Consulting & Assessment

What is it?

Consulting & Assessment supports you with all kinds of career and workplace questions – from choosing a career and assessing where you stand to motivation, leadership and collaboration, times of change and a healthy working life. Using evidence-based methods rather than gut feeling, we create clarity where there is uncertainty – for individuals as well as for companies in aptitude assessment and personnel decisions.

Who is it for?

For individuals

• Students and graduates facing a choice of career or field of study
• Graduates planning their entry into working life
• Working people facing a career decision
• People reorienting their careers or considering a change of industry or role
• People returning to work after parental leave, a career break or a longer absence
• Working people who want a well-founded picture of their strengths, skills and development potential
• People preparing for application processes, job interviews or assessment centres
• Working people who want to plan their career deliberately and clarify next steps
• Working people who are dissatisfied with their work or want to regain their motivation
• People who feel overwhelmed or under-challenged in their job
• Working people facing challenges with communication, collaboration or conflict at work
• People who want to improve their working relationship with their manager
• People preparing for difficult conversations, such as salary, conflict or performance reviews
• New managers who want to grow into their leadership role
• Experienced managers who want to reflect on their leadership behaviour or impact
• People in times of change, such as new roles, restructuring or job insecurity
• People who are new to a company or position and want to settle in well
• Working people who want more structure and boundaries when working from home or in hybrid settings
• People who want to better balance work, family and leisure
• People who want to strengthen their well-being, recovery and performance at work
• Working people in their late career who want to shape the transition into retirement

For companies

• Companies that want to use aptitude assessment for personnel selection or potential analysis
• HR departments that want to make their selection procedures evidence-based and fair
• Companies that want to develop structured interviews or requirement profiles for key positions
• Companies that want a well-founded assessment of candidates for leadership positions
• Companies planning succession for key positions and wanting to identify internal potential
• Companies that want to design or run assessment or development centres
• Companies that want to identify and develop talent and future leaders
• Companies that want support for new managers in their transition into leadership
• Companies that want to offer individual employees or managers external, confidential consulting
• Companies that want to improve their feedback and appraisal processes
• Companies that want to introduce 360-degree feedback for leadership development
• Companies that want to support employees through career reorientation or change (e.g. outplacement, restructuring)
• Companies that want to support employees returning after parental leave or a longer absence
• Companies that want to resolve conflicts between individual employees or with managers
• Start-ups and small businesses that want to set up their first hiring and selection processes professionally

Services in detail

Career orientation & development

• Career assessment: Clarifying your current career situation, strengths and areas for development
• Choice of career and study: Orientation based on interests, abilities and values
• Career reorientation: Support when changing industry, role or profession
• Career planning: Developing realistic goals and concrete next steps
• Decision support: Structured support with complex career decisions
• Returning to work: Preparing for your return after parental leave, a career break or a longer absence

Aptitude assessment & competencies

• Aptitude assessment: Using evidence-based methods (e.g. structured interviews, personality questionnaires) to assess abilities and fit
• Requirements and competency analysis: Comparing your competencies with the requirements of a (desired) position
• Potential analysis: Assessing development potential, e.g. for management or specialist careers
• Personality & working style: Reflecting on job-relevant personality traits and their effect in everyday work
• Application preparation: Preparing for application processes, job interviews and assessment centres
• Personnel selection for companies: Support in selecting suitable candidates

Work-related assessment & feedback

• Feedback analysis: Assessing how you give, receive and use feedback, e.g. with evidence-based questionnaires
• 360-degree feedback: Structured feedback from several perspectives (managers, colleagues, employees)
• Personality assessment: Job-relevant personality traits, e.g. based on the Five-Factor Model
• Motives and values analysis: What drives you at work and what matters to you professionally
• Job analysis: Assessing features of your job such as autonomy, task variety or social support
• Job satisfaction & engagement: Standardized assessment of satisfaction, engagement and commitment
• Resource check: Assessing personal and work resources such as self-efficacy, optimism or support
• Career adaptability: How well prepared you are for career changes and transitions
• Leadership assessment: Assessing your own leadership style and its impact

Motivation, satisfaction & job design

• Job satisfaction: Analysing the factors that promote or hinder satisfaction at work
• Work motivation: Clarifying motives, goals and what drives you at work
• Meaning at work: Reflecting on values and the significance of your own work
• Job crafting: Actively shaping your own job, e.g. through more autonomy or task variety
• Overload and underload: Understanding the situation and finding a better fit between person and task

Leadership & feedback

• Leadership & leadership behaviour: Reflecting on your own leadership role and impact
• New to leadership: Support in the transition from specialist to manager
• Giving feedback: Effective, appreciative and development-oriented feedback
• Receiving feedback: Dealing constructively with criticism and feedback
• Appraisal conversations: Preparing for annual, development and difficult conversations
• Healthy leadership: How managers can support their team's health and performance

Communication, collaboration & conflict

• Communication & collaboration: Support with challenges in teams and collaboration
• Roles and conflicts at work: Advice on conflicts and role clarification in a work context
• Working with your manager: Building a constructive working relationship
• Listening at work: Better conversations through active, high-quality listening
• Negotiations & difficult conversations: Preparing for salary, conflict or clarification talks

Change & transitions

• Dealing with change: Support with new roles, restructuring or transitions
• Job insecurity: Dealing with insecure jobs and unclear prospects
• Onboarding & a new job: Settling in well in a new organization or role
• Career transitions: Support during times of upheaval, e.g. before retirement or after losing a job

Everyday work, strain & recovery

• Self-management: Tools for a more conscious approach to workload and priorities
• Working hours & recovery: Dealing with long or flexible working hours and switching off after work
• Work-life balance: Strategies for a better balance between work, family and leisure
• Strengthening resources: Building personal and social resources for sustainable performance
• Remote & hybrid work: Structure, boundaries and collaboration in flexible work settings

Process

1. Initial consultation – getting to know each other and clarifying your concern (free of charge for companies)
2. Analysis – depending on your needs: conversation, structured assessment or both
3. Consulting – interpreting the results together and defining concrete next steps
4. Follow-up – optional follow-up conversations to support implementation