When the mind becomes a tool for results (profit generation)

In the previous parts of this series, we gradually touched on several layers that are often addressed separately in business – and it is precisely because of that separation that they lose their effect.

• We showed that the power of the mind and expectations are not abstract concepts, but biological mechanisms that influence human performance.
• We broke down why company success is not determined only by processes and KPIs, but primarily by the internal mindset
  of those who create them.
• And we explained why the brain does not learn through information, but through experience – and why most education fails precisely at transferring knowledge into practice.

One final step remains.
To connect these insights into a single functional framework. One that reflects the reality of today’s world.

Author’s note – a different form of recap of what we covered:

“The power of the mind and how it relates to business, what placebo is, whether it works, and why it is important for companies to be able to distinguish it.”

“How the mental setup of company employees (from salespeople and technicians to owners) determines the success
of a company.”

“Which techniques to work with these factors = how to increase work efficiency, education, and above all
results.”

“What Neurodynamic Training is, how to sustainably increase profits and set efficiency in the modern era.”

Today’s world has accelerated. Education must adapt.

Just ten years ago, knowledge was expected to last a decade. Our mothers and fathers studied and believed that these skills would serve them for years in one, two, at most three jobs, which they would rotate through until a calm retirement. Today, five years is the threshold beyond which many skills and pieces of information become outdated models. Technology, markets, and customer expectations are changing faster than ever. Only education often still works the same way.

Companies invest in courses, LMS systems, online academies, certifications, and video content. People have more information than ever before. And at the same time, a lower ability to use it in practice than ever before. The market has reached a point of frustration. And frustration is often a prerequisite for accepting a new model.

Interesting fact: Adaptability (learning new skills, the ability to adapt and reskill) is becoming one of the most valuable skills of modern society. This is discussed by:

• Naval Ravikant in The Almanack of Naval Ravikant (net worth around USD 120 million)
• Jeff Bezos often mentions it in his interviews (net worth over USD 259 billion)
• WEF (World Economic Forum), most recently in The Future of Jobs – Report 2025
• OECD (Organisation for Economic Co-operation and Development) in its initiatives, e.g. Skills for 2030
• Companies such as Ernst & Young or McKinsey frequently publish reports and articles in which they identify adaptability as a critical skill.

Why knowledge alone is no longer enough

This is often misunderstood. The problem is not people or their willingness to learn. The problem is that most education targets the level of conscious understanding, while behavior is largely governed automatically – through the nervous system, emotions, and learned patterns. Let me again remind you of the work of Nobel Prize winner Daniel Kahneman – Thinking, Fast and Slow.

A person can:

• understand the process,
• know the correct response,
• agree with the logic of change,

and still behave exactly the same as before in a real situation.
Not because they do not want to.
But because their brain has evaluated the situation as uncertain, threatening, or meaningless. Simply telling someone what to do is not enough. Not because they consciously refuse, but because their subconscious will not allow it.

A brief and simplified explanation of the generally accepted decision-making framework:

• approximately 90–95% of our reactions, micro-decisions, and behavior happen automatically / subconsciously
• approximately 5–10% are consciously controlled

Subconscious behavior = fast decisions, learned behavior and routines, body language, tone of voice, most “no-thinking” decisions, emotional reactions (including those at work). Conscious behavior = most learning, choice, decisions about change, self-regulation.

This is why commands, standard education, processes, and rules often work with far lower effectiveness than we would like.

We teach, command, and explain rules to our consciousness. But that has a dramatically smaller share in how we ultimately behave. Here I allow myself a compassionate and conscious emoji.

Summary:

• Behavior is not a conscious decision
• The brain chooses what feels safe over novelty (even when rationally it is the opposite)
• Without working with the internal state, change will not last

A new education model: less content, more change

The answer: Neurodynamic Training

For all the reasons mentioned above, Neurodynamic Training was created.
Not as another set of techniques.
But as a comprehensive approach to education that respects how the human brain works.

Neurodynamic Training is an original educational methodology that works because it combines scientific and medical approaches in such a way that learned skills are embedded in long-term memory, transferable into practice, and sustainable even without constant supervision.

It does not address only what people should do.
It addresses how these specific people should do it and from what internal mindset they act.

It teaches people with respect to how their brain works neurobiologically. With respect to efficiency – not with pressure that tries to break resistance of their evolutionarily natural processes.

Let’s look at it in sequence: NDT works with the brain, not just with information. -> Change arises from within, not by command. -> The result is new habits, not learned phrases. -> New habits bring new results – higher, desired, often better. -> All of this leads to achieving the goal, which in business is profit.

That is why we also need educational techniques that sustain us = deliver measurable results, and as quickly as possible. Not in an outdated way, not through pressure and belief that pressure will break someone and make them do what they resist. This is a modern, scientifically and medically grounded way of working with and educating our brain, with respect for how we function as human beings.

But now I am repeating myself.

Why this approach is beneficial for companies

A side effect of traditional education is often dependency. On the trainer. On supervision. On top-down pressure. Neurodynamic Training goes in the opposite direction. It teaches people to work with themselves – to regulate stress, navigate challenging situations, and return to a functional state even without oversight.

This results in:

• higher performance stability,
• lower need for micromanagement = autonomy,
• natural employee engagement,
• faster return on investment in education (ROI).