The professional competence to act

The professional competence to act

What is competence to act at all? To begin with, the term “competence to act” is composed of two terms: “action” and “competence”. The word “action” can be defined to execute a specific activity in a targeted manner. The word “competence” can be defined as expertise or as a field of responsibility. This means that it encompasses all people’s abilities, knowledge and methods of thinking. For successful human and corporate management, the competence to act is essential for a manager in the 21st century. Century basic condition. What is the subdivision of the competence to act? The competence to act is divided into the 4 following dimension also called key competences, namely into technical competence, which defines, for example, independent accomplishment of tasks / facts, into method competence e.g. the ability to skilfully solve tasks or develop solution strategies in social / emotional competence, which defines all personal abilities / attitudes, e.g. communication skills and finally in personality competence e.g. the ability to be willing to learn. In addition, there are now over fifty professional competencies in scientific literature. We have familiarised ourselves with the scientific model of competence and have developed the following competence formula:

Professional competence + methodological competence + social competence + personality competence = competence to act

Do small interpersonal problems often occur in your team? Then the manager needs the appropriate social and methodological competence in order to rule out any endangerment of the entire team’s success. The problem must first be recorded and can then be solved. Social competence is therefore important when dealing with people. Methodological competence is the key to efficient and effective completion of tasks. A natural authority is given to the leader through personality competence. But how is personnel development implemented in the company? There are various possibilities for this, which can be realised either through regular appraisal and feedback interviews with employees or through participation in in-house training courses or external seminars / further training courses. ALEADON offers seminars and personnel analyses on its website, including the competence analysis, which is based on the scientific competency model according to Professor Theo Hülshoff. The competence analysis developed by ALEADON represents different competencies and identifies competence gaps and presents the competencies as a self-image and an image of others. It is also used to determine the competencies of a team and to identify competence gaps within a team. You can also use our feedback system for personnel development, which offers you the possibility to create your own templates or to use standard online templates in different feedback variants. In addition, there are comment fields in which notes for improvement can be entered. Archiving is digital and data processing is evaluated anonymously. With the feedback system you can choose between 90 degrees, 180 degrees, 270 degrees and 360 degrees. When using the 90 degree feedback, the external image is displayed by the superior. The 180 degree feedback represents the self-image as well as the image of others by the superior person. If the external image is to be represented by several people, use the 270 degree feedback. Finally, you can select the 360 degree feedback, which represents the self-image as well as the image of others by several people. This analysis provides the supervisor with professional feedback during discussions with employees.

Feel free to contact us here if you would like to know more about our services and online products. Take advantage of our experience


People development

An improvement of your personnel work in four steps!

Impeccable personnel work can be implemented in any company if you follow simple steps. First and foremost, every company wants to increase its productivity. Today, productivity starts in the minds of the staff, so it is essential that you find out whether your employees have the necessary knowledge to be able to work productively in the field they are working in.

Determination of the knowledge of the employees

First, get an overview of how you are positioned in relevant areas of knowledge. As an online tool, ALEADON offers you the opportunity to analyze the skills and knowledge of your personnel. In this way you can reveal the potential of your team and use the members of your team according to their preferences.

Positive further development and innovation

Nowadays, technology and knowledge change extremely quickly. You should encourage and motivate your employees in their personal development so that they can close knowledge gaps and exploit the development potential in your team. In this way, your employees will actively contribute their own strengths and ideas. Above all, explore common quality standards and set goals for your team. You can do this with our online tool from ALEADON. This not only promotes the bond between your company and your employees, but also helps to strengthen togetherness and bring forward the best inspirations, independent of hierarchies. The motivation in a team is increased by jointly set goals. This increases the personal responsibility and motivation of your employees.

Strengthen the exchange

In today’s networked economy, lone warriors are more distant from current developments and trends than well-functioning teams. Therefore, consciously promote social skills, cooperation and communication in your company! This process often begins with a targeted revival of corporate culture. The exchange of suggestions and feedback can be part of the normal process in any team and become a matter of course. The ALEADON feedback system can be used digitally and at any location. It enables you to obtain feedback on an employee from different people in a simple and uncomplicated process. By using ALEADON’s feedback system, you receive a detailed protocol of the results, which show strengths and weaknesses and get to know the development potential of the person receiving the feedback. In deviation analysis, you also receive the information that compares the self-image of the feedback recipient with the external image of the feedback provider. The feedback providers also support the development process of their employees with their comments and suggestions for improvement. The ALEADON Feedback system helps you to structure your feedback processes in an orderly and efficient way. This gives you more time for personnel work and other business activities.

