Learning and acquiring knowledge about yourself can be done anytime, anywhere these days. Everyone wants to move forward.
You'd like to find out more about your strengths as a person or even about the strengths of your team?
Quintessence can help you via simple, inexpensive tools, but also via more extensive programmes. There is a solution for everyone.
This provides you personally, but also your organisation, with a competitive advantage on the labour market. After all, new talent is scarce. Nowadays, you'd better do anything you can to keep people happily on board. Job satisfaction, by the way, is closely related to the opportunities you get.
Employees who are given the opportunity to further develop their skills and talents seize opportunities. A culture of continuous learning stimulates and gives energy.
Attract and retain: that is what you get with a good training culture.
Quintessence has everything it takes to make people interested and committed. And also to align individual talent and company objectives. All by means of simple tools, discover them below!
HR-tools
For more than 30 years, we have been continuously developing innovative HR solutions. These HR tools have all been scientifically underpinned, extensively tested and validated.
Below are the best HR tools for development.
By the way, did you know that we also customise these HR tools? We innovate and develop tools based on the concrete needs of our customers. Together we look at which method works best for your company.
Scope³© - Who am I? What am I capable of? What do I want?
But also, in what context do I best fit and how can I keep on growing...
Scope³© is an intelligent tool that gives an integrated picture of someone's talents, competences, motivation and personality. Various questionnaires are incorporated into one workable online instrument with automatic reporting.
The tool maps out a lot of valuable information. Based on that information, it provides you with tailor-made development tips. In addition, the report clarifies how you can deploy strengths to further develop other competences.
In other words, participants receive useful tips to further invest in their own talents. . A powerful stimulus to get to work on their own development in a focused way.
Perspective©
This 360-degree feedback instrument offers the possibility of obtaining a broad view of your competencies and talents, a much broader picture than, for example, only the perspective of your manager.
As a participant, you assess yourself, but you also choose the other parties who will assess you. Involving multiple internal and external parties is not only nice, but it also ensures a larger support base. You immediately know how you are perceived by a large number of people, where they see opportunities for growth for you, but also what you are very good at.
In contrast to the classic top-down approach, the evaluation is not purely hierarchical. The entire working environment is involved, which gives a much more realistic picture.
You can have your project coordinators, project managers, external experts, colleagues, customers, etc. fill in the behavioural questionnaires.
Their answers are then combined and compared with each other, as well as with your own self-assessment. The output is a well-organised feedback report that can serve as a solid basis to see where you can and want to grow (further).
HR-programmes and trainings
At Quintessence, we support organisations in the development process of employees, teams and organisations. The development centre is a vital link in this process.
Development Center Traject
Getting people to their full potential in their working environment starts with finding out what they are good at and what drives them: getting to know and understand them, so that we can combine their strengths, stimulate ambitions and eliminate doubts.
Assessing competences and development go hand in hand. That is why development paths at Quintessence usually start with an assessment centre. To move forward, you have to know where you stand.
As a participant, you can show your acquired skills here. An open and honest exchange between participant, assessor and environment results in an in-depth feedback discussion.
During this discussion, the consultant goes deeper into the strength-weakness analysis of the participant, gauges his/her reaction to the results and how he/she assesses his/her own functioning.
By making time and space for the feedback from the assessment centre, the employee can gain insight into the development points and expectations of the organisation, but also vice versa. As an individual, you have the chance to discover, but also to make clear which direction you are heading in. This forms the basis for successful further development.
Individual Coaching
Some managers consider training and coaching as a sign of failure and therefore avoid participating in them. That is a pity. Because shaping your personal development is not a weakness, but a strength.
In individual coaching programmes, we guide individuals from their current situation to a previously agreed desired result.
It is a powerful method to develop the talents, the potential and the pitfalls of employees. The goal is: to function and perform better in the future, but also to work happier, more motivated and with the right energy.
A coaching process consists of a number of contacts between the coach and the coachee, depending on the coaching question. For these interventions, we always provide sessions of about two hours, spread over several weeks or months.
The subjects we coach on can be very diverse and depend on the individual needs. It is an individual growth process.
In guiding a coaching process, we do start from 4 basic principles, which help determine success:
- Self-management: the coachee always takes responsibility for what he does. In this sense, the coach has the role of facilitator during the development process and is the guardian of the coaching process.
- Result orientation: an individual coaching process is aimed at achieving predetermined objectives in relation to the results to be achieved.
- Process evaluation: following the principle of result orientation, the coaching process will be evaluated and adjusted on a regular basis.
- Confidentiality: an open and honest attitude is expected from both parties. This manifests itself in setting boundaries and expectations, providing constructive feedback on the coaching process itself and so on.
Conclusion
Did one of the above tools or solutions catch your attention? Contact us for a free demo or a proper chat. We are also happy to work out a tailor-made programme for you.
When putting together a development project, our consultants always base themselves on your objectives. We fine-tune our approach so that we create maximum added value for people and organisations.