Individual Assessments
Management and Project Leadership Positions
Senior Corporate Management Positions
The mpw Leadership Assessment is designed to eva­
luate a candidate’s potential for positions where impor­
tant management decisions are made and the ability to
think in terms of significant interconnections is required.
An mpw consultant conducts the assessment. Discussions
and some individual evaluations require the involve­ment of other experts. In addition to a comprehensive
personal interview, at least two case-relevant behav­
iour-oriented simulations are carried out and evaluated
on the basis of clearly-defined criteria. Depending on
the requirements profile, these simulations may include
a demanding management, coaching, persuasion
or client discussion. Another set of exercises assesses
the candidate’s analytical, problem-solving and
decision-making skills. Preference and personality tests
complete the assessment, ensuring a comprehensive
and differentiated evaluation. Duration: approximately
7 to 8 hours.
An mpw Executive Assessment is designed to evaluate
the candidate’s potential for senior executive and CEO
positions. It is an extension of the Management Assess­
ment and is conducted throughout by two mpw con­
sultants. As compared to the Management Assessment,
the Executive Assessment makes higher demands on the
assessed person. It places particular emphasis on the
ability to be corporate-minded, and to think and act
strategically. In addition to a challenging interview, vari­
ous discussions geared to testing specific requisites
are carried out (for example a demanding management
discussion and a client discussion, as well as a discussion with a subordinate). The content of the presenta­
tion is based on a simulated real-life situation as de­
termined by the client company. Function-specific case
studies provide information on the behaviour of the
assessed person in complex business situations. Duration:
10 to 12 hours.
Management Positions with Strategic Orientation
Specialist and Junior Management Positions
The mpw Management Assessment is used to determine
the suitability of candidates for a demanding, indirect
management position. It is conducted by two mpw con­
sultants who have joint responsibility for the report.
Other experts are brought in to evaluate performance in
individual exercises. We conduct at least three jobrelated, demanding simulations (management and other
discussions). Presentations and case studies demon­
strate the candidate’s ability to deal with a problem with­
in a short period of time and to give a credible presenta­
tion to an audience. In addition to evaluating leadership,
management and social skills, the assessment focuses
also on strategic skills. Duration: approximately 9 hours.
The mpw Short Assessment is designed to evaluate the
potential for qualified staff, specialist functions and jun­
ior management functions. In addition to an interview,
proven assessment tools are used to evaluate personal­
ity, aptitude, performance and intelligence. Role play
exercises allow the examiners to assess behaviour in
practical everyday situations. The Short Assessment is
conducted by an mpw consultant, other experts take
part in the discussions and certain evaluations. Duration:
­approximately 5 to 6 hours.
Benefits
The Individual Assessment provides an important basis on
which to evaluate a candidate’s potential objectively
and reliably. The strengths and weaknesses profile, and
the recommendations which are formulated, allow
the client to make a solidly based decision and to ­offer
targeted support to the assessed person. Concrete
­professional development goals and supportive ­measures
are suggested. For the assessed person it provides a
­valuable and objective independent evaluation and iden­
tifies his / her current position. Candidates receive de­
tailed feedback, both orally and in writing.
The client may take part in the assessment as an observ­
er. This provides an opportunity to view the candidate in
demanding situations and to better understand results.
Areas of Application
Our Individual Assessments are reliable and are useful
evaluation and support tools. They are conducted by
experienced consultants and apply to the following areas:
ÒÒ Assessment of suitability for new appointments or for
a new position with the same company
ÒÒ Assessment of potential and current status assessment
for career planning
ÒÒ Evaluation of potential and re-orientation support as
regards outplacement
ÒÒ Team and management audits
Individual Assessments as well as single exercises / discus­
sions can be carried out in the following languages:
English, German, French, Italian.
Methods and Tools
Our Assessments comply with the quality standards of
Swiss Assessment and the Swiss Association for Quality
and Management Systems SQS. These state that the
different procedures be carried out, observed and evalu­
ated by several assessors. The condition is that each
aspect to be assessed is evaluated repeatedly in various
exercises.
In our assessments we use tools from the following three
areas:
ÒÒ Personality and aptitude
(e. g. interview, questionnaire)
ÒÒ Work and performance (e. g. analytical procedure,
computer simulation, case study)
ÒÒ Interactive behaviour (e. g. discussion exercises,
presentation, interview)
mpw Beratungsteam AG
Limmatquai 76, Postfach
8022 Zürich
+41 43 268 11 11
[email protected]
www.mpw.ch
The procedures are put together on the basis of the
issue at hand and the type of individual assessment
required. This allows us to offer our clients custom-made
assessments which are tailored to their needs.
Results
The detailed report provides a statement based on the
requirements and questions defined by the client.
