
You replaced the manager. Did anything change?
A leader makes a convenient explanation for success or failure. Changing the main character won’t necessarily change the story.
Read the note ↗My journal
Notes from training rooms, university and the places where work meets everyday life.
HELLO. I’M RADOVAN.
At sebe Vědomě, we don’t manufacture self-confident bulldozers. We help people become more aware of themselves — and act on it.

For more than sixteen years, I’ve trained people in project management, communication and human skills. Along the way I’ve learned something uncomfortable: you can’t teach anyone simply by telling them. So I don’t just tell. I ask questions, set tasks that feel a little awkward, and then we unpack what happened. Even after all this time, I still enjoy finding the edges of the familiar with participants — and seeing what lies beyond.
Alongside training, I write e-learning courses, make educational videos, analyse competencies and help shape learning strategies. Lately I’ve been exploring what AI can bring to learning, with what might be a slightly suspicious level of enthusiasm.
I believe in practice, in questions and in conversations where we meet as equals and everyone’s experience carries the same weight.
When I’m not training, I teach at a university — and keep learning through postgraduate study in adult education. Or I’m weeding the garden. Or walking in the hills.
Notes

A leader makes a convenient explanation for success or failure. Changing the main character won’t necessarily change the story.
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Sometimes we keep a problem alive because we once championed it. Even a project gate may not save us.
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One manager, several different relationships. LMX shifts attention from leadership labels to what people actually experience.
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Recording an experience is not the same as learning from it. Look for the difference in everyday work, not in the size of the archive.
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Learning at your own pace is useful. But what if you need another example, a short summary or a different explanation? An AI tutor makes room for questions inside the course.
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A blank page can stop a group cold. A rough proposal gives people something to work with.
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What learning with Jan Přeučil reminded me: a good message needs more than the right words.
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Seven years of studying alongside work. Doubt, family support and learning to be a learner again.
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Be considerate. Just don’t hide the message in the process.
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Use the triple constraint to have the conversation before the improvisation starts.
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The same response won’t fit every stage of a conflict. Timing matters.
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Family photographs and a reminder: you don’t have to wait until December to look back.
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Meet my running companions: Slow Down, Don’t Feel Like It and Take the Shortcut.
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From a project-training afternoon at CertiCon: clear goals, changing requirements and a willingness to try.
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When development stalls, it can help to change roles. From trainer to student.
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A small geography mishap that gave us a good laugh at home.
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A question from my Become an L&D Professional course that belongs before any training programme.
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Experiments, small groups and people willing to leave their screens. A note from September 2020.
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What happens when participants stop just listening and start shaping the learning. A workshop with OKIN Facility CZ.
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What a workshop for OKIN Facility CZ reminded me about open discussion and learning together.
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Scope, time and cost belong in the same conversation, especially when the brief changes.
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What do you do with uncertainty you can’t ignore? Move from a list of risks to a clear response.
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A glimpse into the course, before the conversation where the outcome really matters.
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Why I’ve never liked choosing between sound management and human conversations.
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A human leader or an effective manager? That choice never made sense to me.
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Presentation and public-speaking skills.

Process improvement, project leadership, development and training.

Learning in virtual reality
YOUR TURN
Tell me what’s happening. We’ll find a sensible next step together.