Management Audits

Highly qualified executives who have already been identified by the company as high performers are offered the opportunity to receive concise feedback on their current internally and externally perceived performance profile by participating in an audit. Based on this, individual needs for action can be identified and appropriate development measures initiated. Such an offer signals in a special way the appreciation of the executive concerned by the company and enables both sides to work specifically on optimizable characteristics or behavioral patterns for the benefit of both the employee and the company.

Individual Audit

On the basis of a very intensive audit day, which includes a detailed biographical interview supplemented by the evaluation of management diagnostic procedures carried out in preparation, various exercises and, if necessary, the performance of role plays, a detailed written assessment is prepared of the candidate's strengths and weaknesses as well as potential development opportunities and requirements. The potential analysis can focus both on an overall comprehensive assessment of the executive concerned and on a specific requirements profile to be compared. The results of the analysis are discussed - usually only after the candidate has given his or her approval - in a joint feedback meeting attended by the candidate's supervisor, the assessor and, if necessary, an HR representative of the company. At the end of the feedback meeting, development goals and the concrete measures to be derived from them are defined, backed up by a timetable.

Individual Audit

Group Audit

Group Audit

A group of qualified executives at as comparable a hierarchical level as possible is offered the opportunity to participate in a competence or potential analysis process. Unlike a classic assessment center, the focus is on the development aspect that is necessarily associated with this measure. Particularly in the case of a non-voluntary decision to participate, the appreciation shown to the candidates and the opportunities associated with the measure for them must be convincingly communicated to them. - The procedure of the measure corresponds to that of the individual potential analysis. In addition, after all participants have been assessed, a comparative summary of all candidates is prepared for the commissioning company. The evaluation criteria to be applied here are defined in advance together with the client.

Psychometric tools

At the request of our customers, we use various diagnostic methods to support the analysis process in audits, assessment or development centers, but also as a prelude to a development measure in the context of leadership development or coaching. When selecting the respective tools, we primarily focus on customer preferences for certain psychometric instruments or methods. Our diagnostics specialists are licensed and certified users of numerous common procedures that are renowned for their high validity, such as MBTI, INSIGHTS® Management Development Instruments, INSIGHTS® Discovery, ASSESS® Competency and 360° Analyses, etc.

Psychometric tools

Contact

International Business Consultants
Königsallee 14
D-40212 Düsseldorf

Tel:+49-211-13866-285
Fax:+49-211-13866-77
E-Mail:office@reusch-ibc.com

REUSCH  International Business Consultants
Königsallee 14
D-40212 Düsseldorf

Tel:
Fax:
E-Mail:
Web:

+49-211-13866-285
+49-211-13866-77
office@reusch-ibc.com
www.reusch-ibc.com

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Dr. Andreas Reusch
(Address see above)

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