Coaching servicess
In the modern business environment, traditional training is not the answer to closing performance gaps. Coaching is a new dimension to empower managers with both technical and non-technical soft skills, and thereby enhance personal growth and development.

Today’s managers face rapidly changing conditions and are expected to do more with less, deal with changing roles and expectations, with movement within the organisational structure, and with employees with differing values and life-work style preferences.

Every organisation would benefit from having the expertise of a personal coach to assist their managers and key staff to cope with these changing demands and conditions.

Managers are achieving extraordinary levels of growth and success as a result of coaching.

Conventional coaching focuses on the content of a task or goal. These coaches, typically, have an agenda and focus on telling the coachee what to do, functioning as the content expert. We believe that is the function of a consultant, not of a coach.

We believe that the coachees are the content experts. They know what needs to be done. As coaches we know that they have the knowledge required, but that they may not be able to access the solutions and resources needed to perform at their peak. Our function as coaches is to be the process experts to empower the coachees to utilise their content expertise.

At the heart of coaching lies the skill of facilitating the coachee’s internal as well as external resources to reach specific and agreed upon outcomes. In the process the coachees will unleash their potential to get what they want and to make things happen. Unique to our coaching process is that the coachee does not just achieve the anticipated success, but in the process also develops the ability to self-coaching in any context of his life.

There are three coaching levels, performance coaching (focus on skills and behaviours), developmental coaching (focus on change in beliefs, values and identity) and transformational coaching (focus on change in purpose, direction and meaning). We can operate on whatever level is required to ensure sustainable change. The result is success and transformation.

Coaching can be introduced to any level within organisations for either individuals or teams.

Life coaching - Life coaching usually focuses on an individual client that will pay from his own pocket to get help with personal issues, in areas of their life such as health, finances, career direction, relationships, spiritual and personal growth. Clients may seek life coaching when they feel stuck in a rut, or feel that their lives are drifting.

Business coaching - Business coaching tends to focus on the goals and directions of a business. A business owner or manager will use this type of coaching as a way to have an external sounding board to talk to about plans and ideas for the business.

Executive/management coaching - In executive coaching the focus is purely on the needs of an individual in the work context and it is usually paid for by the employer for the benefit of the employee. Coaching can be offered to several employees at once as part of an overall leadership development programme.

In some cases the sponsor of this coaching will have some input into the goals of the coaching for the executive. The types of needs which executive coaching addresses can vary greatly - from anger management, organisational skills, self-confidence, communication, presentation skills, etc.

We have also worked with managers who have been promoted into a new role and need support for the first few months, as well as with ‘high potential’ employees at a more junior level.

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Profiling and Assessment Servicess
Soy-Seré Coaching & Consulting provides unique behavioural profiling and assessment interventions in order to improve overall work performance of the individual or team at any level in your organisation.

The average personality assessment instrument labels and boxes the individual and leaves you with the impression that you cannot change. This is what makes our assessment solutions unique – they are not psychometric assessments nor personality measurements – they are management tools. Through these behavioural profiling solutions, we can accurately measure how people process and use information, behave, and what their thinking preferences are.

These thinking preferences are indicative of how successful an individual or team will be in their performance in the work place.

Soy Seré provides management tools that help the manager to:
  • Understand himself and his employees better; To have greater insight into how people think, what their thinking preferences, styles and structures are - assisting managers in developing their most important assets, their human capital, to their maximum in order to ensure people-work interface optimisation;

  • Assess the human element during potential mergers, understand the cultural integration, develop people alignment strategies, identify the best person for the position, and develop outplacement strategies;

  • Develop leadership potential;

  • Optimise teamwork;

  • Understand employee job satisfaction, and the link with job achievement or the lack thereof.

Soy Seré provides HR tools that provide HR practitioners the opportunity to:
  • Objectively recruit, select and place new employees, thus reducing staff turnover;

  • Develop employees either as individuals or as teams;

  • Analyse potential;

  • Effectively develop retrenchment and outplacement strategies;

  • Design ideal teams;

  • Assess team/organisation culture;

  • Assess job satisfaction, and the link with job achievement or the lack thereof;

  • Coach employees to perform optimally;

  • Align change management interventions;

  • Focus training;

  • Develop Models of Excellence of high performers, uniquely underpinning the culture of the organisation into the developed model.