Adaptation of your management style!

A change in corporate culture always entails a change in management behaviour. In times of highly specialised work areas, employees have more knowledge of their work processes than their superiors. In such cases, managers need moderating skills and should offer guidance and support, rather than cast iron instructions. The employee survey has proven to be a helpful tool and increases the satisfaction and motivation of your employees to a high degree. The ALEADON survey system helps you to find out with a few clicks how satisfied and motivated your employees are and in which areas your company can improve. The ALEADON survey system is particularly practice-oriented in its application and uses a simple smiley scale to determine the mood and well-being of your staff in your company. In this way you receive important impulses from your employees and also increase the motivation and thus also the performance of your employees in the workplace.

Use the four possibilities described now, that our online ALEADON tools offer you, in order to motivate and strengthen your personnel for the future. We are happy to support you in developing your personnel management successfully and efficiently. Benefit from our knowledge and experience and find out online now. We look forward to hearing from you.


With the 360 degree feedback discussion to sustainably efficient development of personnel!

Many companies already use feedback discussions as an instrument for the successful development of personnel.

Most employee appraisals take place as 90 degree feedback in the form of an appraisal interview by superiors. The recipient of the feedback can gain new impulses and receive direct indications of his or her own strengths and weaknesses, but from a mostly limited assessment perspective.

For this reason, it is advisable to include other groups of people from the working environment in the assessment to be able to assess a person’s abilities and potentials comprehensively. In addition to their superiors, these are often colleagues as well as employees and business partners. This group of people can evaluate and assess the competencies of the feedback recipient from different perspectives.

The result is an external assessment which, together with the self-assessment of the feedback recipient results in the 360 degree feedback. By comparing one’s own self-image with that of others, a comprehensive self-reflection is made possible. Professionally designed, the multi-perspective angle of a 360 degree feedback leads to an objective assessment and can be used for the sustainable development of personnel.

How efficient is 360 degree feedback in practice?

360 degree feedback often leads to discussions among HR managers. While a large number value the holistic approach, the methodology is rejected in practice because of its high additional effort when collecting and evaluating data.

However, those responsible agree on an IT-supported feedback system: An efficient feedback system is characterised by a clearly structured process and, at the same time, offers possibilities for comments to increase performance, as well as to build up competence. In addition, the assessment process should be possible without great technical effort, and feedback must be carried out within minutes.

Our ALEADON feedback system

ALEADON has developed a feedback system to facilitate feedback data collection and data evaluation and to enable a professional feedback system not only for large but also for small and medium-sized enterprises. Each organisation has the opportunity to decide for itself what level of feedback it wishes to receive.

With our online system, you can create the 90 degree (supervisor), 180 degree (supervisor and self-assessment), 270 degree (supervisor and others without self-assessment) or 360 degree (multiple people, supervisor and self-assessment) feedback safely and professionally in your organisation without time-consuming activities such as creating questionnaires, endless appointments and the manual processing of results.

All feedback participants submit their assessments using structured online question categories. Our server guarantees 100% anonymous evaluation of the data. Data protection and data security distinguish ALEADON.

The results of our feedback process show clearly and in detail what strengths a person has and in which areas there is still potential for development. Qualified comments within the assessments provide the person receiving the feedback with valuable recommendations for action, which are carried over into the next feedback period. This ensures a continuous approach by which the actual development of the person receiving feedback can be measured objectively.

Our team of experts will be happy to help you professionalise the development of your personnel. In addition, our personnel analyses such as ALEADON’s competence analysis or ALEADON’s preference analysis are available online. In addition, we offer professional personnel diagnostics, in-house seminars and an ALEADON certification.


Benefit from our experience and save yourself valuable time with our system. We look forward to hearing from you.

Conflicts solving

How you can manage conflicts professionally!

Every experienced manager knows how quickly conflicts arise and how strenuous it can be to continue managing the team after such a situation.

Conflicts are part of our everyday life and occur again and again in different forms and intensities. A conflict always arises when two or more persons pursue different goals and interests, and no agreement can be reached on their implementation. Causes for confrontation can be of different nature. Sometimes it is enough for the team members to have different lifestyles or working habits, for example, or to maintain different decision-making paths. Such behavioural patterns quickly lead to relational conflicts, which in the worst case can even lead to group conflicts within the entire organisation.