It is structured on the basis of the following criteria:
ÒÒ Management summary comprising recommendations
ÒÒ Personality and communication skills
ÒÒ Team skills and conflict-resolution skills
ÒÒ Problem-solving skills and goal-orientation
ÒÒ Management skills and entrepreneurial abilities
ÒÒ Strengths and weaknesses
ÒÒ Professional development goals and support
measures
Upon request, the report can be drafted according to
criteria specified by the client. This ensures suitable
­comparability with the client’s internal assessment and
evaluation tools. Unless otherwise agreed, the client
and the candidate each receive a copy of the report at
the same time. We talk to the clients in person or
by telephone to clarify any queries, discuss measures
and offer support in the decision-making process.
The a
­ ssessed person is entitled to a detailed feedback
­session.
Scheduling
As a rule, individual assessments can be carried out within
ten days of being commissioned. The report is normally
available within one week. In urgent situations, a verbal
report can be given on the day following the assessment.
Contact
For further information please do not hesitate
to contact: Business Support, [email protected]
+41 43 268 11 11
Individual Assessments
Management and Project Leadership Positions
CHF 5 700.–
Senior Corporate Management Positions
From CHF 10 000.–
The mpw Leadership Assessment is designed to eva­
luate a candidate’s potential for positions where impor­
tant management decisions are made and the ability to
think in terms of significant interconnections is required.
An mpw consultant conducts the assessment. Discussions
and some individual evaluations require the involvement of other experts. In addition to a comprehensive
personal interview, at least two case-relevant behav­
iour-oriented simulations are carried out and evaluated
on the basis of clearly-defined criteria. Depending on
the requirements profile, these simulations may include
a demanding management, coaching, persuasion or
client discussion. Another set of exercises assesses the
candidate’s analytical, problem-solving and decisionmaking skills. Preference and personality tests complete
the assessment, ensuring a comprehensive and differentiated evaluation. Duration: approximately 7 to 8 hours.
An mpw Executive Assessment is designed to evaluate
the candidate’s potential for senior executive and CEO
positions. It is an extension of the Management Assess­
ment and is conducted throughout by two mpw con­
sultants. As compared to the Management Assessment,
the Executive Assessment makes higher demands on
the assessed person. It places particular emphasis on the
ability to be corporate-minded, and to think and act stra­
tegically. In addition to a challenging interview, various
discussions geared to testing specific requisites are carried
out (for example a demanding management discussion
and a client discussion, as well as a discussion with a
subordinate). The content of the presentation is based
on a simulated real-life situation as determined by the
client company. Function-specific case studies provide
information on the behaviour of the assessed person in
complex business situations. Duration: 10 to 12 hours.
Management Positions with Strategic Orientation
CHF 8 200.–
Specialist and Junior Management Positions
CHF 4 700.–
The mpw Management Assessment is used to deter­
mine the suitability of candidates for a demanding, indi­
rect management position. It is conducted by two mpw
consultants who have joint responsibility for the report.
Other experts are brought in to evaluate performance
in individual exercises. We conduct at least three job­
related, demanding simulations (management and other
discussions). Presentations and case studies demonstrate
the candidate’s ability to deal with a problem within a
short period of time and to give a credible presentation
to an audience. In addition to evaluating leadership,
mana­gement and social skills, the assessment focuses also
on strategic skills. Duration: approximately 9 hours.
The mpw Short Assessment is designed to evaluate the
potential for qualified staff, specialist functions and jun­
ior management functions. In addition to an interview,
proven assessment tools are used to evaluate personality, aptitude, performance and intelligence. Roleplay
exercises allow the examiners to assess behaviour in
practical everyday situations. The Short Assessment is
conducted by an mpw consultant, other experts take
part in the discussions and certain evaluations. Dura­tion:
approximately 5 to 6 hours.
Benefits
The Individual Assessment provides an important basis on
which to evaluate a candidate’s potential objectively
and reliably. The strengths and weaknesses profile, and
the recommendations which are formulated, allow
the client to make a solidly based decision and to ­offer
targeted support to the assessed person. Concrete
­professional development goals and supportive ­measures
are suggested. For the assessed person it provides a
­valuable and objective independent evaluation and iden­
tifies his / her current position. Candidates receive de­
tailed feedback, both orally and in writing.
The client may take part in the assessment as an observ­
er. This provides an opportunity to view the candidate in
demanding situations and to better understand results.
Areas of Application
Our Individual Assessments are reliable and are useful
evaluation and support tools. They are conducted by
experienced consultants and apply to the following areas:
ÒÒ Assessment of suitability for new appointments or for
a new position with the same company
ÒÒ Assessment of potential and current status assessment
for career planning
ÒÒ Evaluation of potential and re-orientation support as
regards outplacement
ÒÒ Team and management audits
Individual Assessments as well as single exercises / discus­
sions can be carried out in the following languages:
English, German, French, Italian.
Methods and Tools
Our Assessments comply with the quality standards of
Swiss Assessment and the Swiss Association for Quality
and Management Systems SQS. These state that the
different procedures be carried out, observed and evalu­
ated by several assessors. The condition is that each
aspect to be assessed is evaluated repeatedly in various
exercises.