We use these profiling solutions to assist with:
  • Individual profiling;

  • Team profiling;

  • Recruitment and selection;

  • Organisation/culture or team surveys.

Soy Seré also provides radar - a comprehensive and customisable assessment solution designed to assess work place competence and performance, focusing on:
  • Emotional intelligence;

  • Thinking preferences;

  • Inherent potential;

  • behavioural preference;

  • Performance enhancers or inhibitors;

  • Work values;

  • Skills, competencies and ability;

  • Work/job fit.

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Understand, predict and influence human behaviour
Hire for attitude – Train for competence – Coach for performance

 

Discover real solutions to your business challenges!
  • Do you know where you are and where you want to go?

  • Do you know your employees’ potential?

  • Do you really recruit and select the right person?

  • Do you know why some employees perform and others not?

  • Do you know what sabotages individual and team performance?

  • Do you really know what work climate exists in your team or company?

What is radar?

The radar concept consists of the most recent developments and methodologies to gain insight into the way people behave, function and react in the workplace. radar offers a comprehensive, integrated and customisable assessment solution designed to assess work place competence and performance.

radar is used in
  • Recruitment & selection;

  • Training;

  • Coaching;

  • Leadership development;

  • Potential assessment and development;

  • Communication;

  • Interpersonal skills development;

  • Customer service;

  • Sales;

  • Team development;

  • Change management;

  • Team/organisation climate assessment;

  • Assessment centers.

radar :
  • Consists of a set of powerful and dynamic assessment tools that provides an insight into the intrinsic attitudes and motivations of people at work.

  • Is an objective assessment process that measures and describes attitudes and motivations that relate to behaviour and impact on a person’s performance at work.

  • Is a set of assessment and diagnostic tools measuring the preferred thinking preferences of a person.

  • Is a management tool that

    • Gives you a comprehensive understanding of people’s behaviour.

    • Assists you in “reading” people.

    • Takes the guess work out of decisions involving people.

    • Makes you understand people’s performance (or lack thereof).

    • Provides a framework for understanding self, others, and the dynamics in a team.

    • Diagnoses individual or team behaviour.

These tools are not psychometric assessments
They are not personality profiles
They are unique – as every person is unique
They are work-based behavioural profiling tools for the manager.

These assessments are used either as formal survey tools using online technology or paper, or in casual conversation, paying attention to “HOW”, rather than “WHAT” people respond. People’s words and behaviours are not random. Language, physiology and behaviour reflect people’s (mainly sub-conscious) mental processes, perceptual filters, values, beliefs, etc.

The assessment is not a typology. It does not label or stereotype people according to personality types or categories. It deals with core generic human mental processes and structures, the mind frames that determine behaviour, which makes it cultural and gender neutral and is thus applicable cross-culturally. The focus is on the inner functioning of the person, the “neurological software” that determines behaviour, and not on cultural or gender differences.

The behavioural preferences described by these assessments are not described in terms of “right” or “wrong”, but its “appropriateness” in a particular context. When people’s behavioural preferences are not appropriate for a particular context, these preferences can be adapted through a coaching process to meet the need of a specific situation. This reduces the negative loading common among psychological instruments.

radar patterns, or meta-programs are a series of mental filters we all use all of the time. These filters have their source in our thinking patterns and in what we pay attention to, which has a significant impact on behaviour. None of us have the same set of meta-programs. For example: Some people filter information to see only the big picture and others prefer to see all the details. Or do you prefer to focus on the information at hand, or the people? Think of meta-programs like the wiring system in your brain: Every person is wired a little differently, and this affects the way they take in information and act in the world. Knowing the meta-programs can contribute to higher performance, and lead to an increased ROI within the HRM department. radar identifies the relationship between language and behaviour.

Do you know what motivates someone? Do you know what the working environment should be for someone to perform optimally? Understanding how a person is “wired” can have a major impact on how you select, approach, communicate and develop that person.

The assessments as behavioural profiling/modeling and behavioural change approaches are the latest developments in understanding human behaviour, a new paradigm, a new way of thinking about people. We expect the results to change over time as we recognise that people change their thinking and behaviour as they interact with the environment, gain more experience, and update their mental models.

