The Heads! Management Audit shows companies how well prepared they are for the future. Our highly precise leadership competence model provides a detailed picture of the company’s resources and any development needs. It takes a holistic view of intellectual, professional and social competences and relates them to the company’s goals. That means companies can see at a glance how to use their employees’ potential and skills to the best effect, where they need to make personnel adjustments, and which gaps in key positions to fill. It is a farsighted approach that benefits everyone.
The 5 phases of the Heads! Management Audit
Our Heads! Management Audit is tried-and-tested and scientifically validated to ensure efficient implementation and an effective knowledge transfer. The client, the supervisor and the participants in the audit are all closely involved, and the time invested is small compared to the reliability of the forecast.
1Strategy
Incorporating the company’s strategic objectives in terms of potential and competence in the leadership group
2Status
Analysing leadership competence (intellectual / professional / social) in defined key positions with the help of two evaluation tools
3Diagnosis
Revealing the discrepancy between strategic requirements and status by means of a SWOT analysis. Documenting the results in the portfolio model, individually and for the group
4Intervention
Drawing up and implementing company-specific measures to capture potential (coaching / mentoring / new tasks / filling key positions)
5Knowledge transfer
Success by accompanying and enhancing the process
Twice as effective: Two evaluation tools give a clear, comprehensive picture
Unlike standard executive assessment procedures, the Heads! Management Audit takes a strategically sophisticated dual approach:
1. Jobfidence® potential analysis
Jobfidence® potential analysis examines six key performance prerequisites for success in leadership and management positions objectively, validly and reliably. The metrological performance criteria are in the top range.
2. Competence-based in-depth interview
This unique combination of methods offers maximum objectivity, guarantees informed personnel decisions, provides valuable suggestions for individually coordinated development measures and is highly accepted by participants.