In our assessments we use tools from the following
three areas:
ÒÒ Personality and aptitude
(e. g. interview, questionnaire)
ÒÒ Work and performance (e. g. analytical procedure,
computer simulation, case study)
ÒÒ Interactive behaviour (e. g. discussion exercises,
presentation, interview)
mpw Beratungsteam AG
Limmatquai 76, Postfach
8022 Zürich
+41 43 268 11 11
[email protected]
www.mpw.ch
The procedures are put together on the basis of the
issue at hand and the type of individual assessment
required. This allows us to offer our clients custom-made
assessments which are tailored to their needs.
Results
The detailed report provides a statement based on the
requirements and questions defined by the client.
It is structured on the basis of the following criteria:
ÒÒ Management summary comprising recommendations
ÒÒ Personality and communication skills
ÒÒ Team skills and conflict-resolution skills
ÒÒ Problem-solving skills and goal-orientation
ÒÒ Management skills and entrepreneurial abilities
ÒÒ Strengths and weaknesses
ÒÒ Professional development goals and support
measures
Upon request, the report can be drafted according to
criteria specified by the client. This ensures suitable
­comparability with the client’s internal assessment and
evaluation tools. Unless otherwise agreed, the client
and the candidate each receive a copy of the report at
the same time. We talk to the clients in person or
by telephone to clarify any queries, discuss measures
and offer support in the decision-making process.
The a
­ ssessed person is entitled to a detailed feedback
­session.
Scheduling
As a rule, individual assessments can be carried out within
ten days of being commissioned. The report is normally
available within one week. In urgent situations, a verbal
report can be given on the day following the assessment.
Contact
For further information please do not hesitate
to contact: Business Support, [email protected]
+41 43 268 11 11
Assessment and
Development Centers
In an Assessment or Development Center several participants are observed and evaluated at the same time.
The results of this evaluation may either be used to choose
the most suitable candidate for a specific position
or serve as the basis for the participants‘ individual
­development.
The Assessment Center (AC) and the Development Center
(DC) are customised instruments for selection and
­support purposes. With these tools, the behaviour of
several participants can be described and assessed
by members of management according to a previously
established set of requirements.
In Assessment and Development Centers, practice-ori­
ented group exercises, discussions and various tasks
are performed together with trained observers from
the client-­company and mpw consultants. The results of these procedures are used primarily to demon­
strate social and leadership competences, as well
as performance.
Assessment Center
An Assessment Center is used to evaluate the partici­
pants‘ abilities and potential. It is often used as part of a
selection process in view of accessing a higher hierar­
chical level. The participants work on a number of tasks
both independently and in groups. Several assessors
are involved, providing structure, while observing and
evaluating the participants on the basis of clearly
defined competences.
The results of the Assessment Center are set out in a
written report. This is followed by feedback discussions
with the participants in order to explain how the
conclusions stated in the report were drawn. A devel­
opment plan based on the AC could usefully be
drawn up.
Development Center
Development Centers usually consist of events organised
outside the normal work environment. The participants
practice their skills in communication, leadership and
problem-solving in down-to-earth, practice-oriented and
challenging situations. Their behaviour is observed on
the basis of proven methods, and they are provided
­continuous feedback pertaining to clearly defined
competences. The DC takes place in a constructive and
supportive environment which promotes the learning
process and allows the participants to adapt to new be­
havioural methods.
The goal of a Development Center is to attain the highest
possible correspondence between the potential of
the employee and the requirements of the company
so that the company’s management may make the
best use of its abilities to meet corporate objectives.
A development plan may be set up on the basis of
the results of the DC.
Benefits
Efficient cooperation and effective leadership are desired
in any organisation. While facts and figures are reflected in statistics and balance sheets, managers rarely
receive feedback on their social behaviour. This lack
of guidelines is perceived by many as a shortcoming.
A DC or an AC carried out in a professional context
is the solution for accommodating this shortfall.
Involvement on the Part of Management
Whenever feasible we do our best to involve the super­
visor of the Assessment or Development Center par­
ticipants. Our experience in this field has shown that
involvement on the part of the participant’s superior
brings clear advantages: instead of forming their impres­
sion by simply referring to a factual report, bosses
have the opportunity to experience first-hand how their
subordinates deal with the various tasks as compared
with the other participants.
Such eyewitness experience is often more meaningful
than the most comprehensive expert report. The ten­
dency on the part of a manager to assess his or her own
employee too positively can be easily overcome by a
competent facilitator.
Methods and Tools
The exercises in our Assessment and Development
Centers are designed to reflect as realistically as possible
everyday management situations in the business
world. The tasks we set are representative; they are
examples of practice-oriented problems that mirror
typical leadership and management issues.
These are the exercises which we normally use in our
Assessment and Development Centers :
ÒÒ Group discussions
ÒÒ Pair discussions (primarily concerning leadership,
negotiation or sales)
ÒÒ Presentations
ÒÒ Computer simulations (linked systems)
ÒÒ Personality and Performance tests
The exercises are partly interconnected, making it there­
fore possible to observe how the participants make
use of the information and feedback gathered from pre­
vious tasks.
