By Allan Tange, CEO & Partner, Testhuset
In general my impression of People & Performance is that they are extremely well qualified in their line of business, and that they are professional and service-minded.
A former employee of People & Performance, who is in my network, established the contact. We wanted People & Performance to facilitate a leadership development process that would give us a concept of leadership and raise our awareness of our personal leadership styles. We were sure that we would gain an excellent result if an external partner took charge and facilitated the process. We wanted to achieve a better understanding of each other and a better way to use our individual personalities in our leadership.
Each member of the management team had drawn a DiSC-profile that laid the groundwork for a better understanding of why we react the way we do. Then a number of concrete objectives were set for each of us to work with and that clearly showed us where and how we could perform better. I now know exactly what is expected of me which I find very satisfying.
It has added to the success of the process that an external partner was in charge because it allowed everybody, including me, to play an active part. I had seen some of the things touched upon before we started, but I would not have achieved the same result if I had organised the training myself.
In the future we will use the DiSC-profile when we engage new employees to establish dialogue and development. The leadership process has clearly shown us how much you gain from focusing on differences when you want to have the best possible conditions for progress in the management team and in the company.
For further information about leadership development processes, please contact Torben Nørby.