We help focus an organization’s energy on its business results

We streamline and help implement organizational strategies so that what is important for the company over the years ahead is clearly communicated to employees, so they know what they should focus on and how they should prioritize everyday tasks.

We usually begin by finetuning the mission and most important organizational visions, thanks to which we can draw up a plan for reinforcing the achievement of business goals. We help prioritize the order in which these goals are tackled, in keeping with the organization’s business situation. Together with members of the organization, we put them into effect, cascading strategy into departmental and team goals. It is then very easy on this basis to create individual goals for managers, as well as goals for specific employees in departments or teams.

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We help make boards of directors more efficient in family businesses

Our personnel testing technology enables the simple identification of the potential opportunities and risks in the efficient functioning of the board of directors in a family business. Such information is particularly important at C-level and in the group of the most important managers in a company. We also deliver the information essential for taking decisions concerning the personal development of an existing employee; sometimes just a minor behavioral or situational adjustment is sufficient for a manager’s effectiveness to become many times greater. We help reduce staff rotation and improve their motivation, thereby also lowering the business risk that hiring somebody unsuitable entails.

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We enhance managers’ performance through individual development programs (CDD™)

Challenge Driven Development™ (CDD™) is an effective motivational tool constituting an alternative to training and coaching, which frequently do not deliver the desired results. The technology in CDD™ enables rapid change in unfavorable habits and behaviors, and in the direction sought by the organization.

CDD™ involves a consultant working directly with a manager at their place of work, allowing real problems in the organization to be resolved – but in a novel way. We select the challenges based on diagnostic technology, including testing, interviewing, and analyzing the manager’s work environment. By doing so we identify the 2-3 aspects constituting the greatest leverage for increasing a given manager’s performance. The program concludes with its performance review, together with recommendations for further development.

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We help build and launch highly effective and agile teams

Formally establishing a department or team within a particular part of an organization is the first step. Our technology for building effective teams makes it possible to achieve high team performance quickly.

The people are important in a team, but what happens between them is a lot more important. Rapid diagnosis manages to immediately provide insight on the opportunities a particular team has and what needs working on in order to significantly raise its performance. A very effective team is focused on goals consistent with departmental or organizational goals. Though a team’s members differ in their competencies, they are similar in how they appraise matters of importance. In addition, they know each other’s skills and competencies, and the allocation of tasks is therefore much more effective. Potential employee turnover is kept down by an appropriate level of competency substitution, meaning that the loss of an employee in the team does not have a significant impact on its performance.

Everything taken together enables – through a framework of cooperation – the unleashing of additional motivation, an increase in productivity and quality, and the optimizing of management costs. Importantly, there is much less stress in such teams, despite the larger number of tasks being tackled.

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We increase human potential in start-up projects

Market timing, the idea, and the business model are all key factors in the success of start-ups. However, they may not work if the team lacks the right people. Situational volatility is part of the package when it comes to the founders’ work; they are exposed to numerous stressors and require specific skills, e.g. entrepreneurial competencies, or need to take good advantage of market timing for their product or service. It is also a good idea for the founder to have organizational and managerial skills, so they can make full use of their project’s potential while the investor achieves a suitable rate of return. We help define the potential of both the founders and the teams in start-up projects.

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We construct competency models for organizations

The identification of competencies for an organization functioning smoothly helps in the achieving of strategic business goals.

Following an audit of the old model, we create a new one through workshops with the task team and analysis and improvement of the competency description. We integrate HR activities on the model’s basis: acquiring personnel, generating motivation and involvement, human development, and retaining the right employees in the organization. The new competency model can be applied in the selection, motivation, and development of staff, and constitutes a point of reference during periodic employee reviews.

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