Assessment and Diagnostics
See more clearly.
Make more informed decisions.
Shape development more effectively.
5P Assessment & Diagnostics provides a solid foundation for selection, hiring, and development - and opens up new perspectives on people, roles, and potential.
Good assessment start with the right question:
What do want to understand more clearly?
… how people handle the challenges of a role?
How does a person act in a difficult leadership situation, when making a complex decision, navi-gating conflict, or balancing competing interests? What competencies and potential become visible in these situations - and how well do demonstrated behaviors align with future require-ments?
This can be just as relevant when filling leadership and key positions as it is when recruiting ex-ternal candidates or selecting trainees and high-potential employees.
… where a person stands today and what potential is there for growth?
What strengths does a person already demonstrate? What behavioral patterns become appar-ent in challenging situations? What could they do differently or in addition to become even more effective? And who has the potential to continue developing and actively shape the com-pany’s future?
Development Centers serve both to assess an individual’s current standing and to select and de-velop talent for future roles and career paths.
… what sets a person apart and helps shape their behavior?
What personality traits, motivations, preferences, or behavioral styles does a person possess? Which of these support them in their role—and which can become a challenge in certain situa-tions?
Diagnostic tools open up additional perspectives—both in selection processes and in individual development, such as within the framework of development programs or coaching sessions. They help to better understand personality, motivations, and behavioral preferences and to con-textualize them in relation to a role or individual development goals.
… how is leadership actually experienced in the workplace?
How do employees, colleagues, managers, and other stakeholders perceive a person’s leader-ship behavior? Where do self-perception and others’ perceptions align, where do they differ—and what can be learned from this?
360° feedback reveals different perspectives on leadership and its impact. It helps individuals re-flect on their strengths and areas for development, better understand their own impact, and work specifically on their personal leadership development—either individually or as part of leadership and development programs.
Sometimes you need the full picture: What emerges when different perspectives come together?
We examine diagnostic questions from different perspectives:
What do a person’s actions reveal? What shapes this behavior? And how do others ex-perience it? What impact does the person actually have?
Assessment & Diagnostics opens up different perspectives on people and their behavior. De-pending on the question at hand, these perspectives can be considered individually or specifi-cally combined.
AC/DC makes behavior visible in specific situations. Diagnostic tools help us better under-stand the underlying patterns, preferences, and motives. 360° feedback complements this by providing insight into how behavior and its impact are experienced in the actual work environ-ment.
When combined, these elements create a more nuanced picture: What does the behavior reveal? What shapes it? How does it affect others? It’s not the sheer volume of diagnostics that yields the best insights. What matters is selecting and combining the perspectives that truly help address the specific question at hand.
Diagnostics drives change: What emerges when we’re actually “just” conducting diagnostics? What emerges when the focus is actually “just” on diagnostics?
Those who examine their own behavior, motives, and impact engage in reflection and learning. Even those who observe, provide feedback, or discuss results simultaneously sharpen their per-spective on leadership within their own organization: What are we experiencing today? What do we mean by good leadership? And what will we need in the future?
Diagnostics doesn’t just provide insights—it is always a form of development in and of itself. It’s a highly effective and intensive development format, as many of our participants tell us.
For us, feedback and reflection are integral to good diagnostics. A development center can be-come an intensive learning environment, 360° feedback can open up new perspectives on one’s own leadership, and a diagnostic profile can reveal new insights and options for action. An as-sessment center, too—regardless of any selection decision—can provide valuable impetus for development.
Wherever appropriate, these insights are directly integrated into coaching, development goals, leadership or talent programs, career decisions, or professional growth in day-to-day work.
For us, effective diagnostics therefore begin well before the actual process. Together with you, we design the process in a way that enables people to be themselves, reflect openly, and receive honest feedback. In this way, we create the conditions necessary to bring to the surface and dis-cuss what is relevant to your specific needs.
From the Individual to the Organization: What do individual results reveal about the organization as a whole?
People do not operate in isolation from their environment. That is why we consider diagnostic findings in the context of the individual, their role, the organization’s requirements, and the challenges that lie ahead. Diagnostics can thus reveal more than just individual strengths and ar-eas for development. When findings are considered across multiple individuals—while maintain-ing confidentiality and data protection—common patterns, existing potential, and future devel-opment needs can become apparent.
Where are we already well-positioned today? What competencies and potential do we have? Which capabilities do we need to strengthen in light of our strategy and future challenges? Which talent do we want to develop deliberately? And which skills do we need to build for fu-ture key roles?
What conditions does the organization need to create so that people can make effective use of their capabilities and continue to develop them? Together, we translate diagnostic insights into concrete action points for leadership development, talent management, succession planning, learning & development, and organizational development, thereby connecting individual de-velopment with the organization’s future needs.
