Our well-structured approach helps you to systematically identify your employee?s strengths and development potential. The aim is a well-informed basis for decisions and planning of the consequent actions.

1. Requirements Analysis

In a short workshop, a specially designed system serves to collect the success-critical requirements. Fast and goal-oriented.

2. Construction of the Procedure

As specialists we develop a mixture of methods for your potential analysis. We coordinate observer tools, schedules and the like with you. We construct typical situations (such as role-plays, case studies and presentations) as well as innovative instruments like ?video-rating?. Additionally, e-Assessment tools can be applied. Reflectance guidelines, self-assessment, preference diagnostics and motivational inventories may be employed. The requirement criteria that are to be measured determine the choice of instruments. Let our creativity and experience surprise you!

3. Informing Stakeholders  

(Executives, work council and the like)

It is advisable to inform internal stakeholders of the aims and content of the procedures. In some cases co-determination rights have to be taken into account We are happy to present the procedure to all stakeholders and consult you e.g. in the negotiation of company agreements.

4. Training Observers and Role-players

You decide: Would you like us to bring in our own observers and role-players or would you prefer for us to train your employees (executives) to make them fit for the task.

5. Transparency through Information of all Affected Parties

Participants often feel insecure about the procedure, content and outcome of a potential analysis. If transparency and achievement are important to your company, we jointly inform the participants about the procedure and the requirement profile.

Research has shown that this approach makes the outcome of the procedure even more reliable.

6. Implementation

Clearly structured and on time: The procedure will unfold as set out in the schedule. Upon completion, the observers convene. We moderate the procedure and ascertain a standard of high quality.

You will receive all information required for a well-informed decision and the planning of measures for personnel development. Optionally we provide feedback to the participants directly after the procedure.

7. Composing of Reports

A qualified report reveals the weaknesses and potential for development of the participant according to the requirement profile.

8. Feedback to the Participants  

The participants should know their strengths and future potential for development. The feedback is provided by qualified certified psychologists. It is conducted in a clear, explicit and appropriate manner. It represents the starting point for personnel development.

9. Feedback to Management or Human Resources

We are glad to present the results to enable you to make well-informed decisions in the future.

10. Broad Analysis of Development Potential for Target Groups

Often whole departments or organisational units are analysed to identify their potential. By means of our experience and employing statistical methods, we evaluate the results. We are thus able to present to you a systematic overview of qualitative learning potential and the quantity of further training needs. This provides you with a well-informed basis for calculation of subsequent measures.

11. Evaluation of the Procedure

Did the effort pay off? Are your employees showing the expected performance? We offer a review of our performance.