MARK LUTSIN & NELLI ORLOVSKAYA
"PHENOTYPOLOGICAL BUSINESS X-RAY: HOW TO COMPETENTLY CHOOSE EMPLOYEES & BUSINESS PARTNERS WHO WILL EARN YOU PROFIT?"
Have you bought a bad employee for a good salary or an unreliable business partner for many shares?
Phenotypology will allow you to see potential problems that a specific person will bring you before this person comes to work for you or offers you a business cooperation.
Free Phenotypological analysis
Who is this seminar for and what are its goals?
THE SEMINAR IS INTENDED
• for business owners and company managers:
1. the seminar is ordered by business clubs, business communities (chambers of commerce, etc.) and also ordered by managers of companies belonging to the same holding;
2. the seminar is also held personally and for one business owner, as well as for one manager of the company.
GOALS OF THE SEMINAR
• to introduce business owners and company managers to a competent approach to the selection of business partners and VIP personnel and / or line workers;
• to convey to the participants of the seminar some elements of the author's technology of personal identification - a professional tool - phenotypology, for forming the right team and increasing the company's profits;
• to help reduce the number of mistakes by owners when choosing business partners, VIP managers and hiring employees immediately upon applying this knowledge.
Problems in the labor market and solutions
RELEVANCE OF THE TOPIC
Problems in the labor market:
I. Unloyal and often lazy youth:
• The shortage of personnel in the economy is considered one of the main problems of 2024 and subsequent years. The reason for the shortage of personnel in the labor market is, first of all, the demographic pit of the 90s.
• Jobs, labor relations, inequality are three of the main problems of the labor market, and, of course, there will be more: demography, social protection, migration, green economy.
• The younger generation, especially in IT, demonstrates a tendency towards hedonism and choosing a job that brings pleasure. They are looking for a job that coincides with their new meanings, interests and allows them to be creative, get quick results and satisfaction from the tasks performed. Often, such specialists are focused on flexibility and freedom, avoiding long-term commitments to one company. They prefer to change jobs, participate in startups and projects where they can quickly see the results of their efforts.
II. Wasting time and money choosing unsuitable or lazy employees and business partners:
Why do business owners, managers or HR specialists choose unsuitable or lazy employees or unreliable business partners?
1. They do not have reliable, simple and fast tools for typing and predicting the behavior of candidates;
2. A formal attitude to work (HR mentality = mercenary mentality: if only there was a salary, everything else is not interesting, that is, the HR manager does not care about the company's profit);
3. Just laziness;
4. The HR manager lacks intuition and talent (his qualities do not correspond to the position held);
5. Sufficient education and experience of candidates in the issues of "how to sell yourself to the company" (the ability to outsmart the HR manager).
Solution:
1. Getting acquainted with a different, more effective approach to hiring personnel or choosing business partners;
2. specific solutions and recommendations on how to motivate Generation Z youth at work, how to reduce staff turnover, how to use additional non-material resources to optimize a company's operations;
3. introduction to Phenotypology technology;
4. identification of the characters of specific individuals that the seminar participants will want to learn about and advice on how to "exploit" them wisely.
Who is conducting the seminar?
EXPERTS
Mark Lutsin
author of the technology "Phenotypology" and developer of the author's algorithms of the technology "Strong Thinking"
“Phenotypology”
A super-fast algorithm for behavioral typing of humans and other mammals. Based on the relationship between genetically determined individual physiological characteristics, manifested in their phenotype, with the corresponding subsequent diagnostics and prediction of behavioral reactions and description of characters.
Patent
Method for predicting human behavior and/or activity type and giving evidence of identity.
Application area:
1. People: education and career guidance (including children), personnel security and formation of a capable team, interpersonal relations, marketing, as well as social and political management strategies.
2. Animals: selection of the most promising animals for obtaining additional profit in agriculture. Selection of domestic animals by their exteriors for complementarity of character with the owner and/or the area of their professional use.
"Strong Thinking"
Algorithm for high-speed solution of any difficult-to-solve problems in business, technology and society.
Application area:
Development and strengthening of startups, business processes with detection of hidden resources, including organizational and/or technical and/or technological and/or marketing and/or social resources. Analysis of existing or development of competitive startups. Development of a wide range of innovative patentable products, including IT products.
Nelli Orlovskaya
co-author of the technology "Phenotypology" and a diversion analyst
Business audit
Nelli Orlovskaya, in business tandem with Mark Lutsin, provides business clients with highly qualified services in solving organizational, marketing, technical and personnel problems (for example, how to stop theft at an enterprise, how to stop feuds between departments, how to stop intrigues, how to fire a person gracefully, etc. Work that constantly requires innovative solutions).