By adding these assessments to existing personnel recruitment, training and performance coaching approaches, management problems such as demotivated employees, job-hopping, conflict, and other interpersonal communication problems are addressed. Thus the greatest possible potential for optimum performance is created. These assessments do not necessary replace existing training programmes, skills and processes but rather complement them and add to their effectiveness.

As humans we are constantly making guesses about what another person is thinking, feeling, or wanting. We are making second-guesses on how they will react or what they will be doing. Do we know how many times we are wrong? That is why you need to be skilled in the art of reading and understanding people. This will make your interaction with them much more effective.

This art of reading people, predicting their behaviour and then influencing them as well as talking to them in their language can be learned and developed.

There are no tools out there quite like this. No other psychometric tool will give you and your company practical insights into human behaviour like this:
  • Precise information on what motivates individuals and groups;

  • A rigorous process for empirically improving sales and marketing results;

  • A model that is flexible and creative;

  • An incredibly effective coaching model;

  • No pigeon-holing or inaccurate generalisations about people.

Our two-tier approach provides the opportunity to assess both individual and organisation – the individual is not performing in a vacuum, and organisation constraints could contribute to the individual’s potential lack of performance.

That is why feedback to the individual is critical and essential – as trained consultants we will provide feedback to the individual and organisation, focusing on the context of work. Feedback will focus on
  • The micro environment (individual’s preferences, current position, aspirations, career).

  • The macro environment (the team in which the individual operates, the organisation, their family).

Soy-Seré offers flexible and customisable assessment solutions based on the unique needs and requirements of the organisation. We shall, based on the needs and requirements assist and guide the organisation to select the most appropriate assessment tool or combination to align with the objectives and outcomes of the assessment intervention.

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LAB profile (interview based) The Language and Behaviour (LAB) Profile is an interactive behavioural analysis tool used to do behavioural profiling directly or indirectly, during interpersonal interactions or remotely (profiling at a distance), based on minimal information.

The LAB Profile enables you to accurately and masterfully “read and figure out people, and to communicate with greater precision by listening to, and observing everyday language and behaviour during a structured interview process.

By asking specific questions, formally or informally, the specific meta-programs or thinking preferences are determined. You have the opportunity to verify responses, and even go deeper into what motivates and drives a person in the workplace.

This result in a positive, non judgmental analysis of the individual’s thinking preferences within the work place.

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iWAM (Internet based) The iWAM is based on the LAB, with slight differences in which meta-programs it measure. iWAM was developed in 2000, and measures work motivation and attitudes within the workplace via the Internet (online assessment) or on paper.

iWAM objectively measures and describes 48 attitudes and motivations that relate to behaviour and impact on a person’s performance at work, which can be classified within 16 different groups.

Having access to various reports allows you to compare individuals – seeing where they are the same or different; what strengths there are to build on and areas of development that are required; how the person should be managed; when interacting with someone, what coaching should be done to enhance that interaction; what the team’s profile looks like and where the gaps are.

Why measure your people against the average! Develop your own Models of Excellence to produce excellent performance – for positions and teams. Profile and interview the top performers in a specific position to identify the attitudes and motivations consistently linked with success in that position.

Use this Model of Excellence as a template for recruitment, team development, performance assessment, and for coaching others to the same level of excellence.

Reliability - All iWAM questions relate to the work environment. iWAM has been designed to eliminate assessment falsification. Several universities have worked with us on the validation of the tool. An average of 89.4% is obtained. It meets the requirements of the testing standards from the American Psychological Association and the EEOC guidelines.

Validity - It is extremely difficult to falsify the iWAM. For each item the candidate must establish the order of 5 sentences, which are often grouped in different ways. Should you doubt a result, the interviewing techniques will help you re-evaluate the answers.

8-10 different reports are available based on the result of an assessment, ranging from individual preferences, how to be managed, strengths and areas of development, matching with management, customer service or administrative tasks, comparison with another person, Model of Excellence for a specific position or the rest of the team.

Identity Compass (Internet-based) This assessment consists of two independent assessments, which could also be combined to obtain unique results. Identity Compass was developed in 2002.

The Professional Edition measures 51 meta-programs or thinking styles, personal motivation factors and their realisation, the method of information recording and processing as well as personal assets (skill sets). From that, a multi-layered, precise personal profile results.