Every company depends on the trusting, constructive and efficient cooperation of its employees. Often, one hopes to avoid major conflicts or to solve existing problems by not actively dealing with current confrontation by team leaders or managers of personnel. In many cases, passive waiting and seeing helps to intensify the conflict. The goal should not be to have any conflicts, but to understand them as conflicts of interest, to investigate their causes and to find solutions. Professional managers know that with conflict resolution it is crucial to identify potential conflicts in good time in order to be able to react in a targeted manner.

ALEADON’s preference analysis helps you to identify possible causes of conflict. It was developed on the basis of scientific findings from psychology, sociology and business education and analyses the individual thinking and action preferences of individuals and entire teams.

You can distinguish between four basic preferences, which help you understand why disagreements occur again and again when certain people work together. Here is a small example: While people with a blue preference enjoy analytical tasks in particular and often make rational decisions, people with a strong orange preference prefer a participative and communicative decision-making process within a team. In result-oriented cooperation, such different preferences can easily lead to a conflict. However, this could be avoided if each team member is deployed according to their professional preferences, complementing seemingly contradictory factors in a holistic approach.
The following case study can show you how to avoid conflicts and use synergies for your organisation. People with a strong red preference are known for developing innovative ideas and inspiring others for themselves and their visions. However, they like to leave the detailed development of plans to other team members. This is the strength of people with a strong green preference. They work in a very planned and structured manner and prefer orderly workflows. They are often valued as reliable partners in teams but tend to avoid being the focus of attention.


ALEADON’s preference analysis supports you in successfully assembling your team and clearly shows you the dominant thinking and acting preferences of your employees. Potential conflicts become visible in this way and can be managed effectively. The meaningful results help you to understand the specific procedures and working methods of your team members and to use them complementarily according to their preferences.

Learn from our experience and increase the individual job satisfaction and motivation of your employees lastingly. Start your lasting success and get information on our online products such as ALEADON’s competence analysisALEADON’s survey system or ALEADON’s feedback system with its different evaluation variants. We look forward to hearing from you.

Our potential diagnostic approach will help you with your team performance

How staff potentials can be discovered and team strength determined!

To find the right managers with the right potentials is an existential task of the management of every company. To promote staff through individual development programmes for personnel and, in doing so, to commit them to the company in the long term. Because it is precisely these people, who manage your employees every day and help shape the success story of your company. But who is best suited for your vacancies? And how do you find this out?

ALEADON’s potential diagnostics are famous for their holistic approach and a complex attempt to determine suitability for a particular task. Our method focuses on the individual with his or her skills, preferences and motivations. The advantage of our potential diagnostics is that it focuses on the task profile you have defined, which in turn quickly leads to meaningful results.

Unlike one-dimensional methods such as the assessment centre, where work is performed in an artificially created test environment, the potential diagnostics of ALEADON consist of various practice-oriented method modules. Our methodology is based on the results obtained in ALEADON’s preference analysis and ALEADON’s competence analysis, which describe which way of thinking and behaviour a person prefers and which skills they possess. In addition, our experienced consultants conduct individual expert interviews both with the person whose potential is to be determined and with an exclusive group of people from the working environment. Then the personal goals, motivations and values are analysed and compared with the desired requirement profile.

Just as with competitive sports, it is also of decisive importance to appoint the right people in your organisation for existing and future areas of responsibility correctly. Which football team coach would place a talented midfielder as a goalkeeper and move a talented defender to be a forward?

In order to sustainably increase team success, you must deploy your team in a manner that is orientated towards strength, i.e. according to skills (competencies) and preferences. Without knowledge of the preferences and competencies of individual team members, you cannot use the existing individual potentials. Just think of the old proverb that has so often come true in history: Only those who are good at something and like doing it will be successful.

Our personal goals, motivations and values play a central role in identifying potential. In top-class sport, as in any company, there must be a common basis of values. This helps to develop collective strategies to achieve the defined goals, and at the same time, it forms the basis for individual action.

And what motivation is there in your team?

One of the best-known motivators is money. This is an extrinsic motivator that is usually not a long-term inspiration or means of motivation. Intrinsic factors such as recognition, employee satisfaction and work-life balance are constantly growing in importance.

These different factors must therefore also be taken into account in modern potential diagnostics. ALEADON’s potential diagnostics are a tried and tested procedure that determines individual preferences, competencies, goals, values and motivators holistically. Diagnostics are carried out exclusively by our experienced consultants.

