When it comes to assigning positions in an organization existing potential is – next to a competency profile – highly relevant. The question here is whether a candidate has the necessary personality and the relevant skills to also perform well in the future.
Our research shows that it is common during candidate evaluations to confuse potential and performance since many assessors lack appropriate tools to analyze potential. This has severe consequences and often results in “the fox guarding the henhouse”. A good salesman is not necessarily a good sales manager. Learn how to confidently evaluate potential and performance of the employees in your organization.
Did we spark your interest? Learn more about newest insights and request further information regarding the topic Job Profiles with validated Personality Profiles. Guest Prof. Robert A. Sedlák and his capable team of consultants are at your disposal. Simply arrange a free and personal online dialog. We gladly comply with your individual scheduling needs.
Want to know more about our services?
- PERFORMANCE SIMULATOR®: Develop knowledge, attitude and skills effectively
- The 100-days-program: Successful Leadership Assessment and Development
- Family-owned businesses: Successfully organizing the Generational Change
- Efficacy Monitoring: Measure the achievement of goals during your strategy implementation