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Multisector projects rarely fail because people lack knowledge or goodwill. They collapse on what is invisible yet hardest to manage — the dynamics between people and departments. Over the years, working with different organizations, I kept seeing the same pattern: the project matters, the plans exist, the teams are competent, and yet progress is slow […]

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The Orbit of People: Master Class on systematically developing and retaining exceptional employees

  • 04.04.2025.

We spend 80% of our resources on underperformers, while the top 20%—who create most of the value—receive minimal attention.

How can we reverse this imbalance? “The Orbit of People” is a revolutionary approach to human capital development that transforms how organizations identify, develop, and retain their most valuable talent. Through this innovative program, Dr. Dragana Djermanovic presents a proven methodology implemented in over 50 companies that maps employees as Stars, Suns, and Moons, creating a system that increases engagement, reduces turnover, and elevates organizational culture. This unique approach has demonstrated extraordinary results in its application, including 67% retention of key talents who had considered changing jobs.

What you will learn:

  1. How to identify and map your exceptional employees based on their impact on business results and culture
  2. Why most companies focus on the wrong group of employees and how to change that
  3. Practical steps for implementing the Orbit program in your organization
  4. How to create personalized development plans for different types of exceptional employees
  5. Measurable results and metrics to track the program’s success

Duration:

⏱ Lecture duration – 2 to 3 hours

⏱ Lecture with workshop – 4 to 6 hours

Who should attend:

This presentation is designed for leaders, HR professionals, and decision-makers who want to transform their approach to talent management in their organizations. Particularly valuable for companies facing employee turnover challenges, motivation decline, and the need to develop an internal leadership pipeline.