Czechitas: How we increased trust in management by 18%

Czechitas helps women gain digital and IT skills to improve their work, lives, and the Czech Republic as a whole. However, the rapidly growing organization faced a challenge that had nothing to do with technology – they needed to strengthen leadership, align the management team, and restore trust throughout the organization.

When leadership isn’t a team

The Czechitas leadership team consisted of very diverse personalities – from experienced managers to newly appointed leaders. However, they lacked cohesion, a sense of belonging, and a unified direction. The phenomenon of “us and them” began to appear in the organization, with the rest of the team disconnecting from leadership.

Czechitas was not looking for external training. They wanted a partner to create space for real change – built on trust, self-reflection, and collaboration. That’s why they contacted Mindset Mentors.

A common beginning: Not bringing solutions, but finding them together

From the beginning, we focused on understanding. It wasn’t a catalog program – but a tailored approach. We devoted time to analyzing needs, setting expectations, and creating a common language. The first modules focused on key questions: What do we actually expect from leadership? What do we need to change in our habits, communication, and mindset?

Each workshop was designed as a space for deep work – no lectures, but an interactive process that led the team to their own realizations. For example, we focused on working with the ego, managing interpretations, and understanding the competencies of a leader in Czechitas.

A program that kept pace and attention

Working with Czechitas leadership was intensive and long-term. To maintain engagement in busy calendars, we emphasized regularity, consistency, and adaptation of content to the team’s current needs. Trust in the lecturer’s personality and an open atmosphere also helped.

Collaboration path

Results that have an impact

The collaboration brought not only concrete numbers, but also a deeper change in the atmosphere and functioning of the leadership. Management became a real team.

Czechitas shows that cohesion, trust, and collaboration can arise even in a very diverse team. When people have space to think out loud, create common values, and not be afraid of change, results will come – and last.

A strong element was the personality of the lecturer and the involvement of top management. Our Šimon gained the trust of the team, and the entire change was supported by the active participation of the director of Czechitas, Lucka Mairychová.