Competence Development

Our customers in personnel departments are more and more frequently facing the challenge of reducing personnel development costs and managing existing budgets efficiently. This can be achieved by making sure to employ the person best suited to the demands of the job already during the recruiting stage. On the other hand, more efficient training, measures tailored to existing requirements, and – above all – demanding quantifiable outcomes also help to achieve this aim.

A good way to achieve this is competence-based personnel development. Each single job or job family is subject to one uniform standard competence model.
Personnel development then uses a development interview focusing on an employee’s development needs. We support this process by means of two competence-based procedures.
We develop tailor-made competence models together with our customers, or we adapt existing models to enable quantifiable standardization. Structured interviews based on self-assessment can then lead to the development of competencies.


KODE® stands for competence diagnostics and  competence development. KODE® analyzes how marked a person’s basic skills (personal, activity-based, technical-methodical, social-communicative) relate to each other. KODE® can be applied in self-or third-party assessment.

TMA – Talent Motivation Analysis

TMA is a method of analyzing of talents, needs and motivation of people in different situations. By means of an interactive method a candidate’s emotional balance, talents (needs) and motives are identified. If required, an additional 360°-feedback can determine a candidate’s strengths and weaknesses from the viewpoint of the professional environment. A competence benchmark can also be set up for an existing job profile.

Working on Behavior Preferences

In our coaching we like to use The DISG model to determine our clients’ behavior preferences – whether dealing with individuals or groups. Once you know your own preferences, it becomes obvious which other behavioral patterns concern you and increase the danger of conflicts. So-called “chemical incompatibilities” –you can’t stand another person’s “smell” – suddenly seem reasonable. The other side shows a behavior pattern so unlike my own that I cannot understand how their mind works. At the same time, you can learn new patterns of behavior to facilitate communication with others.
For this we use the following methods:

Persolog® Personality Model

The persolog® Personality Model describes human behavior according to the four behavior dimensions - dominant, initiative, steady and conscientious - in concrete situations. The great benefit lies in the daily concrete dealing with the four behavior dimensions. They enable us to assess the other person´s behavior and the adaption of one’s own behavior, so that communication is  facilitated. Persolog® Teamdynamic-Profile Based on questionnaires, personal experiences and emotions in a specific team situation will be analyzed. This is about recognizing and understanding the individual behavior of  team members. Subsequently, personal strategies for more team ability will be developed and - based on action plans - incorporated into the daily routine.

Persolog® Time Management-Profile

With the help of this profile participants analyze their current time performance and get to know their own time habits. Participants identify their development potential in regard to managing time. Furthermore, they can develop strategies to be able to structure their working days better.


INSIGHTS MDI is a tool to analyze one’s potential. It does so by reducing the complexity of human activities to the factors that are relevant for successful, long-term employment of suitable team members. INSIGHTS MDI can be used for various purposes:

  • Recruiting
  • Identifying potential
  • Personnel development
  • Teambuilding
  • Organization development
  • Optimizing sales according to type
  • Definition of target profiles

There are different reports depending on the job profile and requirements:

Talent insights: “Leadership check”

This check gives you a holistic feedback on a candidate’s natural skills. It contains an assessment of both his or her main motives and behavior preferences. It provides insight into communication, the ideal environment and also into natural strengths and weaknesses.

Talent insights: “Sales check”

This check provides holistic feedback on a candidate’s sales behavior, it gives useful hints for completing sales. It exposes potential behavioral and motivational conflicts in a general way.

Talent Insights: “Executive check”

This check provides holistic feedback on a candidate’s natural skills. It assesses both a person’s main motives and behavior preferences. It hints at communication, the ideal environment and his or her natural strengths and weaknesses.

Talent Insights: “Selection”

This is a brief feedback on a candidate’s natural talents, exploring both the motives as well as behavior preferences.
This makes it the ideal tool for spotting talent and for recruiting processes

Apart from an extensive report, personal feedback interviews are invariably carried out, helping the candidate to interpret results and define personal development measures.