HR audit
During HR audit at enterprises with the author of phenotypology Mark Lutsin, the function of Nelli Orlovskaya is interviews ("business interrogation"), that is, extracting information from people so as not to harm and doing it delicately and intelligently (while Mark Lutsin's function is drawing up a phenotypological portrait and provocative questions that help a person "open up").
Nelli is also an expert in the field of TRIZ (Theory of Inventive Problem Solving).
Topics and solutions at the seminar
SEMINAR PROGRAM
I. Demonstration of the effectiveness and uniqueness of the phenotypology technology using a role-playing game with the participation of seminar participants:
"We select people "business partners" who are guaranteed to bring us profit. How it is done."
II. Transfer of proprietary standards of work with personnel and demonstration of unique competence and experience:
What a business owner needs to know:
• the level of quality of the business partner’s capacity;
• the focus of such capacity only on personal gain or on the prosperity of the company;
• the expected loyalty in the process of cooperation;
• other... (other - within the framework of other seminars).
• the quality level of the CEO's ability to act;
• what this ability can be directed towards (for personal gain or for the benefit of the company);
• the expected mental management style in interpersonal relationships with the team;
• other... (other - within the framework of other seminars).
• the level and quality of the sales director's capacity;
• what this capacity can be directed at (for personal gain or for the benefit of the company);
• the potential for loyalty and the choice of security measures to control the work of the sales director;
• the choice of motivational tools;
• other... (other - within the framework of other seminars).
• the level and quality of the HR manager's ability to act;
• professional level not only in the field of selection, but also in the HR policy of personnel management;
• the ability to look at personnel and individual employees not through the eyes of a psychologist or psychoanalyst, but through the eyes of a pragmatic manager or owner;
• the ability to select candidates based on the principle of "this employee will be able or will not be able to ensure the company's profit growth";
• the level of systemic and structured thinking;
• the level of activity and creativity or a tendency towards a bureaucratic style of work;
• the ability to develop motivational tools;
• other... (other - within the framework of other seminars).
• the level and quality of the performance capacity of IT specialists and IT managers;
• what this performance capacity can be directed at: personal gain or the benefit of the company;
• the potential for loyalty and the choice of specific security measures to control the work of IT specialists and IT managers;
• the choice of motivational tools;
• other... (other - within the framework of other seminars).
• the level of quality of the person’s ability to perform, applicable to the given position;
• what this ability can be directed at (for personal gain or for the benefit of the company);
• the expected mental style of management and interpersonal relationships with the team;
• other... (other - within the framework of other seminars).
• specific solutions and recommendations on how to motivate Generation Z youth at work.
III. Transfer of some elements of phenotypology technology:
"How to increase profits by stopping some errors in assessing people when selecting business partners and employees?"
• identification of the "hunter - breadwinner": how to choose employees and business partners who will be happy to conquer new markets and even stir up their owner, and such employees will not need to be pushed, they will show initiative themselves.
• identification of a diplomat: 1) How to find a person who, due to diplomacy, will not scare clients and will not scare competitors? 2) How to find a person who can be an excellent business card of the company, an excellent diplomat and negotiator?
• identification of initiative: how will a proactive person bring profit?
• identification of conservatism: how can a conservative person bring profit?
• identification of stress resistance, that is, who does not need to be paid extra for stressful work.
• identification of people who can operate large teams of people, large objects. How to find and choose such a person?
"If a person is selected with the right data, (s)he does not need to be paid additionally, (s)he will do the additional work him(her)self, for the same money, without any additional motivation, because (s)he is correctly selected."
- Mark Lutsin -
N.B. the full course on studying phenotypology lasts 5 days.
IV. Brief HR consulting
Participants bring photos of their problematic subordinates or business partners, about whom they want to learn more:
• 5 people are selected from the total number of photos;
• with the consent of the owners of these photos, the photos are displayed on a large screen so that the entire group can clearly see who is undergoing phenotype analysis;
• a brief express analysis (up to 5 minutes) of the suitability of this person for the position held;
• brief recommendations for each person;
• questions from the owners of the photos and answers to them by the author-speaker.
V. Answers to questions from participants
VI. At the request of the participants of the seminar, individual detailed paid consultations are held.
BENEFITS OF THE SEMINAR
Participants will:
• receive several tools for personal identification;
• reduce the number of errors in the selection of personnel or business partners;
• expand their understanding of how to competently select business partners and employees so that they bring them profit rather than losses;
• meet very interesting authors-speakers;
• get a potential perspective for further individual business and mutually beneficial cooperation in various fields of activity;
• have a very interesting time.
Important!
Photo, video, audio devices and copying of the seminar with their help are prohibited!
Organizational information
ABOUT THE EVENT
• duration: 3 - 4 hours.
• main language: Russian with simultaneous translation into English or any other desired language of the audience.
• venue of the event: chosen by the customer of the seminar.
• price of the seminar, transfer and accommodation: agreed individually.
