Potential matrix

Assessment means recognising quality.
And harnessing potential.

Whether you are looking at talent, managers or executives – assessments
and audits are among the most important tools of HR appraisal. At the core
of our validated and well accepted implementation strategy are realistic
exercises, intensive preliminary discussions, collaborative reflection, prompt
feedback and integrated coaching sequences. Procedures, requirements and
evaluations are transparent and can be understood by all involved. We make
sure that the profiles and tools fit your company exactly.  

More
 



A valuable view from outside
that goes to the core of your business.


Assessments are often used to screen external applicants. However, they
can also be useful internally to find out about current employees. We can
use a wide range of tools to support the development of individual employees
or whole teams. Assessments done by Movendo Consulting can form the
starting point for proper development planning. We offer procedures for both
external and internal applications, succession planning and concrete selection
decisions, for talent identification and for the planning of individual career paths.



Our approach?
That’s as varied as the participants.


We believe in using transparent and fair procedures where participants know
what is expected of them and how the evaluation is carried out. Each participant
is given the time and space they need to present themselves in the best possible
light because our focus is on discovering and nurturing potential rather than on
how people perform under pressure.

Every participant receives detailed feedback from us and development
recommendations both ‘on the job’ and ‘off the job’. As we believe that encouraging
development is an essential leadership responsibility, we involve the respective
manager in the assessment and resulting measures. This ensures that full use is
made of all development opportunities and will unfold in mutual agreement between
employee, manager and company.



We don’t gain insights.
We work for them.


Successful procedures that provide insights for both parties are based on solid
preparation, transparent processes and last but not least, company-related evaluation.

The assessment process includes:


-
-
-

-
-

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Objective-setting and development of individually adjusted job profiles
Choosing the appropriate methods
Design of assessment tasks that are based on day-to-day reality and the job profile
Carrying out individual and group assessments
Evaluation of the procedure and drawing up of feedback reports with individual development plans
An overarching presentation of results for large groups
 


When evaluating participants, we always distinguish between potential, current
performance and readiness to take on a new position. As the client responsible
for human resources, you will receive concrete recommendations on how to
proceed and therefore confidence to make further decisions on personnel and
HR development.

 

Assessment means recognising quality.
And harnessing potential.

Whether you are looking at talent, managers or executives – assessments
and audits are among the most important tools of HR appraisal. At the core
of our validated and well accepted implementation strategy are realistic
exercises, intensive preliminary discussions, collaborative reflection, prompt
feedback and integrated coaching sequences. Procedures, requirements and
evaluations are transparent and can be understood by all involved. We make
sure that the profiles and tools fit your company exactly.

More tl_files/ani/Team/pfeil.jpg


A valuable view from outside
that goes to the core of your business.


Assessments are often used to screen external applicants. However, they
can also be useful internally to find out about current employees. We can
use a wide range of tools to support the development of individual employees
or whole teams. Assessments done by Movendo Consulting can form the
starting point for proper development planning. We offer procedures for both
external and internal applications, succession planning and concrete selection
decisions, for talent identification and for the planning of individual career paths.


Our approach?
That’s as varied as the participants.


We believe in using transparent and fair procedures where participants know
what is expected of them and how the evaluation is carried out. Each participant
is given the time and space they need to present themselves in the best possible
light because our focus is on discovering and nurturing potential rather than on
how people perform under pressure.

Every participant receives detailed feedback from us and development
recommendations both ‘on the job’ and ‘off the job’. As we believe that encouraging
development is an essential leadership responsibility, we involve the respective
manager in the assessment and resulting measures. This ensures that full use is
made of all development opportunities and will unfold in mutual agreement between
employee, manager and company.


We don’t gain insights.
We work for them.


Successful procedures that provide insights for both parties are based on solid
preparation, transparent processes and last but not least, company-related evaluation.
 

The assessment process includes:

- Objective-setting and development of individually adjusted job profiles

- Choosing the appropriate methods
- Design of assessment tasks that are based on day-to-day reality and the job profile
- Carrying out individual and group assessments
- Evaluation of the procedure and drawing up of feedback reports with individual development plans
- An overarching presentation of results for large groups


When evaluating participants, we always distinguish between potential, current
performance and readiness to take on a new position. As the client responsible
for human resources, you will receive concrete recommendations on how to
proceed and therefore confidence to make further decisions on personnel and
HR development.

 
Movendo learning cycle

Development is a question of personality.
That of each individual.