The feedback discussions with the participants form an
important element of every Assessment or Development
Center. This particular aspect is highly valued at mpw as
we want to make sure that each participant understands
the rationale behind the statements contained in the
report. For the purpose of the learning process, it is cru­
cial that one understands the actual effects and reper­
cussions of one’s behaviour.
Duration
Assessment / Development Centers are carried out normally
over two or sometimes three days. mpw can draw on
a variety of long-standing tried and tested programmes.
Our services range from the development of the AC
to its organisation and performance, including its inte­
gration into the company’s management development system.
Contact
For further information please do not hesitate
to contact:
Viviane Brühlmann
[email protected]
+41 43 268 11 30
Beatrix Johannesson
[email protected]
+41 43 268 11 32
Dorriet Müller Meyer
[email protected]
+41 43 268 11 35
Dr. Werner Murer
[email protected]
+41 43 268 11 25
Dr. Katrin Roduner
[email protected]
+41 43 268 11 36
Patrick Vonwil
[email protected]
+41 43 268 11 28
Business Support
[email protected]
+41 43 268 11 11
mpw Beratungsteam AG
Limmatquai 76, Postfach
8022 Zürich
+41 43 268 11 11
[email protected]
www.mpw.ch
Career Consultancy
Career Consultancy Check
A Career Consultancy Check is a compact and time-limited
assessment of one’s current status. In the course of the
initial meeting, we clarify your questions and concerns
with regard to your professional situation and analyse
your past history. Following that process, you take a set
of tests which are designed to determine your profes­
sional interests and preferences. The results of this pro­
cedure are then discussed with you during a compre­
hensive orientation meeting. We provide support in the
selection of a professional course and answer remaining
questions about further steps.
Budget for 2 consultancy meetings:
approx. CHF 1 000.– / 1 500.– (VAT excl.);
the cost being based on actual time spent.
Career Consultancy – Standard
An in-depth career consultancy provides a clear orienta­
tion path. It serves as a signpost and sets the direction
for your professional future. A Standard Career Consultancy is particularly suitable when you are no longer
certain of how your career should develop or when you
feel the need to develop clear prospects for your fu­
ture. Your desire is to implement changes, but you don’t
know how or where to begin. This consultancy is a
comprehensive clarification process during which, to­
gether with you, we analyse your situation in-depth.
This process develops over several steps ( 3–5 consultancy
meetings) and takes place at 2–4 week intervals.
After an initial assessment of your current status, we
identify your abilities and interests and define your
strengths and weaknesses. After that we turn to your
future prospects and your opportunities in the market:
What options are there for you? Where is your
energy focussed? Where do the obstacles lie? Subse­
quently we offer you tools to help you make a
decision, as well as plan and implement further steps.
Budget for 3 consultancy meetings:
approx. CHF 1 500.– / 2 000.– ( VAT excl.),
for 5 consultancy meetings:
approx. CHF 2 500.– / 3 000.– ( VAT excl.);
the cost being based on actual time spent.
Career Consultancy – Plus
A comprehensive evaluation of your career potential
helps you assess your talents and possibilities. The start­
ing point is your professional situation which is defined
in detail in the course of the initial consultancy meet­
ing and is evaluated through a number of tests. We use
exercises and tests applied to the areas of personality,
preferences, on-the-job and decision-making behaviour,
as well as leadership or other subjects as required. The
tests are taken in our offices where you can immediately
benefit from initial feedback regarding your strengths
and weaknesses. A written report is then prepared with
comprehensive information on your competences,
interests and inclinations as well as clear recommenda­
tions for your professional development. From this
analysis we work out, together with you, a perspective
on your future career, determining goals and supporting you with their implementation, if needed.
Budget with oral feedback:
approx. CHF 3 000.– / 3 500.– ( VAT excl.),
with written report:
approx. CHF 4 000.– / 4 500.– ( VAT excl.);
the cost being based on actual time spent.
Career Consultancy followed by Coaching
Career Consultancy answers the initial questions you
may have. However, the issues you had first considered
may evolve during the process. Should you wish to
obtain support in the form of coaching, we will set new
goals together, clarify expectations and roles and agree
on your next steps.
Benefits
Career Consultancy provides a solid basis for your job
orientation. It helps you see clearly where you stand in
your job and in which direction you might wish to pursue
your professional development. You gain practical
clues, identify possibilities and formulate clear goals.
Areas of Application
Our career consultancy is designed for individuals who
wish to critically examine the various issues related to
their professional future.
Methods and Tools
The main focus of Career Consultancy is the discussion.
We put particular emphasis on a careful exchange,
as a candid dialogue often leads to valuable approaches for change. For an evaluation of potential,
various testing instruments are used, including exercises
and tests on personality, preferences, on-the-job
and decision-making behaviour, as well as leadership
and other subjects as required.