Become a professional coach and lead your team to success! We are happy to assist you with it. Benefit from our experience and expertise. Please feel free to contact us.

Employee survey to increase the satisfaction and culture development

Increase the employee satisfaction and develop corporate culture!


Culture development and the satisfaction of employees is the foundation of a successful company. By working with your products and services on a daily basis, your employees make a decisive contribution to the success of your company. They have valuable knowledge of the strengths and weaknesses of the company and can stimulate effective improvements. However, these positive effects can only be achieved if you also involve your employees in the design of future processes in an appreciative manner. Employee surveys are a simple way of integrating and gathering information from employees.

The ALEADON survey system was developed for simple, fast and cost-effective employee surveys. It is immediately available online and can be emailed to all participants. The system offers you the possibility to measure the working atmosphere in your company with standard questions or individually created templates. When carried out regularly, this allows development trends in the company to be tracked. The survey system can optionally be expanded to include your own individual supplementary questions.  This allows the survey to be adapted to your individual company situation, while the workload for your employees remains low. The questions are answered using an easy-to-understand smiley scale. In addition, there is the possibility to make additional voluntary comments and, in this way, provide you with valuable suggestions or comments.

In order to support an open feedback culture in your company and at the same time to protect the data of your employees, all evaluations of the survey are carried out 100% anonymously. The comments from and evaluations by employees are of essential importance in personnel surveys; it is not primarily important who said or wrote something. This means that neither your HR department nor your IT department can see how individuals have rated the question categories. The data is stored on the secured servers in Germany.

You get the prepared and anonymised result of the ALEADON survey system as a clear evaluation with clear diagrams and percentages. Our data analysis helps you to identify correlations and derive trends. This enables you to quickly measure the mood and satisfaction of your employees and, for example, to react to a negative mood with suitable measures and appropriately orientated communication.

Our online products are also ideal for shaping your corporate and management culture. This appreciation has positive effects on employees when guidelines and goals are communicated and employees are given the opportunity to comment on them. Those who are given the opportunity to actively participate are demonstrably more committed and motivated at their workplace and can identify better with their own company. At the same time, you can check the acceptance of change processes among your employees and thereby accompany change management processes.

Use the potential that the survey system or our other ALEADON online products offer you to measure the satisfaction of your employees at the workplace and carry out targeted personnel development. Using a simple smiley table and without taking much time to evaluate and provide feedback, you will find that the survey has a very positive effect on employees’ identification with the company. Our ALEADON feedback system will contribute to the structured and simple further development of the skills of your employees.

We will gladly help you to assess the satisfaction of your employees and to further develop your personnel management in the company. Benefit from our experience and find out more now online. We look forward to hearing from you.



Our potential diagnostic approach will help you with your team performance

Successful knowledge management in the company

Successful knowledge management means recognising the knowledge base in your company, identifying potential and systematically developing it further. In recent decades, knowledge has developed into one of the central factors of production. Due to globalisation and digitisation, companies in Germany and worldwide are facing increasingly complex requirements.

It is therefore important not only to manage existing data and information in the company, but also to take into account the knowledge of employees. A combination of technical tools such as intranets, wikis or Web 2.0 applications with employee-oriented measures such as incentive systems, participation opportunities and qualification measures is promising.

Due to scarce personnel and time capacities, however, the sensible use of knowledge as a resource is far from a matter of course – especially in small and medium-sized enterprises.

This is why ALEADON offers systems and methods that deal with specific challenges for companies and provides practical solutions to overcome them. With regard to holistic knowledge management, our work focuses not only on the organisational structure and technical aids, but also on people as carriers of knowledge, skills and experience.

With our ALEADON online tools, we give companies and personnel developers the opportunity to analyse the knowledge base and competencies of their organisation and align them with their strategic corporate goals.

Training and competence development of the company’s employees is crucial in order to positively develop the company’s own personnel structure. With our ALEADON competence analysis, you can determine which competencies and which knowledge are already present in individuals or entire teams. The detailed protocol of results illustrates strengths and reveals the area in which there is still development potential.

Successful exchange of knowledge in companies depends to a large extent on the corporate culture in practice. The emergence of innovations is significantly influenced by whether feedback, criticism and new ideas are desired or also expressed. The ALEADON feedback system has been developed to enable regular feedback processes and support an open feedback culture in companies. The system offers you the opportunity to give structured feedback and to promote the exchange of knowledge and the development of competencies through constructive suggestions for improvement. The question categories within the feedback system can be individually adapted to suit the respective company organisation. The results of the feedback system therefore provide you with an ideal basis for personal feedback discussions with individual employees.

