A diagnosis, whether individual or collective, is within our understanding of a consultancy work a necessary and essential stage for a project to succeed. It always precedes a consultancy project or training. A correctly diagnosed need or another issue in an organisation’s operation forms a basis for implementation of specific solutions. For instance, a correctly defined goal of a training (getting to know the expectations and trainees and the organisation itself) guarantees quality and success of an entire project.


  • To what extent does a candidate for a job meet the company’s expectations?
  • What competence level is represented by an employee / team?
  • How are the company’s customers handled? To what extent are the company’s standards satisfied in that area?
  • How do manager(s) manage their subordinates?
  • What is the reason behind a decrease in the efficiency of the team?
  • Why does one of the company’s branches regularly achieve significantly better results than the others?
  • What is the origin of disruptions in the communication inside the company / between its branches?


3600 SURVEY. This is one of the most objective individual assessment tools. Competencies of a given person are assessed by different respondents from an organisation (and from outside the organisation). All interviewees are asked the same, pre-defined questions. The survey is each time developed with a view to a given project. The Customer’s expectations and conditions of an organisation affect the following parameters:

  • Number of respondents – survey participants; they usually include: direct superior/superiors, collaborators at the same management level, direct subordinates, contracting parties from third-party companies cooperating with the person analysed on the on-going basis;
  • Question types – depending on which specific competencies and cooperation aspects are to be surveyed.

The survey is concluded by a summary report (along with recommendations concerning further development of the person appraised). The results are discussed with the person appraised during a feedback meeting.

COMPETENCE INTERVIEW.  The purpose  of the competence interview  is to  determine the level of certain competencies defined earlier with the Customer. Each interview is carefully prepared; the questions to be asked and their order of precedence are well-thought out with a view to the Customer’s expectations.

ON-THE-JOB OBSERVATION. This is one of the best diagnostic tools – it enables to observe a given person (e.g. a manager, coach, customer service employee, sales representative, assistant, etc.) during his/her work and later provide him/her with a feedback concerning the method of operation (mirror effect). This is a very effective method that may be used, among others, when preparing a training programme (in such case, authentic, on-going problems and areas to be developed are addressed during training), within an individual coaching (such observation is concluded with a feedback session during which the Customer analyses his/her behaviours, their reasons and effects).

ASSESSMENT AND DEVELOPMENT CENTRES (AC/DC). The most efficient  and reliable method  of diagnosing competencies. Its accuracy results from the application of a number of different diagnostic methods, including:

  • In-basket / fact-finding exercise
  • Group discussion with roles assigned
  • Group discussion without roles assigned
  • Individual presentation
  • Written exercises
  • Role-play (with one or more interlocutors)
  • Competence interview
  • Insights Discovery analysis
  • Other exercises prepared with a view to a specific need identified by the Customer.

During the survey, a set of competencies is assessed. The basis for the assessment and scoring is formed by sets of behaviours characteristic of individual levels of each competence, which are defined earlier jointly with the Customer. In consequence of an AC/DC project, individual reports are drawn up for each person being appraised (within the DC project, reports also contain recommendations on further development). During the project participants are observed and analysed by several people (assessors), which increases the accuracy of the assessment. An individual feedback conversation is held with each participant.

PERSONALITY PROFILE DIAGNOSIS BY THE INSIGHTS DISCOVERY METHOD.  It   provides those analysed (individually or collectively) with comprehensive information about how they preferably behave in the situation of conscious relations with other people. Due to the Insights Discovery method, the person analysed may learn which colour energies he/she usually uses, i.e. to what extent:

  • he/she is resolute and oriented at a quick goal attainment, likes challenges and rivalry; in stressful situations, he/she may become apodictic and intolerant; he/she is motivated by quick, specific effects; he/she does not like failures, loss of control of a situation, lengthy meetings and discussions; HE/SHE KNOWS WHAT HAS TO BE DONE
  • he/she is careful when making decisions and oriented at accuracy and analysis; he/she is likely to gather knowledge; perfect preparation is important to him/her; in stressful situations, he/she may become suspicious and undecided; he/she is motivated by high standards and development opportunities; he/she is demotivated by chaos and low quality, HE/SHE KNOWS HOW TO DO IT
  • he/she focuses on creation of warm, comfortable relations and supports others; in stressful situations, he/she may become stubborn and self-contained; he/she is motivated by the feeling of safety and trust, the possibility to help other people; he/she is demotivated by abrupt and quick changes, infringement of the system of values, aggression; HE/SHE WILL TAKE CARE OF RELATIONS AND DO IT
  • he/she is spontaneous, his/her cheerful and optimistic temperament has a positive impact on others; in stressful situations, he/she may become exaggerated and indiscrete; he/she is motivated by working with people; he/she likes to shine and be appreciated at a forum; he/she is demotivated by rejection and isolation; HE/SHE WILL MAKE SURE TO HAVE A GOOD TIME.

Each participant receives his/her individual report, containing a detailed diagnosis and recommendations concerning the following areas:

  • individual style of operation;
  • contacts with other people;
  • method of making decisions;
  • strengths and weaknesses, if any;
  • values contributed to a team;
  • efficient communication;
  • barriers to the efficient communication;
  • less conscious image aspects;
  • communication with an antagonistic type;
  • recommendations on further development.

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