowing us to obtain a stereoscopic view of the organisation.

We study each company, using a conceptual model that we refer to as the 'triad of corporate effectiveness': the goal, the organisation, and the personnel. This is how we summarise this model: 'An effective organisation is one in which the best personnel work as effectively as possible and are unified as a team in order to reach the shared, strategic goal provided by the directors.'

We highlight and draw out fundamental group qualities that represent clear, strategic assets for the company and sources of untapped potential that can help it build resilience and develop dynamically.

After analysing group processes within the company, we identify probable crisis points, areas of stagnation, as well as ways to overcome obstacles.

We create a 'psychological portrait' from the results of the company's psychological assessment. This portrait touches on the main parameters of the organisation's life, showing its current developmental stage, its strengths, and its weaknesses.

An organisational assessment includes several steps:

1. Discussing objectives and problems related to upcoming work with the directors and deciding which people will participate in the assessment.
2. Conducting individual interviews with employees.
3. Providing verbal feedback to the directors, including the organisation's psychological portrait and recommendations.
4. Discussing optimal ways of reaching set goals with managing directors.
5. Providing a written report.

An individual psychological assessment is a psychological evaluation of an individual's qualities, potential lines for personality development, and possibilities and limitations.

An individual psychological assessment is based on a clearly structured, specially designed biographical interview that allows us to evaluate the basic personality characteristics of an individual: their intellectual potential, emotional-volitional characteristics, their ability to understand themselves and those surrounding them, and their communicational, business, and leadership qualities.

This exclusive, 'hands-on' work can be conducted only by specialists who are trained in psychology and have many years' experience in consultation practice.

FOR INDIVIDUAL CLIENTS

A personal development assessment is an evaluation of your own possibilities, psychological resources, and limitations.

An individual psychological assessment includes several steps:

• Establishing the client's goals for the assessment.
• An in-depth interview conducted by the psychologist-consultant.
• Verbal feedback about the results of the assessment provided to the interviewee: the consultant will describe their 'psychological portrait', including their basic strengths and possible limitations.
• Feedback can become a means of auto-discovery, stimulating the development of psychological qualities in connection with the professional and life problems the person faces.
• Individual psychological consultation sessions

FOR CORPORATE CLIENTS

A personal development assessment is the evaluation of current employees for the purpose of making important personnel decisions.

• Who should oversee this new project? Who is coping the best?
• Can an employee's responsibilities be increased, or have they already reached their maximum? What is their potential?
• Are they ready to take on responsibility?
  
• How will they handle having authority over others?
  
• Are they a loyal employee? Is it worth investing in their studies and development?
  
• What is the best way of motivating employees, and what payment system helps them work most effectively?
  
• Why is a valued employee causing conflicts? Can they be corrected?
  
• Why has an employee who was handling their responsibilities well started working to a noticeably lower standard recently?
  

A screening assessment helps evaluate a candidate during hiring:

• How would this employee handle the proposed work?
  
• What is their intellectual potential?
  
• What moves them, what attracted them to the company?
  
• Do they have integrity, can they be trusted with confidential information? Can they be entrusted with money matters?
  
• Will they 'fit in' with the work team, or will they cause conflicts?
  
• Can they work independently? Can they lead others? How do they behave in stressful situations?
  
• How can their cooperation be fostered so as to ensure that they adapt as fast as possible, and their work yields results?

It is impossible to obtain reliable answers to these questions using other popular evaluation methods, like psychological tests, skills evaluations through business games or assessment centres, all of which are based on averages. This is because job applicants often know how to give the 'right' answers and show socially desirable behaviours. In other words, they can behave how they would like to be seen. An individual psychological assessment gives us a real picture. It helps us understand what the person is actually like and correlate their unique composition of qualities and characteristics with the requirements of the job, the company, and the expectations of their directors.

Individual psychological development and screening assessments include several steps:

• Establishing the assessment goals of the client (a director, or organisation head).
  
• An in-depth interview conducted by the psychologist-consultant.
  
• Providing verbal feedback of the assessment results to the interviewee: the consultant will describe their 'psychological portrait', delineating their basic strengths and possible limitations. Feedback can become a means of auto-discovery, stimulating the development of psychological qualities in connection with the professional and life problems the person faces.
  
• Providing verbal feedback (of the results of the screening or development assessment) to directors, and a written report providing information about the main psychological characteristics of the employee and real possibilities to evaluate their personality and work potential, and how well they conform to the job requirements indicated by the company. Through the feedback process, we make recommendations about how best to use the strengths of the candidate, build a relationship with them, and minimise possible risks.

In group coaching, we work with key company specialists towards the common goal of producing a unified strategy and supporting each employee in their development with an aim to increasing the effectiveness of the organisation as a whole.

Group coaching is particularly effective in addressing the following issues:

• Developing the mission and strategy of a company
  
• Clarifying unified values and standards for the company
  
• Coordinating functional duties and defining areas of responsibility
  
• Establishing or optimizing governance structures
  
• Identifying in-house resources that could make the company more effective
  
• Coordinating the company's objectives when introducing new products or projects
  
• Strategies and tactics for taking unpopular decisions during crisis situations
  
• Resolving conflicts related to productio

Group coaching is conducted with a company's senior management, project groups, or employees within a single department. This type of coaching designed for any group of individuals united by a common problem, task, or business process whose results depend on the participation and contributions of each person.

