Right person, right skills
Assessment & development
Whether you are hiring a new colleague or letting someone grow within your organisation, both you and your colleague-to-be will want to have a view on strengths, challenges and fit with this (new) role.
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Assessment center
Our assessment center
Whether you are about to hire a new colleague or let someone grow within your organisation, you’ll want to make sure this person is the best fit for the job, for the (new) team and for your organisation.
Our approach
- Work out a competence model that is tailor made to the specific role in your organisation, together with you
- Assess your candidate through self-assessment and practical exercises
- Provide you with hands-on advise on strengths and points to develop
The result: report and clearly funded go/no-go advise
Our advise allows for you to go ahead with a funded go/no-go decision and give tips on how to onboard your (new) colleague in his or her next challenge.
Development center
Our development center
What is someone good at, what drives someone to take action (or not), what are someone’s challenges? These aspects are – literally – portrayed in our development center. We focus on skills that someone has already acquired, but also on why things go wrong in their current job.
Our approach
- Work out a competence model that is tailored to the specific role your colleague is fulfilling
- Assess your colleague and through self-assessment and observation of these competencies throughout live exercises, which are being video-taped as well
- Provide you with a hands-on report about your colleage’s motivation, drive and skills and have an insightfull discussion with both you as well your colleague based on the report, their self-assessment and the videos of the live exercises.
The result: report, discussion, coaching
We pay a lot of attention to non-verbal communication on top of the specific competencies we observe. Bringing these insights to peoples’ attention often creates a “aha!”-feeling that helps them understand a lot of day-to-day situations and allows for hem to understand and manage them better.
Each report contains practical advise, tips and tricks. If this is desired, an individual coaching plan or personal development plan can be proposed.
EQ Assessment center
Our EQ Assessment
Sure, there are a bunch of interesting tests out there to measure someone’s Emotional Intelligence. But there is nothing like a real-live assessment that allows to measure and observe someone’s EQ in practice. This is what we do in our EQ Assessment, that is specifically made for EQ competencies.
Our approach
- We have carefully worked out exercises that measure a specific EQ skills set
- Assess your colleage through live exercises
- Provide you with a hands-on report report about your colleague’s emotional intelligence in the workplace environment
The result: report and recommendations
Our EQ-report presents how well someone demonstrates emotionally intelligent workplace behavior and how this competencies will be experienced by colleagues and employees. Qualitative comments from experienced assessors, trained in EQ as well as non-verbal communication skills, provide your people with recommendations for further development. This allows you to establish a tailor-made growth path for your colleague.
Do it yourself
Our Trademarked Tools
3A Leadership Profiler
Tool that focuses on the 3 clusters of leadership-competences (Accountability, Agility, Authenticity), each composed of 3 competences. It measures to what extent your manager has a facilitating or regulating leadership style.
This tool can also be used for 360° feedback.
3A Leadership Profiler
This tool offers
- A report that scores your manager on the 3 clusters and their 9 competences and benchmarks his/her score
- An overview of strengths and pitfalls for the 3 clusters and their 9 competences
- An overview of the facilitating leadership qualities and their possible counter-productive behaviours
Stress barometer
Tool that measures in to what extent a manager’s leadership style causes stress with his or her team. Leadership styles that imply too much pressure, too little autonomy or not enough decision-making with the team induce higher stress levels with employees.
This tool can also be used for 360° feedback.
Stress Barometer
This tool offers
- A report that scores your manager on each of the 3 domains and 15 stressors, illustrating how high his or her potential is to cause stress with team members
- An overview of strengths and pitfalls for each of the 3 domains and 15 stressors
- A benchmark of the manager’s scores in comparison to those of other managers
Change facilitator
Tool that measures how the 8 crucial components of change are managed in behaviour: distinguishing change from transformation, what’s in it for them, communication, balancing IQ and EQ, creating of trust, managing context, engagement and help learning. The better these elements are managed, the better change can be facilitated.
Change Facilitator
This tool offers
- A report that includes 2 scores for your manager on each of these change components, along with a benchmark in comparison to other managers
- An overview of strengths and pitfalls for each of the 8 change components
Organisational culture compass
Tool that provides insights into how the current organisational culture is perceived by C-levels, managers and employees and what for them the desired company culture is or would be. The tool identifies the gap between the two.
Organisational Culture Compass
The tool offers
- A clear description of how the current organisational culture is perceived
- A clear description of the desired organisational culture
- A list of gaps (and opportunities) between the two
3A Leadership Profiler
Tool that focuses on the 3 clusters of leadership-competences (Accountability, Agility, Authenticity), each composed of 3 competences. It measures to what extent your manager has a facilitating or regulating leadership style.
This tool can also be used for 360° feedback.
Stress barometer
Tool that measures in to what extent a manager’s leadership style causes stress with his or her team. Leadership styles that imply too much pressure, too little autonomy or not enough decision-making with the team induce higher stress levels with employees.
This tool can also be used for 360° feedback.
Change Facilitator
Tool that measures how the 8 crucial components of change are managed in behaviour: distinguishing change from transformation, what’s in it for them, communication, balancing IQ and EQ, creating of trust, managing context, engagement and help learning. The better these elements are managed, the better change can be facilitated.
Organisational Culture Compass
Tool that provides insights into how the current organisational culture is perceived by C-levels, managers and employees and what for them the desired company culture is or would be. The tool identifies the gap between the two.
Tailored guidance & collaboration
Consultancy
We don’t want to be pushy. But if you need us, we are here to help.
On-demand coaching in your choice of area
Training
Sometimes a new perspective or that little push in the back is all you need.
Get In Touch
Capable Consult
+32 (0)16 433 112
+32 (0)486 515 116
info@capable-consult.com