Which employees have the greatest potential? Find talented candidates for your key positions and determine their specific development needs! This is how a company retains the best of the best. We support you with this.
Motivating staff
Give a clear signal that performance is rewarded by promoting able colleagues, and show your employees that they have realistic opportunities to climb the company ladder and further their development. The effect will be seen throughout the company.
Retaining talent
Good employees want to better themselves. Give them the opportunity to do so, or someone else will! Talent Management offers you the chance of expanding skill sets in a way that will benefit your company.
Fill positions seamlessly
Vacancies in key positions can be avoided. Develop potential successors. Internal candidates already know the company and its culture, and are available immediately to fill key positions.
People make companies successful.
That is why we focus on the individuality of every single employee. How?
Assessment Center
In the Assessment Center, we place candidates for the talent management program into actual work and leadership situations, and watch how they react. This is because we know from psychological research how behavior reflects ability. The results enable us to make a solid recommendation of who is suitable for inclusion in the talent management program or for promotion.
Potential analysis
A potential analysis provides an in-depth insight into a participant’s personality, which is crucial to their success. It identifies an individual’s skills, such as their ability to maintain self-control, and a person’s conscious or subconscious motivations. The process makes it clear whether an employee has the aptitude and motivation for his position in the long term, and what development potential he possesses. We employ specific analyses for each area of work. They range from agile work or agile leadership, classic leadership and sales, to services, office work, and specific fields.
360° feedback
In 360° feedback, we ask employees, colleagues, supervisors, and customers for honest feedback on how staff or managers behave in their work environment, for in the end, these are the people who the candidate will have to prove himself to.
External and Self-Assessment
In a one-to-one interview, we focus entirely on the critical skills needed for a key position. How does the employee see himself? How does his manager see him? Discrepancies and similarities between the self-image and external image highlight strengths and areas for development.
Development phase
During the development phase, your talented employee learns new, relevant skills, and practices them until they become routine (see also: "Training"). The units are expanded to include fireside evenings, mentoring, peer coaching, and prepared job shadowing.
Integration
The talent development phase is completed and a participant switched to his new role, first-time management for example. Even in this phase, we are on hand to provide support. We support your high potential candidates so that the transition into their new role is as smooth as possible. We develop their skills with the help of our onboarding coaching, personal development plans, and leadership recommendations.
Alongside the professional qualifications and many years of career experience held by our consultants in leadership, sales, and consulting positions, all PAWLIK consultants possess sound knowledge for the application of a Prof. Julius Kuhl potential analysis. We are one of the few consultancies in Germany that are entitled to apply this potential analysis.
“In the not too distant future, searching for suitable staff will occupy more of our time than searching for new customers. What could be more convenient than developing someone from your company’s own ranks?”
For us, “making it happen” means helping you turn your company goals into results. We transform organizations into coherent systems and develop the personal potential of employees. We use the latest scientific research results as a basis for this.
Each year, we invest five percent of our revenue to learn about learning. We are happy for our clients, partners, and other interested persons to share in our findings.
We would therefore like to ask for your consent to us contacting you with up-to-date information about our services and specialties.