We will create an individual and targeted personal development plan
specific to the requirements of your company culture. We think and
work in terms of continuous learning processes and a combination of
attendance and distance learning. A mix of knowledge transfer, training
modules, coaching, self-reflection and feedback help people to deal with
the day-to-day roadblocks to personal development and ensure a successful
change.

More
 


Every task needs someone
to grow into it.


In every phase of a company’s development, fresh challenges arise and
have to be recognized and met by managers and employees. In order to
overcome these challenges successfully, a variety of competences are
needed – by both managers and employees alike. These skills have to be
trained and developed. Movendo Consulting supports the development of
employees and managers in areas of social, communicative and methodological
competence as well as in leadership.



We stay by your side,
so you are not left alone.


Movendo Consulting is not satisfied with just designing good training.
We are fully aware that development processes do not follow a linear
pattern but come up against difficult circumstances and hurdles.
When we support these learning processes, we make sure that we are
there for the participants precisely when these hurdles appear: in everyday
life. We make systematic use of all channels of communication
- face to face, telephone, online communication  – and make sure our
consultants are always available. This pinpointed support enables our
participants to face everyday hurdles in their personal development and
achieve their goals.

We think and work in continuous learning processes – the Movendo
learning cycle. Building on a thorough analysis of the current status
and commonly set objectives, our methods of knowledge transfer,
training, coaching, self-reflection and feedback dovetail with each other
seamlessly.



Not every step forward is the same length.

Our systemic approach results in an intensive and very specific
engagement with the development process. Participants and those
responsible perceive the proposed development in different ways.
Different people find different things challenging or motivating in highly
individual ways. Activating self-efficacy in each participant is of
fundamental importance during the process because learning and
change cannot be enforced.

The Movendo Development Concept aims to spot problems at an early
stage, to probe attitudes to the process and to activate and reinforce
the ability to find solutions – especially among managers. And that is
why we can guarantee more sustainable development and a more
independent transfer into day-to-day work.
 
Development is a question of personality.
That of each individual.


We will create an individual and targeted personal development plan
specific to the requirements of your company culture. We think and
work in terms of continuous learning processes and a combination of
attendance and distance learning. A mix of knowledge transfer, training
modules, coaching, self-reflection and feedback help people to deal with
the day-to-day roadblocks to personal development and ensure a successful
change.

More tl_files/ani/Team/pfeil.jpg

Every task needs someone
to grow into it.


In every phase of a company’s development, fresh challenges arise and
have to be recognized and met by managers and employees. In order to
overcome these challenges successfully, a variety of competences are
needed – by both managers and employees alike. These skills have to be
trained and developed. Movendo Consulting supports the development of
employees and managers in areas of social, communicative and methodological
competence as well as in leadership.



We stay by your side,
so you are not left alone.


Movendo Consulting is not satisfied with just designing good training.
We are fully aware that development processes do not follow a linear
pattern but come up against difficult circumstances and hurdles.
When we support these learning processes, we make sure that we are
there for the participants precisely when these hurdles appear: in everyday
life.
 

We make systematic use of all channels of communication
- face to face, telephone, online communication  – and make sure our
consultants are always available. This pinpointed support enables our
participants to face everyday hurdles in their personal development and
achieve their goals.

We think and work in continuous learning processes – the Movendo
learning cycle. Building on a thorough analysis of the current status
and commonly set objectives, our methods of knowledge transfer,
training, coaching, self-reflection and feedback dovetail with each other
seamlessly.


Not every step forward is the same length.

Our systemic approach results in an intensive and very specific
engagement with the development process. Participants and those
responsible perceive the proposed development in different ways.
Different people find different things challenging or motivating in highly
individual ways. Activating self-efficacy in each participant is of
fundamental importance during the process because learning and
change cannot be enforced.

The Movendo Development Concept aims to spot problems at an early
stage, to probe attitudes to the process and to activate and reinforce
the ability to find solutions – especially among managers. And that is
why we can guarantee more sustainable development and a more
independent transfer into day-to-day work.
tl_files/ani/Leistungen/House_of_Change_en.png
House of Change
(based on Claes Janssen)

Changes can come from the outside.
Solutions only from within.


All change is unique. Real change can only come about when a clear
business strategy is combined with the personal conviction of all involved.
Our change consulting supports change processes at three levels:
organisation (change management), interaction (change leadership) and
communication (change communication). We use a wide range of systemic
methods and building blocks to uncover existing resources that can be
used for effective change.

More
 


What is systemic? What is sustainable?

Change always happens within an organisation and in people at the same
time. Change processes are corporate tasks with regard to objectives,
implementation and control, but also need intensive, individual support of
all employees through the different phases of change.

