EP-F, EP-V, EP-M test systems
EP-F management potential test
Your needs
- Do you want to determine potential and suitability for managerial tasks
- Do you want to determine the starting points for targeted training and coaching?
Our offer
The EP-F provides you with a fine-grained analysis of strengths and weaknesses, including the degree of suitability and recommendations for development.
The EP-F system
Over 50% of managerial success depends on personality. The EP-F system explains whether a manager will be accepted, how to proceed and the basis for managerial success.
Unlike processes pertaining to the distribution of characteristics among the general population, such as 16PF or FPI, the EP-F system has been specially developed for managers to produce a fine-grained view of management factors.
DThe profile is based on 9 key factors, divided into 36 sub-factors. The aim is to find the strengths ranging from (ok), (+1) to (+2) on the scale.
The applications of the EP-F procedure
- Staff selection
- Development of potential
- Management development
- Team coaching
Both existing managers and managers in training can be clearly assessed using the EP-F. The results are explained in a feedback discussion, thus rendering the decision transparent. This makes it possible to focus training and to evaluate development activities.
The concept
The development areas
Excessiveness
Stronger managerial qualities do not guarantee greater success - in fact, once an optimal value has been reached, the probability of success declines.
Thus this interpretation model does not work according to linear principles, i.e. "the more the better", but helps identify excessive effects. In practice, these will trigger conflicts and sap the energy of the affected parties.
Self-confidence is important, but too much self-confidence will appear arrogant. Interpersonal skills are good, but may cause irritation when used in excess.
The test system thus makes it possible to predict specific conflicts and to provide targeted advice to eliminate such "overheated zones".
Deficits
If one of the aforementioned characteristics is missing altogether, this constitutes a person's "weak spot" or vulnerable aspect.
Attacks and recurring problems may be expected in this case, as certain requirements have not been recognised and have therefore been insufficiently or incorrectly taken into account.
The values allow for specific predictions, as such "blind spots" pose a risk that a person might react inappropriately to the situation at such points, without being aware of this.
The test makes it possible for such "blind spots" to be detected, thus creating theconditions required to monitor these areas.
Oscillations
An individual with consistent values will come across to others as clear and consistent. However, in some situations, an individual may manifest certain characteristics to a greater or lesser extent.
When an individual's behaviour fluctuates, this will result in irritation and uncertainty on the part of the discussion partner, as the perceived signals will be conflicting. The test measures the tendency to fluctuate, helping to predict the individual's effect on others.
Projection trends
An individual's inclination project his or her own critical views and emotions onto others and to regard them as having negative attitudes can lead to a distorted perception of the situation. This is particularly relevant in conflict situations, as it makes conflicts more likely to escalate and rationalisation more difficult.
The EP-F test allows for a fine-grained assessment of tendencies to project and therefore also how resistant an individual is to intrigues, and how constructive their performance is.
As training, motivating and guiding executives are the essential factors in successfully handling future tasks in the face of international competition, the main goals of human resource management are reliably selecting and systematically developing key managerial staff.
Initial situations and targets
- Internal filling of positions
- External filling of positions
- Clarification of deviations from targets
- Long-term talent searches
- Definition of continuing professional development goals using group profiles
- Planning individual consulting and coaching activities
- Coping with conflict situations
EP-V sales potential
Your needs
- Do you want to identify candidates' and field staff's personal potential and chances of success when it comes to sales?
- Do you want to determine the starting points for targeted training and coaching?
Our offer
Based on the EP-V profile, you will receive an individual suitability and development recommendation.
The meaning of personality as a key factor in sales
Influencing, convincing and acquiring customers is based on the "force vectors" that can be activated and used by members of the sales staff.
On the one hand these may be the driving force to put into practice the company's guidance and support, while on the other hand these may also be factors such as social skills, self-monitoring and charisma.
Personality characteristics and motivational factors play a decisive role, especially in sales. Clients' willingness to be influenced, as well as resonance with and acceptance by the client depend on this.
The EP-V system was developed specifically to analyse sales-specific personality factors. It is based on nine key factors, which are divided into sub-factors. The aim is to find the strengths ranging from (ok), (+1) to (+2) on the scale
The concept
The combination of target characteristics
A prediction of success is only possible if several characteristics are all present to a certain degree.
In other words, in addition to self-confidence, members of the sales staff should also be good negotiators, show initiative, be resilient and demonstrate various other important characteristics to an effective degree.
If these characteristics are insufficiently present, this will leave the staff open to attack, whereas if they are excessive, this might result in conflict situations.
Targets and initial situations
- Internal filling of sales positions
- External filling of sales positions
- Clarification of deviations from targets
- Long-term talent searches
- Definition of further training goals using group profiles
- Planning individual consulting and coaching activities
- Coping with conflict situations
EP-M employee potential
Your needs
- Do you want to clarify and promote the focus on performance and teamwork required for complex tasks and projects?
- Are you looking for staff with a targeted approach within team structures?
Our offer
The EP-M test system provides you with a strength and weakness profile with development recommendations.
Targets
The EP-M test system determines the decisive competences on which team success and performance depend. It lays the foundation for the quality of products and services.
Success factors/h3>
- Focus on performance
- Communication
- Ability to handle conflicts
- Focus on results
- Ability to work as part of a team
- Focus on the future
- Autonomy
Group profile
A group profile enables the detection of special phenomena within an organisation or organisational unit, thus making it possible to initiate specific steps to bring about change and improvements.
By providing a group evaluation, the test processes also provide an insight into the specific characteristics of a group and the group phenomena. The general strengths and weaknesses of a group become apparent, as do potential excessive tendencies.
It becomes apparent that certain results occur repeatedly and are thus rather typical for the group. For the employees this means that certain tendencies do not only originate in the individual. The longer employees stay with the company, the more visibly they are affected by occupational socialisation via their corporate culture.
