Development processes are based on several pillars. The model I suggest is often described as 70-20-10. It is believed that best results are obtained if 70% of learning takes place through personal experience, 20% through coaching and mentoring, and only 10% through traditional training. In this way, the efficiency of learning and development is maximized. Adding up to these numbers the amounts of money invested in the development of leaders, as well as the price of misdirected guidance and method of personal development of the people who lead the employees and business activities, we arrive at the following question: how to assess who should be developed and in which areas? The answer to this question may be found in the assessment and support tools.
I use various tools in my work. Some of them are used for the initial assessment of motivation, emotional intelligence, the conduct in conflicts or simply the communication style. Others serve as support to clients to open up more easily, to make a deep appraisal of themselves and their needs and, most importantly – to change a perspective. What is common to all these tools is that I am certified by the relevant consulting institutions for applying and interpreting the tools I use.