Actively involve your employees in knowledge processes! Knowledge and experience are only shared where trust and recognition are part of a common approach. Intrinsic and extrinsic incentive systems are offered in order to involve employees in the further development of entrepreneurial knowledge goals. The ALEADON survey system enables you to capture the mood in the company and to consider the opinions and recommendations of your employees when making business decisions. Employees can therefore be integrated into the implementation of corporate goals and be motivated for them.

The online products from ALEADON help you to pursue structured personnel development and at the same time actively manage the knowledge base and competencies in your company. Combine the advantages of technical systems with your individual organisational structure with our products. In this way, you can optimally support the most important knowledge factor: the people in your company.

We would be happy to help you professionalise your personnel development in the areas of knowledge management and competence development. Benefit from our experience and find out more now. We look forward to hearing from you.



Employee survey to increase the satisfaction and culture development

The most important success factor – is the person him or herself



Why is the success factor so important?

A company’s own employees are the most important capital that a company can have. But why do employees in the company receive no feedback, no praise and no recognition for their work from their managers or corporate leaders? Many of the employees certainly do not know how much their work in the company is valued and above all needed. In addition, not every manager or corporate leader is open to change in their company. Thus committed employees have the feeling that they will not progress in the face of outdated company structures and that this is unlikely to change in the near future. There is frustration and dissatisfaction and the employee feels unnoticed in the company. Good executives excel if they involve the employees more in the company, be it, for example, to ask for ideas / suggestions, to present monthly, quarterly or annual results, etc. They can also, for example, organise a summer party or a Christmas party (possibly including small presents) to bring the appreciation and recognition to the employees. Furthermore, good executives are also characterised by the fact that they improve the work ethic and prefer open communication in dialogue and regularly and promptly exchange constructive criticism, appreciation and praise with their employees. This is important in order to build a bond between the manager and the employee and to strengthen this in the future. They will notice how quickly the motivation of their employees increases and how much more enjoyment the employees have in doing their job well. The employees feel valued and needed in the company. I.e. the better the relationship between them, the more fun the work will be. Take advantage of our ALEADON products to build up professional employee management / HR management. You can choose between the ALEADON personnel analyses, the ALEADON feedback system and the ALEADON survey system, as well as participating in our seminars, which can be done in-house. Inform yourself at and let yourself be inspired. Our online tools help you to improve communication and team spirit in your company, to discover the potential of your employees and to use your employees to their strengths. Use e.g. our feedback system, which is developed and built on the basis of scientific knowledge. Here you can choose between 90, 180, 270 and 360 degrees, as well as create and use your own individual template. The feedback system contains 5 rating categories, including professional competence, methodological competence, personality competence, social skills and a company element. By using the feedback system, the manager can quickly and easily provide his or her employee with structured feedback for a selected period of time. The feedback system evaluates the external and personal image as a graphic and reproduces the assessment as text. If you also wish to see the graphic with details of points, you can also select this. The feedback system also provides you with the basis for a personal discussion, which should then be conducted by the manager and the employee.

Feel free to contact us if you would like to know more about our services and online products. Take advantage of our experience!



Ein Team aus fünf Personen, dass sich gegenseitig in die Hände klatscht.

Employee development



Why is employee development and employee retention so important?

The percentage of vacancies has increased for employers worldwide. The mere competition for talented workers in the German labour market will continue to worsen over the next few years due to the effects of demographic developments and the increase in the shortage of skilled workers. Many companies are already reaching their growth limits today because the supply of qualified specialist personnel is dwindling more and more. The supply of well-trained specialists will decrease noticeably in the coming years. In the next ten years, the number of skilled workers will tend to decline and there will be a lack of more than 5 million workers in Germany. In Japan and Peru, too, finding the right people is more difficult than ever. To counteract this and fill this gap, more and more companies are starting to prepare themselves today for the competition for talented and skilled workers. For in today’s knowledge society, companies’ success is no longer decided by commodity production, but in the minds of employees. It’s the people in a company who create imaginative, creative and innovative solutions for the future. Therefore, it is even more important for companies to increase their own attractiveness as an employer in order to attract motivated and qualified workers and to retain and motivate them in a sustainable and long-term manner. In today’s world, executives are facing the daunting challenge of finding talented junior employees and using them properly. At the same time, a corporate culture must be developed in which the employees can feel good in the long term and identify with the corporate goals. You can achieve this motivation, for example, by promoting the individual potential of your employees and offering development opportunities in the company that can ensure the long-term and successful commitment of the employees in your company. Use our user-friendly and location-independent online tools from ALEADON to find the right staff for your business. With the online tools from ALEADON you will use qualitative and scientifically sound staff analyses to find out which individual competences and preferences individual persons or entire teams have.

