Keys for personal excellence

Krauthammer’s inter-company programmes distil the very best behavioural practice and pedagogical methods, uniting participants from different organisations. These programmes directly address individual competences, expectations and needs, and favour individual awareness raising and the mastery of new knowledge and tools.
Selecting this route can allow you as a company to conveniently answer the development needs of individuals or small groups - as and when they arise. Exposing training and coaching participants to peers from other organisations, you can also test the Krauthammer approach for a later internal programme, or complement an existing corporate university or internal training scheme. Open training can – and ideally should, be reinforced with coaching and assessment.

Training

All Krauthammer training combines didactics with role plays and practical cases in groups of, on average, ten people. Programmes provoke discovery, understanding and change in behaviour and style. Training days are typically separated by 3-5 weeks to facilitate personal acquisition of the concepts, and optimise their implementation in the workplace, tactically supported by practical business tools and e-learning modules.
Training is structured into three major streams:

• Leadership and Management
• Entrepreneurship and Sales
• Cross Functional Themes

Coaching

In an area awash with terminology, we simply defi ne the practice of coaching as ‘personalised guidance’, which usually takes place in a face-to-face meeting. Its purpose - to simultaneously boost personal performance and personal growth. A Krauthammer coachee will embark upon a ‘no escape’ and confi dential relationship with a sparring partner who will diligently confront, stimulate, irritate
and instruct. Always in the most positive spirit, combining honest toughness with true compassion.

Assessment

As a point of departure for an intervention addressing behaviour, to measure return on investment, or indeed, as a benchmarking tool, the importance of assessment is clear. Tools such as 361° analysis – which is 100% tailored and selfexecuted – are recommended and offered by Krauthammer. Particularly so, ‘4LS evaluation’ benchmarks the observable behaviour of training participants through
the window of 64 management and leadership competencies. Each competency is declined into 4 observable descriptions - organised according to 4 levels of functionality – ‘disqualifying’, ‘penalising’, ‘operative’ and ‘exemplary’. Finally the Krauthammer assessment centre, available in English, French and Dutch, is a live observation platform conducted onsite at Krauthammer premises, using situational scenarios to provide a comprehensive, interactive evaluation of the trainee.