Management Diagnostics
Selection of candidates
Requirement-based assessment of applicants’ suitability for a (leadership) role.
Leadership development
Transparency on existing competencies and potentials for systematic development and career planning.
Restructuring / Merger
Objectivizing selection decisions for filling leadership positions after restructuring and mergers.
Strategic realignment
Aligning existing management and leadership potential with future requirements and tasks.
Market development
Assessments of leadership teams in light of changing market demands.
International tasks
Identification of intercultural competence before delegating international responsibilities.
Our Tools
Objective comparison of candidates' competencies and suitability
- Basis for selecting suitable managers for specific positions
- Fair, objective comparison of internal and external candidates as part of selection decisions
- Comparison of individual competencies with the general management competency model
Questions
- To what extent does a candidate meet the specific requirements of a management position?
- Which opportunities and risks must be considered individually when making a selection decision?
- Which candidate (internal or external) is best suited to the requirements, culture and team?
Selection decisions for top-level positions
- Basis for the selection of suitable managers for success-critical and exposed positions
- Detailed assessment and comparison of specific competencies of internal and external candidates
- Comparison of individual competencies with a competency model individualized for you
Questions
- To what extent does a candidate meet the specific requirements of a top-level management position?
- Which opportunities and risks must be considered individually when making a selection decision?
- Which candidate (internal or external) best fits the requirements, vision, culture and team?
Targeted development of leadership skills and potential
- Systematic recording of strengths and development potential
- Preparing for an upcoming career move
- Improving professional performance and impact as a manager
Questions
- Which competencies and potentials need to be developed in a targeted manner?
- Which development measures are individually effective and sustainable?
- How can managers be optimally prepared for future roles?
Assessment of leadership potential and development capacity of (junior) managers
- Identification of the promotion and leadership potential of managers and high-potentials
- Basis for talent management and balancing career prospects
Questions
- Are there high-potentials in the company who should be specifically discovered, promoted, developed and prepared for future management tasks?
- Is there a structured and strategic program to promote internal talent and retain them over the long term?
- Are there development prospects for top performers in the company who are not striving for a leadership role?
Holistic assessment of leadership and management competencies in organizations
- Assessment of the competency profile of management teams
- Identification of strengths, risks and development potential in management teams with a view to collaboration and future viability
Questions
- How well is the management team positioned to successfully implement specific challenges?
- What risks exist in the current management structure and what measures are we taking to strengthen the effectiveness of the management team?
- In which areas of expertise does our management team already complement each other and which competencies can we actively develop?
Identifying potential in five steps
Our management assessments follow a structured process that is individually adapted to your needs:
From precise requirement analysis to realistic tasks and thorough evaluations. We assess potential, compare self-perception with external evaluation, and provide reliable insights to support management selection, development, and succession.
Requirement analysis
Together, we sharpen the role profile: Which competencies are most critical for the role? Which situations are decisive for success? The result is a clearly defined target profile for the position.
Development design
We select suitable testing methods and develop realistic tasks and scenarios. The assessment is complemented by a scientifically based self-assessment of the candidates.
Assessments
In individual or group assessment centers, participants go through realistic scenarios and tasks tailored to the requirements of the role. We place value on constructive feedback and avoid unnecessary stress for participants.
Feedback
Participants receive detailed, individual feedback on their competence profile – comparing self-perception and external assessment. Companies additionally receive a detailed team or individual profile.
Result
The end result is a clear selection recommendation or development plan – including strengths, areas for development, and a detailed action plan.