Group coaching yields reliable, tangible, effective results. Of course, our clients' goals differ in scope and content: from a tactical plan of action due on Monday to a strategy for the next five years; and from developing retail chain standards to adopting a single algorithm for taking decisions in crisis situations.

There is no abstract theory in group coaching, only collaborative work on real production problems. This work is based on defined timelines. Within a clearly delineated time period, we will mobilise the participants' intellectual and emotional resources necessary for solving the given problem. Through the process of this group work, new competencies and opportunities are acquired.

Group coaching helps companies and their directors:

• Solve problems efficiently, thanks to clear organizational methods and the structured collaboration of participants
  
• Prevent possible mistakes, by accessing more information on which to base decisions
  
• Increase employee motivation, as each team member gets involved with problem solving
  

Group coaching includes several steps:

• Defining (with company directors) common goals, specific issues, and group participants
  
• Interviewing group participants
  
• Designing the programme
  
• Conducting group work
  
• Preparing materials based on the results of the group work
  
• Providing feedback to directors and group participants
  

Corporate (group) psychological training helps resolve specific problems within departments or faced by individual employees in accordance with the goals of the organisation. The training helps participants acquire the communication skills needed for their work, deepen their understanding of patterns in business communication, share experiences, and find new solutions to problematic situations within a short time frame.

Our most popular topics for training:

• The 'psychological types' of clients and techniques for working with them
  
• Conducting presentations
  
• Increasing sales volume
  
• Working at a call centre
  
• Debt recovery
  
• Attracting new clients
  
• Negotiations with suppliers
  
• Hiring interviews
  
• Negotiating with decision makers
  
• Collaborating with regional offices
  
• Working with problematic clients
  
• Working with clients over the phone
  

Each training programme is custom designed for an organisation and is based around the specific problems, subject matter, activities, resources, and professional tasks of participants. Corporate training programmes include the following steps:

• Establishing training session topics based on management priorities.
  
• Interviewing training group participants.
  
• Designing the corporate training programme and in alignment with the leadership of the organisation.
  
• Conducting the training session.
  
• Discussing the results of the training session with the organisation's directors and providing specialised methodological materials created from the training results to participants.

The main features of corporate training sessions provided by our company. Each training session's programme is built on the interview results of the future participants. We believe that each company is as unique as the people in it. Each team member has their own view of the company, its strengths, and its weaknesses. Each team member meets with successes and setbacks, and encounters difficulty. Preliminary conversations allow us to better learn about the training participants and understand what, within the proposed programme, is important for each person. This is how we ensure that each of our training sessions is customised to the company, and responsive to each individual participant.

Discussing training results with company leaders is an important step in our collaborative work. This is the case even though psychological training offers results in the long term. Immediately after the training takes place, we can discuss with directors which solutions they found new or interesting, what insights they gained, and where they see potential areas for growth, for the company or individuals. The training may uncover new problems, as well as solutions for overcoming them.

All discussion topics and examples are based on the specific experiences of group participants, not on abstract work situations.

When conducting training sessions, we always consider the psychological needs of participants and approach their professional and life experiences with respect.

Our unique training programmes allow us to bring varied personalities towards a common, unified expression that corresponds with the company's goals.

The fundamental principle of our work is to rely on the positive. We do not test people's strength, punish mistakes, or correct 'errors'. Our work is focussed one each individual recognising their strengths and understanding the secret of their personal success.

For more on psychological trainings, you can read this article:

Corporate psychological training, The Moscow Times.

Individual coaching is a collaboration between client and consultant aimed at identifying, defining, establishing, and achieving the client's goals, and revealing and realizing their personal potential.

Our clients are senior, key employees in a company, people who are already successful and who continue to strive towards further development.

Coaching helps our clients set important life goals and solve specific work-related problems. Coaching can help you:

• Clarify goals and priorities
  
• Discuss and make important work decisions
  
• Solve problems related to your professional identity and questions concerning which areas of work to pursue
  
• Evaluate the personality resources of an organisation/to expand the business
  
• Determine the extent of your participation in the day-to-day management of the company and develop an optimal plan for delegating authority
  
• Become aware of your role in a family business, and understand how to build a successful business while maintaining meaningful relationships
  
• Develop an image for your company and its top executives
  
• Develop a strategy for positioning yourself within the business community and the media
  
• Develop the resilience to withstand external challenges
  

Coaching is a specific type of consultation and a distinctive, creative partnership. It is a dialogue between client and consultant where the emphasis is on the client's core, psychological strengths and assets, not on their mistakes or faults. Through coaching, we aim to define which resources the client has at their disposal, and to help them to develop these resources further; to draw conclusions from clients' own experiences in order to see effective life strategies that have already led to success; and to analyse the pros and cons of decisions the client has taken in the past.

A consultant-coach is similar to a sports trainer: while they cannot run the distance for the athlete, they can help the athlete restore their internal resources, get their head in the game, and locate their unique, winning strengths. Meeting with a personal coach is helpful because of the balance of empathy and objective distance maintained by the consultant in relation to their client.

The consultant-coach accompanies their client, taking part in the everyday life of the client's business (meetings, negotiations, public events, etc.). This is a truly unique advantage of coaching.

The consultant-coach offers clients feedback on all types of business activities. Coaching helps clients reach their goals faster and become more effective.