Procedure
Your issues and goals are discussed on the phone or
during an initial meeting. At the same time you get to
know our consultant before making a decision on the
procedure. The most suitable consultancy type for your
needs and the further procedure are agreed upon at a
later point.
mpw Beratungsteam AG
Limmatquai 76, Postfach
8022 Zürich
+41 43 268 11 11
[email protected]
www.mpw.ch
Contact
For further information please do not hesitate
to contact:
Dorriet Müller Meyer
[email protected]
+41 43 268 11 35
Dr. Werner Murer
[email protected]
+41 43 268 11 25
Patrick Vonwil
[email protected]
+41 43 268 11 28
Business Support
[email protected]
+41 43 268 11 11
Team Development
Well-working teams are an essential prerequisite for top
performance. Good teams that work well together are
also the foundation for motivated and satisfied staff.
Effective teamwork is an advantage to all concerned,
both inside and outside the company, including clients.
In addition to raising their social competences, team
members put new problem-solving and decision-making
competences to use and improve communication
within the team. This allows the group to better focus
on their collective tasks and to react more creatively
and flexibly to changing conditions.
We provide the following team development programmes:
ÒÒ Standard Team Development (1 day ): We process the
concrete issues you submit to us in view of optimising work processes and cooperation within the team,
and devise practical measures to be implemented.
ÒÒ Team Development Plus (2 days): The team investi­
gates its own work processes and puts new knowledge
into practice in indoor / outdoor exercises. Coopera­
tion becomes a common experience within the team.
The process ends with an in-depth reflection on the
various scenarios presented.
ÒÒ Team Support (2.5 –5 days): The various subject-areas
submitted are dealt with over a series of workshops
which are scheduled at regular intervals. This type of
development process is particularly suitable for
teams confronted with change and wishing to receive
support in the form of supervision.
ÒÒ Short Team Development (0.5 day): Suitable for an
introduction or an initial orientation after new hires
or when a new team leader is assigned or as a kickoff meeting for a newly-formed team.
Benefits
Team development strengthens trust and mutual coop­
eration, promotes a sense of personal responsibility and
increases the group’s efficiency and effectiveness. Team
development is also an appropriate way for taking some
of the load off the team management.
Team development stresses the effective and efficient
use of each team member’s individual contribution. Dur­
ing this process, the participants learn to critically and
continuously scrutinise the ways they cooperate, as well
as to work together in a more constructive and effective
manner. Reciprocal feedback is the core element in team
development, and sharpens the social competences of
all participants.
Areas of application
There are many situations where team development is
important: the team is confronted with change (either
personal, task-related or other) or with specific issues
that have remained unsolved. Below are some examples
of situations requiring team development:
ÒÒ The team is newly formed or has a new leader. Expec­
tations regarding goals and individual roles are
shared and clarified. The primary focus in this case
is to become familiar with each other and estab lish one’s place within the team.
ÒÒ The team is not making proper progress and individual team members continue to struggle with the
same problems. Misunderstandings and resentment build up, impacting negatively on the work
climate as well as on results. The team analyses
the situation, investigates the different viewpoints
and develops constructive and binding solutions.
ÒÒ The team is faced with an impeding change and must
reflect on how to adapt their future work to these
changing circumstances. Roles, tasks and responsibili­
ties are reassigned. Effects within and without are
analysed and appropriate measures are worked out.
Methods and Tools
We provide professional arbitration services and apply
a mix of diversified and well-balanced methods tailored
to actual needs. We look primarily at systemic and
solution-oriented approaches, and respect the group’s
culture and limitations, while still encouraging it to
discover new paths. These are some of the methods we
may take into consideration:
ÒÒ Diagnostic tests aimed at team analysis
ÒÒ Theoretical inputs
ÒÒ Team setup
ÒÒ Dynamic group exercises
ÒÒ Working independently and in smaller groups
ÒÒ Indoor or outdoor exercises
ÒÒ Reflection and transfer in daily activities
Procedure
Objectives are clarified and are set during a compre­
hensive discussion to define the mandate. This meeting
usually takes place together with the team leadership.
Depending on the issue and its complexity, we organise
individual our group interviews with team members.
After that we develop a customised programme based
on the client’s specific problems.
We act as arbitrators and monitor individual workshops
with the team, working together on specific topical
problems. We recommend that these meetings take
place outside the company, in seminar hotels or
other facilities, so that all team members are able to
distance themselves from their operational tasks.
The team development process can consist of one single
event or may be spread over several workshops. In
the second case, we follow the development process
and establish regular periods of reflection.
