In our projects, we attach great importance to not develop strategies, concepts and activities simply based on gut feelings, but to approach them strategically. Depending on the problem at hand, it can be useful to use certain analysis tools.

We place the main factors and their leverage for further development in the focus of our attention: from individuals (self-perception and interpersonal perception, management skills) and teams (distribution of roles and responsibilities) to corporate culture.

Based on the results of our analysis, we devise effective and goal-oriented activities in close cooperation with our clients.

Test procedures we use:

Individual tools for analysis:

•Golden Profiler (GPOP): Model based on the theories of Swiss physician an psychoanalyst Carl Gustav Jung and the Myers-Briggs Type indicator. It is particulary employed to enhance relationships at work and in social environments, including coaching as well as team analysis and development.

•Leadership Impact (L/I)^©: Coaching tool which makes executives aware of the impact of their leadership approach and its effect on the company's success

•Life Styles Inventory (LSI)™: Questionnaire onperceived behavioral patterns in a team or an organization. The devision into constructive, passive/defensive and aggressive/defensive patterns shows a clear correlation with individual success

•The Kairos Decision-maker profile: A tool to diagnose individual basis principles that underlie specific decision-making processes. The profile respectively individual preferences provide valuable approaches for getting to know and further developing decision-making qualities. Kairos is also used for the developement of management teams.
 

Team-Analysis

 
•Team Management System (TMS): Role concept which was devised on the base of empiric management research by Margerison / McCann. TMS refers to behavioral patterns and skills in the work environment. Successful teams often cover all eight roles of the concept.
 

Organizational Analysis

•Organizational Culture Inventory (OCI)^©: With the help of a questionnaire, employees provide feedback on which behaviors in the work environment or the companx they deem the most successful and therefore (today or in the future) perceive as desirable ("is" profile vs. "should be" profile).
 

•Organizational Effectiveness Inventory (OEI)^©: In addition, a second questionnaire allows the recognition of palpable leverage that helps changing the current culture – the “is” culture – into the desired one – the “should be” culture

Life Styles Inventory (LSI)™, Leadership Impact (L/I)©, Organizational Culture Inventory (OCI)© and Organizational Effectiveness Inventory (OEI)© are Trademarks/copyright of Human Synergistics International