Natural communication

The structure of the Contextual Scale™ makes completing questionnaires simple and stress free. Supervisors, employees and other respondents find giving candid answers as natural as having an informal chat over coffee. The wording is unpretentious, the language understandable and meanings clear. And the process proves that powerful can also be pleasant. Many users remarked that the questionnaire is the nicest and most user-friendly they’ve ever been asked to complete.

A personal development plan… to go

A final section of the report includes the necessary information and guidance to create and save an individual development plan based precisely on results of the competence diagnosis. The plan may be drawn up independently by the participant or it can be created jointly with the supervisor or coach.

Straightforward and understandable

Competence Navigator™ reports are exceptionally easy to read and interpret thanks largely to the clear, graphic presentation of diagnosis findings. Before going into greater detail, the individual report even includes a graphic diagram of collated data that can provide a quick, general sense of the overll tendency in responses relating to the diagnosed person.

The picture from various perspectives

Respondents’ opinions of the competences of the person being diagnosed differ significantly. When reviewing one’s own individual report, a participant in the diagnosis gets a picture of his/her own comptences as seen from four different points of view: that of superiors, of subordinates, of co-workers, and of partners and clients.

The view from without meets the view from within

Each competence presented in the report is presented from the point of view of those working with the diagnosed employee and compared to that employee’s self evaluation. Comparing – or, sometimes contrasting – these two pictures is a vital element in raising self-awareness and developing self-leadership of participants in the process.

Real feedback – no clichés or labels

Competence Navigator™ provides feedback in an inclusive and encouranging way – opening doors, rahter then slamming them closed. An important objective and key feature of the individual reports is to mitigate resistance to change. The reports avoid definitive judgement, labels and potentially harmful stereotyping.

Anonymous comments

Thanks to open-ended questions and the anonimity of respondents, Compentence Navigator™ enables those being evaluated to obtain a great deal of contructive feedback. This feedback is presented in a meaningful context with quoted material directly associated with the scale to which it relates.

List of weaknesses and strenghts

Every individual’s report included a list of his or her strenghts and weakneses, drawn up on the basis of the points made most frequently by people working with that person.

Areas of excellence

Those competences which the people working with the diagnosed person assess as ideal or adequate are pointed out as areas of excellence ( or potencial for excellence).

Critical competence gaps

If a majority of respondent opinions point to specific areas in which the diagnosed person displays inadequate competence, those areas are presented in the report as critical gaps.

Areas of risk

The report also flags those competences that significant numbers of co-workers and associates suggest an employee displays excessively. These areas warrant further attention in terms of both their cost ( spending too much time or resources on relatively unimportant issues) and the possibility that they are a result of inadequacies in other areas.