At the end of this process, an evaluation meeting is or­
ganised either with the team leadership and/or with the
team as a whole, and the implementation and sustainability of development measures are discussed.
mpw Beratungsteam AG
Limmatquai 76, Postfach
8022 Zürich
+41 43 268 11 11
[email protected]
www.mpw.ch
Contact
For further information please do not hesitate
to contact:
Viviane Brühlmann
[email protected]
+41 43 268 11 30
Beatrix Johannesson
[email protected]
+41 43 268 11 32
Dorriet Müller Meyer
[email protected]
+41 43 268 11 35
Dr. Werner Murer
[email protected]
+41 43 268 11 25
Dr. Katrin Roduner
[email protected]
+41 43 268 11 36
Patrick Vonwil
[email protected]
+41 43 268 11 28
Business Support
[email protected]
+41 43 268 11 11
Coaching
In demanding professional situations, professional sup­
port helps focus on the essential aspects of issues and
systematically tackle work-related problems. In our ap­
proach, coaching is used to provide individual professional support and counselling with regard to specific
issues in one’s work environment. The opportunity to
discuss issues and to work together with an experienced
coach helps individuals receive the support they
need to successfully overcome demanding situations.
Although not the primary focus, personal issues,
including work-life balance and reactions to stress,
may also be addressed.
The core philosophy of coaching focuses on discussions
which revolve around the particular issues at hand
and on the goals set by the client. Coach and client work
together to establish targeted strategies for dealing
with specific and difficult situations. In an atmosphere
of mutual trust, new points of view are embraced,
possible paths are explored, and concrete, practical
proposals for solutions are developed.
Benefits
Efficient cooperation and effective leadership are desired in any organisation. While facts and figures are reflected in statistics and balance sheets, managers
rarely receive feedback on their social behaviour. This
lack of guidelines is perceived by many as a shortcoming.
Coaching helps achieve greater awareness of one’s be­
havioural patterns. Effective and individually tailored
support for development enhances efficient use of per­
sonal and entrepreneurial resources. In addition, this
further promotes self-knowledge and self-reflection.
Discussions with the coach increase the participant’s
personal competences as well as his or her social and
leadership skills.
Areas of Application
Coaching can apply to managers at all levels as well
as to qualified specialists. During these sessions with
the coach, concrete and personally challenging tasks ­
are scru­tinized and possible solutions or approaches
are ­prepared.
Below are some of the subject areas which may be
tackled during coaching sessions:
ÒÒ Concrete problems related to one’s management
work (e. g. delegating, dealing with difficult
employees, strategic orientation, time management
and organisation)
ÒÒ Taking over a new function (e. g. as a new team,
project or area manager)
ÒÒ General lack of satisfaction or signs of fatigue
at the work place
ÒÒ Difficult or conflict situations
ÒÒ Impeding difficult negotiations or discussions
Methods and Tools
For coaching, we rely on a number of resource-oriented
models, in particular the Grow Model which provides
a well-structured approach:
ÒÒ Goal: ÒÒ Reality: ÒÒ Options: ÒÒ Way forward:
What do you want to achieve?
What is the present situation like? Where are the problems ?
What can you do? What are your
alternatives ?
What would you like to implement concretely ( who does what
until when)?
The coach brings his experience and social competences
to the table along with a wealth of insights and
behaviour-oriented techniques which are applied flex­
ibly in a manner appropriate to each situation. The
coach acts as a companion and sparring partner by tun­
ing to the needs of the participant and assuming the
lead for the process. The role of the coach is to alternate
between personal commitment and participation as
well as between distance and higher-order points of
view. This makes it possible to consider issues from
different viewpoints.
Procedure
The issues and the goals the client wishes to achieve are
made clear during an initial telephone call or meeting.
This also allows the person interested in receiving some
coaching to get to know the coach before making
a decision on an individual professional support pro­
gramme.
Subsequently, the detailed procedure, the type of
cooperation and its duration are set during a compre­
hensive personal meeting. The support procedure
applies to the participant’s personality as well as to the
environment. Each step of the procedure is gauged,
and concrete measures are drawn from and implemented
on the basis of the newly acquired insights.
The coaching process is limited in time and normally
comprises from four to six two-hour meetings at two
week intervals. Afterward, the situation is assessed
and further steps are agreed upon.
mpw Beratungsteam AG
Limmatquai 76, Postfach
8022 Zürich
+41 43 268 11 11
[email protected]
www.mpw.ch
Contact
For further information please do not hesitate
to contact:
Beatrix Johannesson
[email protected]
+41 43 268 11 32
Dorriet Müller Meyer
[email protected]
+41 43 268 11 35
Dr. Werner Murer
[email protected]
+41 43 268 11 25
Dr. Katrin Roduner
[email protected]
+41 43 268 11 36
Patrick Vonwil
[email protected]
+41 43 268 11 28
Business Support
[email protected]
+41 43 268 11 11
Management Development / Training
A company needs result-oriented managers to ensure its
continued success. These managers are best identified,
developed and integrated into the organisation through
targeted Management Development processes.
In addition to an Assessment or a Development Center
to appraise the managers’ current status, we can provide
customised, practice-oriented training in the following
areas:
Managers often find themselves dealing with conflicting
priorities, caught between working towards the goals
set by the company, meeting client requirements and
responding to staff needs. They have to navigate in a
complex environment, struggle with integration prob­
lems and limited resources as well as constant change.