Change consultancy in management represents a special challenge because
managers have a governance role and at the same time are affected by the
change. Processes often fail at this point. The reason for Movendo Consulting’s
success: no secret inner circle, no privileged knowledge – just clear, binding
planning and execution. Change does not happen immediately. Change has to grow.

The researcher Claes Janssen developed the ‘Four-room Apartment of Change’
model in the 1980s which was the forerunner of the ‘Change House’.

The model describes the experience of change as going through a house in an
anticlockwise direction. All employees in an organisation go through the phases
of the house. But the speed at which they go through each room and the time
spent there is different for each individual. Therefore, the initial management task
is to identify where the employees are and how they can be helped to progress
into the next room.




Every change is a departure.
In many respects.


It is not enough to look at individual parts in the short-term and in isolation
if work practices and behavior that have been ingrained for years are to undergo
a fundamental change. Many factors, even deeply-rooted ones must be taken
into account: organisation forms, communication structures and personal concerns.
Our consultants have many years’ experience in change processes and will
develop – in close cooperation with you as the client- an optimal change framework
customized for your company. Because you are - and remain - the expert on your
company’s specific situation.

Movendo Consulting places great importance on compiling a detailed analysis
of current status with you and key members of the company with special
emphasis on the inclusiveness and transparency of the change design as well
as any risk factors. This is then used as the basis for the planning and control
of the process. Movendo Consulting acts as a change expert, facilitator, coach
and process consultant rolled into one.



Work with us to create more than a structure.
Create a culture.


The tangible benefit of our systemic working methodology is that everyone involved
is activated and that it ensures immediate debate and implementation. Open and
adequate communication support the change, solutions are developed from within
and not imposed from the outside. This helps intensify identification with the process,
personal commitment and finally each individual’s ability to change and to find solutions.

A successful change process leaves a lasting impression and influences how future
problems are tackled. The aim of the consultants at Movendo Consulting is to initiate
self-efficacy, thereby promoting independence – also from external consulting.
Changes can come from the outside.
Solutions only from within.


All change is unique. Real change can only come about when a clear
business strategy is combined with the personal conviction of all involved.
Our change consulting supports change processes at three levels:
organisation (change management), interaction (change leadership) and
communication (change communication). We use a wide range of systemic
methods and building blocks to uncover existing resources that can be
used for effective change.

More tl_files/ani/Team/pfeil.jpg

What is systemic? What is sustainable?

Change always happens within an organisation and in people at the same
time. Change processes are corporate tasks with regard to objectives,
implementation and control, but also need intensive, individual support of
all employees through the different phases of change.
 

Change consultancy in management represents a special challenge because
managers have a governance role and at the same time are affected by the
change. Processes often fail at this point. The reason for Movendo Consulting’s
success: no secret inner circle, no privileged knowledge – just clear, binding
planning and execution. Change does not happen immediately. Change has to grow.

The researcher Claes Janssen developed the ‘Four-room Apartment of Change’
model in the 1980s which was the forerunner of the ‘Change House’.

The model describes the experience of change as going through a house in an
anticlockwise direction. All employees in an organisation go through the phases
of the house. But the speed at which they go through each room and the time
spent there is different for each individual. Therefore, the initial management task
is to identify where the employees are and how they can be helped to progress
into the next room.


Every change is a departure.
In many respects.


It is not enough to look at individual parts in the short-term and in isolation
if work practices and behavior that have been ingrained for years are to undergo
a fundamental change. Many factors, even deeply-rooted ones must be taken
into account: organisation forms, communication structures and personal concerns.
Our consultants have many years’ experience in change processes and will
develop – in close cooperation with you as the client- an optimal change framework
customized for your company. Because you are - and remain - the expert on your
company’s specific situation.

Movendo Consulting places great importance on compiling a detailed analysis
of current status with you and key members of the company with special
emphasis on the inclusiveness and transparency of the change design as well
as any risk factors. This is then used as the basis for the planning and control
of the process. Movendo Consulting acts as a change expert, facilitator, coach
and process consultant rolled into one.


Work with us to create more than a structure.
Create a culture.


The tangible benefit of our systemic working methodology is that everyone involved
is activated and that it ensures immediate debate and implementation. Open and
adequate communication support the change, solutions are developed from within
and not imposed from the outside. This helps intensify identification with the process,
personal commitment and finally each individual’s ability to change and to find solutions.

A successful change process leaves a lasting impression and influences how future
problems are tackled. The aim of the consultants at Movendo Consulting is to initiate
self-efficacy, thereby promoting independence – also from external consulting.