Properly and timely trained, motivated employees are the (main) source of company profits and contribute to its growth. Despite this, owners are often tempted to solve business problems, relying primarily on the qualifications of top-level managers and their ability to use “carrots and sticks”. However, no matter how competent the first persons are, they cannot “lift” the whole company on their own. In order not only to move forward, but simply not to be "thrown back", it is necessary to train all personnel. Train systematically and competently.

Then, perhaps, competent TOP managers with experience, knowledge and skills are those professionals who need to improve the skills of the rest of the staff? To understand that this is not so, it is enough to recall the competences and responsibilities of TOPs! It would also be wrong to completely entrust this task to middle managers and line managers. The functional responsibilities of each of them include the training of subordinates, but here it’s rather a matter of transferring personal unique experience rather than systemic training.

System-oriented company function system training delegate training specialists - coaches and coaches.

Our project “Corporate Training” is primarily focused on cooperation with medium-sized businesses - those companies where the number of personnel with similar functionality is large enough to invite external training specialists, but not enough to have their own coach or coach in the staffing table. At the same time, many large companies, with an already established system of their own corporate training, are interested in periodically inviting coaches "from outside" - to gain additional external experience and a "fresh look" on their staff.

Programs for marketing, brand portfolio management, project management, building, management and effective work of the team are offered for product managers, marketers, sales and promotion managers, and territorial managers.

After the decision of the contracting company about cooperation with UBS Trainings, and before the training we hold several meetings. At these meetings, trainers, together with the responsible representatives of the customer, clarify the subject of the training, discuss and approve a detailed training program.


We are glad to cooperate with everyone and are ready to share our knowledge and experience!



Most managers and owners are planning a phased business development. In the transition to one of these stages, the growth of the company becomes impossible without building an internal system of corporate training. Systems adapted exclusively to their own requirements and conditions. 

The creation of such a system, which covers almost all employees, most often rely on the coach who has just joined the team, who has been accepted into the newly established position. Or to one of the experienced middle managers who wished to try himself in a new role for him. Sometimes - a tandem of two or three such employees.

Indeed, if you want to “give birth to a viable organism,” which will quickly grow out of diapers, mature and begin to bring returns, it is impossible to do without one of them. But, even in this case, when in the work on the project, the knowledge of the coach and the experience of the manager complement and reinforce each other, one cannot be completely confident in the rapid achievement of the goal. Why?

The vast majority of coaches are not completely universal specialists. As in any profession, there is some profiling in our work. Someone specializes in personal growth trainings, someone - NLP practitioner. One coaches cool "salespeople", the other - marketers. But how many of them are specialists who have built from scratch at least three successful corporate training systems? And did you manage to attract such an experienced “builder” to the company?

Our coaches, on the basis of their considerable experience, in collaboration with your management, will create, debug and hand over a system that will help you develop your business for many years. The cycle system includes: trainings, self-training, testing, ranking (grades) of employees of various departments and levels of training, their interaction; takes into account existing business processes, time frame and staffing; revision and, if necessary, updating of the motivation system.

The system has as its goal professional growth of staff, selection and education of future managers of the most successful employees.

Our service package includes a one-year consultative period from the time the system is delivered.