My name is
Małgorzata Mitoraj-Jaroszek

I gained over 20 years of management experience working in various positions: president of the management board, human resources director, university rector, trainer and coach. In 2002, I founded the training and consulting company Training for Development (T4D). Together with an experienced team, we help our clients develop employee competences, build adaptation and development programs, and assess the effectiveness of HR activities. I described my passion for the development of competences in the organization in two books: "Employee development management - a comprehensive and practical approach" and "Effective management of employee development in the company - results above all".

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Opinions of our clients

Lufthansa group
Cooperation with T4D is a guarantee of professionalism and the quality of the services provided at the highest level. Participants appreciate above all the experience and knowledge of trainers and coaches as well as the practical approach to everyday challenges. As part of the projects, we managed to achieve the set goals, and most importantly, the company managed to take care of the participants' needs and listen to them. We greatly appreciate the flexible approach and valuable development tips from the company. We highly recommend cooperation with T4D, both in training and coaching projects.
Joanna Tokarska - Jabłońska
Senior Specialist HR Development

Canpack Group
Cooperation with T4D is a guarantee of a service tailored to your needs. Trainers listen to the client, understand business needs and help define the goals of development programs. In turn, development programs are not only a tailor-made service, but also prepared qualitatively at a very high level. Participants appreciate primarily the experience and knowledge of trainers and coaches as well as the practical approach to everyday challenges. We greatly appreciate the flexible approach and valuable development tips from the company. We highly recommend cooperation with T4D, both in training and coaching projects.
Agata Woźnicka - Giza
HR Regional Manager

We have carried out development projects for:

Together with our clients, we evaluate the effectiveness of development projects

Level 5
Development of sales competences of salespeople

ROI (return on investment in training) – 250%

Level 3
Applying skills from the development project at the workplace

  • 0 – failure
  • 1 – partial success
  • 2 – almost success
  • 3 – full success

Level 2
Results of knowledge tests of experts preparing for the role of trainers

Average – 97.12%

Level 4
Implementation of the adaptation program

Turnover level before program implementation 35% - turnover rate after program implementation 23%




Level 1
Assessment of training participants' satisfaction

Overall rating of the training – 4.8 on a five-point scale

What do participants think about our training?

The training was one of the best trainings I have ever attended (I had a similar training in my previous company and that's why I can compare it).

What we do?

01 Closed Training Sessions

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02 Open Training Sessions

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03 Research

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04 ROI (Return on Investment)

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05 HR Solutions

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06 Harrison Assessments

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Values

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A Holistic Approach to Development

We believe that developmental actions make sense only when approached as a process of change. This means that treating training as an isolated event can only bring limited value to the organization. Therefore, we offer our clients various types of support to reinforce the changes introduced by the training.

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Practical Application

We propose solutions that are “taken from real life” and present them to participants in the form of exercises so that they can apply in their work almost immediately.

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Collaboration based on Trust

We constantly work on earning the trust of our clients, which is why feedback is so important to us. It helps us improve and grow. We have the courage to say “I don’t know” when necessary.

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Evidence-Based Solutions

We offer solutions that have been researched, verified, and supported by evidence. If there is lack of evidence to confirm a particular phenomenon, we are transparent about it and communicate it openly.