It is not unusual for promising managers to leave their
organisation because they feel they are not given suffi­
cient support or opportunities for advancement.
ÒÒ Self-management and stress management
ÒÒ Leadership processes and technical leadership
knowledge
ÒÒ Leading discussions and negotiations
ÒÒ Conflict management
ÒÒ Team leadership
Benefits
A sound Management Development programme helps
organisations to harmonize the skills and competences
of its managers with the increased demands posed by
their positions, as well as systematically ensure their fur­
ther enhancement.
Methods and Tools
Our Management Development programmes include
a comprehensive range of services that can be applied
either in full or as complementary measures, depending
on the specific needs and requirements of your organisation.
mpw Beratungsteam AG
Limmatquai 76, Postfach
8022 Zürich
+41 43 268 11 11
[email protected]
www.mpw.ch
In order to facilitate the implementation and anchoring
of the acquired knowledge into everyday management
work, we provide individual coaching and structured
processes in the form of cooperative case management
and intervision (peer consultation).
Procedure
We work with you to develop the present or future de­
mands awaiting the members of your management.
After this analysis, we choose the instruments which will
be used to assess their potential and define appropriate measures to further develop their competences.
In addition, we can design and conduct customised
training, and provide support measures as needed.
Contact
For further information please do not hesitate
to contact:
Viviane Brühlmann
[email protected]
+41 43 268 11 30
Beatrix Johannesson
[email protected]
+41 43 268 11 32
Dorriet Müller Meyer
[email protected]
+41 43 268 11 35
Dr. Werner Murer
[email protected]
+41 43 268 11 25
Dr. Katrin Roduner
[email protected]
+41 43 268 11 36
Patrick Vonwil
[email protected]
+41 43 268 11 28
Business Support
[email protected]
+41 43 268 11 11
mpw Beratungsteam AG
Limmatquai 76, Postfach
8022 Zürich
+41 43 268 11 11
[email protected]
www.mpw.ch
Recruitment and Selection
For new appointments, or the replacements of key posi­
tions, mpw can take over the tasks associated with
planning and administration, as well as responsibility
for the entire recruitment and selection process. This
includes the screening of candidates for their assessment
and the creation of an introductory programme for
the successful candidate or for selected steps of this
process.
Benefits
When it comes to recruiting and selecting candidates for
high-level decision-making positions or for positions in
which the appointee is likely to have a high public exposure, our recruitment and selection process ensures the
best possible outcome.
Entrusting the planning, coordination and ­implementation
of the overall recruitment and selection process, or parts
of it, removes a sizeable burden from your ­company.
Areas of application
Our expertise in the field of recruitment and selection
is sought after by public organisations, NGOs, NPOs as
well as private enterprises. Our services are requested
for new appointments or replacements in positions of
middle or upper management. We provide support to
clients who do not have their own qualified Personnel
department as well as clients whose Human Resources
department may not be involved in a particular selection
process. ­Our recruitment and selection procedures are in
high de­mand when it comes to filling positions involving
high public exposure and high-level decision-makers, or
in cases of extremely complex decision-making process­
es. The integration of in-house candidates in the search
is also possible.
Procedure
We provide support for the appointment of key func­
tions throughout the recruitment and selection
process. The degree of cooperation you wish on our
part is clearly defined for every step of this process
which is structured in different modules:
ÒÒ Organisation and function analysis, followed by
the definition of the profile of qualification
ÒÒ Market analysis
ÒÒ Drawing up the job advertisement, media schedule
ÒÒ Screening applications
ÒÒ Initial interviews with candidates
ÒÒ Initial presentation of candidates
ÒÒ Individual assessments
ÒÒ Presentation of results and recommendations for
the appointment
ÒÒ Second interview with selected candidates
ÒÒ Completing the job contract and establishing
the start up process
ÒÒ Designing the job introduction, support
and performance review
Our services
You define which steps of the recruitment and selection
process you would like to entrust to us. We can relieve
you of all tasks related to the definition of the required
profile and the job specifications, as well as job
postings and advertisement schedules. Answering que­
ries over the phone, pre-screening and a careful
management of the applications are part of the services
we offer. We can conduct interviews, act as moderators on your behalf in discussions between the candi­
dates and your policy-makers, as well as advise you
in deciding which candidates should take an assessment
in order to verify their probability of success in the
position being considered. The comparative analysis
between the job specifications and the results of
the assessment minimises the risks associated with your
appointment decisions. Finally, we assist you in negotiating the work contract and in organising and imple­
menting a job introduction and subsequent training
programme.
The integration of in-house applications is also taken
into consideration, and ensures fairness and transparen­
cy towards these candidates as well.
Our fees are transparent and easy to calculate. Our costs
are based on the amount of work involved in the mod­
ules agreed upon at an hourly rate. A limit of expenses
will be agreed upon at the beginning of our mandate.
It is not our policy to approach people who might be
interested in a position, and we do not maintain a data­
base of candidates.
