How we do it
If you feel bad,
you perform poorly
How you feel, not what you think rationally, determines how you cooperate, create, and engage with the team, organisation and customers.
WHAT WE FOCUS ON
The role of an individual is different from the role of a team and the role of an organisation. We dive deep to uncover how people and teams feel about their roles and each other.
We do not merely evaluate how behavior matches competences like traditional assessment models do. We dig two steps deeper to identify how individuals and teams feel, and why they feel what they feel. We then correlate the motivations with the values which should be transferred onto customers. The true motivations are usually surprisingly different from what management would expect.
We evaluate strengths, resources and capacity of personality as well as weak blind spots, which an individual is not able to perceive about them, the dynamics of their impulses, emotions and reactions. We can evaluate the potential and risk profile of their personality. We are able to effectively support an individual and walk them through tough decisions. We use the paradox theory of change, which states, that a change of a person is made by that person becoming who he is, rather than trying to be different, however not being different. We support individuals in authenticity and in the simultaneous ability to create partnerships and collaborate.
An individual in an organisation finds himself in roles he inherits, or which are assigned to him. When working with roles (positions, statuses, etc.) and their power, we empower people to understand who they are in their job roles, and what are they expected to be - consciously and unconsciously – by the others and by themselves. We empower companies to correlate compatible individuals to compatible roles. We provide the understanding of who the people in these systems are, including inner conflicts of those needing to behave in an expected way and to fulfill expectations, and how to face such conflicts.
We enable teams to better understand the conscious and unconscious processes causing humans to sometimes co-operate and feel happy to deliver work results, and why sometimes they don’t. We analyse and evaluate why teams sometimes are able to effectively plan, organise and coordinate their goals and activities, and why sometimes they can’t. We help individuals in teams start and implement such means of coexistence and collaboration, which empower them to effectively resolve tasks, achieve goals, remove barriers, and constructively solve misunderstandings and conflicts. We do not organise team-buildings, but bring the unconscious into the conscious, and challenge and teach new skills. We know how to build a functioning team (an orchestra) out of a group of individuals.
We evaluate, what impact an organisational structure and dynamics has on the performance of the organisation. We evaluate the processes (between individuals, communication, cultural…), which increase effectivity and those which create a barrier disabling the organisations from fulfilling their primary objectives and potential. We deconstruct the problematic stories of the organisation and support the stories and strategies which lead to success. We systematically work with the organisation as a whole. We therefore are able to diagnose and intervene simultaneously on complex levels affecting all parts and sub-systems of the organisation.
We use various scientific methods, that suit the specific individual, team and organization best. Unlike a lot of competitors, we do not use a single certified method all the time.