The ALEADON preference analysis was developed to determine the individual thinking and acting style of individuals. All people have special interests and inclinations that cause them to perform certain activities with more enthusiasm because they have more fun doing things that suit their inclinations. With our analysis, you will learn which different preferences a person has and how you can thus find staff that match your specific task areas in your company. In order to optimally support talented and motivated junior employees and to fully develop their potential, their own preferences should match the competencies acquired. The ALEADON competence analysis shows you valuable insights into people’s skills and competencies. The competence analysis makes it possible to define strengths and weaknesses and to give important indicators for personal self-reflection based on a comparison of the self-image and the external image. In this way, individual development potential can be identified and used.

If you know the skills and preferences of your employees, you can use this vital tool to put together a strength-oriented team. At the same time you can significantly increase the motivation of the staff. After all, if employees see themselves in the right job, are entrusted with the right tasks and appreciate their own work, this not only increases their identification with the company, but also promotes and intensifies the positive and productive cooperation in their teams. The online products from ALEADON enable you to work through your processes efficiently and to spend more time in direct contact with your employees. Develop a sustainable HR policy at an early stage by promoting the various interests and talents of your staff and at the same time increase your quality standards as an employer. With our online tools from ALEADON, we are happy to help you set up your human resources management to be successful in the competition for talented and motivated employees. Find out now online and benefit from our experience. We are looking forward to you getting in contact.



Team legt Hände aufeinander - German-Leadership Academy

Benefits from the preference analysis!


Why is it that further conflicts arise? What does actually give rise to a particular conflict? Why are there so many communication problems? And when it comes to work, why do some people favour a relation-oriented approach over a task-oriented one? Optimise teamwork and use our preference analysis. You can use a single profile or team profile to uncover the preferences of your team, or of specific individuals. Find more information on Preference Analysis on our website under Personnel Analyses. This analysis, designed as a straightforward and practice-oriented tool, contains only 23 categories or questions, which must be answered in 15 to 30 minutes. In the preference analysis, you can select between single and/or team profile. Single profiles determine and evaluate the preferences of a given individual, providing a graphical representation thereof. Team profiles bring together several individual profiles, and illustrate individual preferences graphically. Create a single or team profile to understand the preferences that people have for certain people. Preferences are categorised as strong, medium, and weak. Moreover, preference dimensions are provided as percentages. Preference dimensions express the relationship or task orientation of particular individuals, as well as their will to assert and will to implement. Let us assume you have created a team profile. The profile brings together the preferences of your entire team, and indicates whether team members are working to their strengths. In a four-employee team, for example, it makes sense to mix all four colours (red = creative, blue = analytical, green = quality conscious, orange = communicative) or preferences. This ensures the future success of your team, as every preference in team performance is included and taken into account. Let us use a relatively simple example. Use index cards to write down tasks of people involved in the team profile, one card per task, and spread them out on a table. You can now assign cards with individual tasks to the respective person who has the appropriate preference to do so. If a person appears markedly “blue” preference-wise, that is, favours a very rational, logical and analytical thinking, then he/she should be assigned tasks with a heavy evaluation and analytical workload. Conversely, if a person shifts towards “orange” preference-wise, that is, very communicative, then he/she should be assigned tasks relating to team collaboration or that require intensive communication with customers. People with a clear “red” preference profile will enjoy developing new ideas, and inspiring other people to reach their goals. As a rule, these people are assertive, show strong convictions, and feel happy to take centre stage. People with a “green” preference prefer structured and orderly daily routines or work processes. They are also quality-conscious and very reliable, but tend to remain in the background, and dislike attracting attention. Once you have distributed all activity tasks according to the four different preferences, you will initially notice that team members willingly take on their tasks, and then, how successful teamwork becomes, while work quality improves, motivation grows, and conflicts are swiftly overcome.


Feel free to contact us here if you would like to know more about our services and online products. Take advantage of our products and ample experience.