We adhere to strict legal and ethical regulations with re­
spect to the protection of personal and privacy rights.
mpw Beratungsteam AG
Limmatquai 76, Postfach
8022 Zürich
+41 43 268 11 11
[email protected]
www.mpw.ch
Contact
For further information please do not hesitate
to contact:
Dr. Werner Murer
[email protected]
+41 43 268 11 25
Business Support
[email protected]
+41 43 268 11 11
Outplacement Support
Principles
The Outplacement support is designed for people who
are looking for a job and who need to reorient them­
selves in their careers because they are about to be or
have already been made redundant. It provides practical support for job seekers in their efforts to find a new
professional challenge that corresponds to their apti­
tudes, competences and wishes and to do so within a
reasonable period of time.
The loss of a job is an event that often occurs unexpect­
edly. For most of the people affected it is associated
with far-reaching consequences. Initial reactions can be
disappointment, anger, self-doubt or anxiety about
the future, but sometimes even relief and the feeling
of making a fresh start. Concerned persons wonder
about their skills and strengths but also about their mar­
ket value and their chances.
The repercussions also have an impact on the social side
because the immediate environment – especially the
family – is closely involved. That can make redundancy
into an enormous challenge, but also into an opportunity.
These are the conditions under which candidates must
tackle the job search, write applications and conduct
interviews. Not always do their initial efforts lead to
success. Outplacement consultants actively support
all the necessary steps and efforts to enable candidates
to operate convincingly on the job market and make
optimal use of various employment search and applica­
tion channels.
Concept and Procedure
mpw’s outplacement support concept aims to work with
the job seeker or candidate on coping with the effects
of employment termination, on undertaking career re­
orientation and implementing this in a concrete manner.
Reorientation provides an opportunity to analyse the
candidate’s skills, abilities and interests with the help of
expert support, and to draw conclusions from the finds.
In this process, the focus is as much on the development
and promotion of existing potential as on the concrete
coaching for the job search. The aim is to make optimal
use of professional and personal resources and get the
best possible mileage out of the candidate’s own capa­
bilities and opportunities.
Outplacement Support concentrates on the steps that
candidates cannot manage alone and is meant to help
them help themselves. The procedure is usually divided
into four phases. These are differently weighted in each
individual case, depending on the job seeker’s require­
ment.
1. Evaluation of Current Career Situation
The initial discussion meetings will deal with the termi­
nation of employment and its repercussions for both
the candidate and his or her environment. Among other
things, this phase deals with adjusting to the new sit­
uation by asking: Where do I stand? What am I capa­
ble of doing? What do I want? Where do I want to go?
The evaluation of the current career situation provides
answers and services as the basis on which to seize up­
coming opportunities. In addition, a careful analysis of
one’s track record often provides indications for a future
orientation. By making it possible to identify patterns
leading to success, it helps candidates to find new paths
to take.
2. Assessment of Career Potential
An assessment of career potential – usually in the form
of an individual assessment – rounds off the evaluation of
the current career situation. The interpretation of find­
ings from these procedures comments on and describes
the candidate’s potentials, aptitudes, communication
style, cooperation with co-workers, problem- and con­
flict-solving behaviour as well as management skills. The
results are compared with the candidate’s self-image.
3. Reorientation
With the help of the newly obtained insights, the candi­
date and the consultant define new professional objec­
tives and concrete fields of activity. This process is often
the most important and also the most creative part of
the outplacement support because it is deliberately
open-minded and there is room even for unconventional
ideas. Changing jobs provides an opportunity to realise
something new and possibly to allow long-cherished
dreams and wishes to influence the outcome.
4. Employment Search Support
Preparing a meaningful and representative job applica­
tion dossier, determining a job search strategy, and sys­
tematically creating a network are the main activities in
this phase. mpw provides full access to various tools for
individual use.
mpw Beratungsteam AG
Limmatquai 76, Postfach
8022 Zürich
+41 43 268 11 11
[email protected]
www.mpw.ch
The consultant supports all of the candidate’s efforts at
applying for a job. Upon request, we provide coach­
ing for a job interview and support for contract nego­
tiations, we activate our own extensive network and
we give counsel in evaluating job offers or choosing a
position. We clarify questions pertaining to insurance,
and help deal with administrative authorities or banks,
particularly in the case where the candidate’s choice is
self-employment.
Scheduling and Costs
The employment search process is supported initially
by weekly meetings, later at greater intervals. The
entire outplacement support process can take from
three months to one year. Depending on the candidate or client’s wishes and needs, the environment can
be included in the process.
Our concept allows us to offer the necessary support
with customised service for each individual case. This
applies particularly to the length of time required. We
can therefore define the resulting costs for the client
and make them binding.
Contact
For further information please do not hesitate
to contact:
Dorriet Müller Meyer
[email protected]
+41 43 268 11 35
Dr. Werner Murer
[email protected]
+41 43 268 11 25
Business Support
[email protected]
+41 43 268 11 11