Methods:

Individual consultation

The tasks and approach adopted by our consultants is dictated by their independent role, standing shoulder to shoulder with others. Our high standards ensure that achieved outcomes are pragmatic and practical. As a consulting company, we pace discussion carefully and tactfully to get to the desired destination.
  • Strategic consulting
  • Change management
  • Employee appraisal
  • Crash courses for key managers
  • Assessment und evaluation
  • Support with succession planning
  • Drafting of business distribution plans

Personal coaching

Coaching is a highly individual approach to consulting based on trust. As a result, there is no one-size-fits-all approach to coaching, or no standard template for a typical consulting concept. Despite this, there are a number of ground rules that need to be established for coaching to work properly:
  • Agreement of specific objectives
  • A precise plan detailing deadlines, topics and measures
  • Agreement of the procedure to be used (processes), any other influencing factors and techniques to be used
  • Definition of expectations on both sides
  • Collective progress monitoring
  • Confidentiality and discretion on behalf of the coach
The coach (or coaching partner) keeps minutes to ensure that the expectations of both parties remain realistic. Depending on the agreed arrangements, minutes may be shown to the direct-report boss of the coaching partner.

When to provide coaching:
Coaching is a management tool that can be used to help co-workers to develop or to provide support with live processes. At CAAT, we have specialised consultants in both key areas. Typical situations that require coaching include:

  • Improvement of interpersonal and emotional skills
  • Improvement of planning and method skills
  • Improvement of communication skills
  • Improvement of the capacity for self-reflection
  • Improvement of negotiation and motivational skills
  • Establishing and expanding leadership skills
  • Establishing and organising roles and responsibilities
  • Planning of specific conditions to be fulfilled to assume a new position
  • Support with self-help, to improve personal ability to manage business tasks
  • Definition of life goals
  • Improvement of intellectual responsiveness
  • Improvement of self-perception
  • Improvement of ability to make or take a criticism
  • Assumption of first or new management role
  • Support with a challenging leadership or management task
  • Team support for identifying roles
  • Goal-setting support for individual employees, teams or projects right through to fulfilment of goals
  • Support when going through a difficult personal situation
  • Support striking a healthy work-life balance
  • Changes in business conditions and the business environment (eg, shareholder changes, mergers)
  • Career changes (eg, new company, integration support, mergers, crash course following unexpected promotion/lay off)
  • Preparation for retirement – succession planning (transferal of responsibilities to successor)
  • Lobbying/dealing with special interest groups
Our role is to provide active support as you acquire the necessary skills and achieve the desired change process, thus helping you to lay a foundation for long-term, measurable success. Under exceptional circumstances and in an emergency, we can also provide support and coach managers on the phone.

Customised seminars

The aim of our seminars is to let trainers help you update, hone and consolidate your knowledge. After the courses, acquired knowledge is immediately put to better use.

To plan the content for your course, our preferred approach is to sit down with the client to…

  • …focus on key topics
  • …agree goals
  • …agree content
  • …define who will attend the seminar
  • …coordinate support with implementation

Moderated workshops

Our workshops are primarily a vehicle for our instructors to moderate discussions (steering only where absolutely necessary), continually maintaining a predefined thread of continuity. Leaving the task of structuring the process to the moderator (through targeted questioning and by guiding the course of discussion and summarising progress) allows workshop participants to focus on the topic of conversation. This makes it possible to work together on new strategies, address conflicts or problems, or exchange specialist knowledge. The key thing is that, as a result of the proactive collaboration, everybody agrees on a clear and common goal or outcome, and that this should stay in place after the workshop.

To plan the content of the workshop, our preferred approach is to sit down with the client to…

  • …focus on key topics
  • …agree goals (eg, solve problems/conflicts, develop concept)
  • …define who will attend the workshop
  • …agree how long the workshop should last