Our objective is to empower and equip you with the skills you need to excel at your job. We use assessments, coaching, and leadership development seminars to build employee strengths. We use high-standard measures to enhance your potential and facilitate the ground for your success. For example, we employ the appropriate assessments and analysis, and explore your strengths and areas for future development. Based on a final report, we develop a plan and facilitate opportunities for you to learn new habits and skills in order to release the maximum potential for your personal and professional growth.

How we do we achieve our objective?

To achieve our objective:

  • We provide individual and group coaching to identify and deal with the areas that are blocking potential.
  • We conduct leadership development seminars on various topics.
  • We use executive assessment /individual assessments and multi-perspective diagnostics (360° Feedback).
  • We also provide counselling and therapy for leaders.

The following diagnostic instruments might be implemented:

  • analytical ability tests
  • personality inventory and motivation questionnaire
  • self-description
  • complex case study
  • presentation
  • conversation/negotiation exercise
  • business simulations
  • structured interview guided by the assessment's criteria
  • differentiated, personal feedback

Why is it important to make assessments with leaders and managers?

  • For the purpose of employment, promotion, or individual development (individual assessment).
  • Appraisal of groups of managers on the occasion of mergers and acquisitions, restructuring, or for individual development.
  • Assessments will help in filling senior or executive management positions.
  • Candidate’s competencies and deficits must be accurately assessed to obtain a reliable decision-making foundation for or against an appointment.
  • Assessments examine and scrutinize the candidate’s complete requirements.
  • Assessments offer the candidate the necessary confidentiality as well as the opportunity to present himself or herself appropriately.

The assessment procedure normally contains the following methodical blocks:

  • Prior online tests: two analytical cognitive ability tests, one personality inventory.
  • During the presence phase (full day): work on different diagnostic components (case study, presentations, conversation simulation) as well as further questionnaires (self-description, motivational profile).
  • Detailed, structured interview guided by the assessment's criteria.
  • Differentiated feedback for the candidate regarding strengths, weaknesses, and development opportunities.


  • Soon after the completion of the individual managerial assessment, the decision maker will receive direct feedback by telephone about the candidate’s performance, and an assessment regarding the suitability for the target position.
  • Within a week, the client will receive a detailed and confidential report, complete with an overall assessment in view of the target position.
  • The report will include differentiated statements pertaining to the individual competencies and advice regarding further development, possibly for the introductory phase of the new position.