Unique to this assessment is the identification of job burnout.

The JobMotivation Edition is a scientifically founded instrument to analyse jobs. It considers all newer theories and models concerning job motivation. With this assessment, the correlation between job satisfaction at work and job achievement is shown. With this assessment the actual climate within the team or organisation is reflected.

Reliability - The inner consistency (Cronbach's Alpha) is between .70 and .95 and is .80 on average. Therefore the Identity Compass® fulfils restricted scientific criteria.

Validity - The Identity Compass® is validated in contrast to NeoFFI (Big5), CPI, OMT, CFT.

Check the results in a casual conversation - A set of additional questions gives you the ability to check the results in a casual conversation.

Identity Compass® – a work-based behavioural profiling tool for the manager

The only tool measuring the integration between job satisfaction and job achievement

Resulting from these assessments, two reports are available:
  • One set of reports indicating the thinking preferences of an individual and his perceived view of the workplace.

  • Combined report, integrating the results of the two assessments.

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Parallax behavioural profiling (Internet-based)

Soy-Seré has expanded the range of behavioural profiling tools by adding the Parallax products to the range. This takes behavioural profiling now to a higher level.

Parallax provides accurate and reliable online behavioural profiling for organisations and individuals.

The unique nature of Parallax offers clear, comprehensive and safe insights into human behaviour.

Lifting the lid on your business!

Parallel Profiling

Behaviour is much more than personality.
Behavioural profiling is much more than personality profiling.

We use Parallax to:

• Identify toxic & nourishing behaviours;
• To determine the level of susceptibility to stress;
• To identify job/role suitability;
• To identify skill and competency potential;
• Feasibility regarding behavioural change;
• Feasibility regarding self development and mentoring;
• Compatibility and synergy focusing on team composition and team development;
• Compatibility and interpersonal development (work, family and social environments).

We apply the behavioural profiling process in

• Talent management;
• Personal development;
• Leadership & Management Development;
• Behavioural Profiling (individuals or in teams);
• Behavioural Analysis and Comparisons (including 360 feedback);
• Behavioural Change Management interventions;
• Coaching and specific skills development;
• Mentoring;
• Team development;
• Executive search;
• Recruitment and selection.

Parallax products identify both the existing behavioural patterns and the necessary behavioural patterns that enable organisations to improve performance and individuals to achieve their own desired outcomes.

It is accurate, comprehensive and reliable!

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Parallax behavioural profiling

Soy-Seré is proud to be the Accredited Licensee of StrategA (UK) Ltd in South Africa and through our strategic alliance we facilitate behavioural change in people resulting in sustainable performance improvement in your business.

Parallax provides accurate and reliable online behavioural profiling for organisations and individuals.

The unique nature of Parallax offers clear, comprehensive and safe insights into human behaviour.

What is StrategA?

• The brand name for a portfolio of easy to use, Behavioural Change applications.
• These behavioural change applications represent the StrategA Approach.
• The technology that underpins these applications is the StrategA Cube Model.

What is the StrategA Cube Model?

  • A behavioural model that is based on the structure of the human brain.
  • A ternary based model devised from the works of numerous scientists & scholars.

The Parallax cube in more detail:

Stratega cube
3Views
3Domains

The Parallax cube in more detail:

9frames
27aspects
27cells

Parallax generates all profiles from the same engine to provide consistency in the range. Pattern based behavioural profiles provide extensive multi-function, surface and deep level information in 3 domains. Type based and trait based personality profiles, by definition, limit themselves to a single domain.

What are the benefits and inevitable consequences of adopting this technology?

  • It operates in accord with up to date, biologically (brain) based epistemologies.
  • It reveals the obsolescence and limitations of psychologically (mind) based epistemologies.
  • The ternary-based approach reveals the serious limitations of all binary-based approaches.
  • It provides comprehensive behaviour profiles rather than simple personality profiles
  • It identifies incongruence in behavioural profiles and non-conscious processing patterns.
  • It provides more accurate, reliable and safer information and cost effective behaviour profiles

Parallax is a pattern based behavioural profiling system. It differs from type and trait based systems. Pattern based behavioural profiles reveal more useful and specific information than simple type or trait based personality profiles. Parallax offers organisations a range of 6 profiles from 8 pages to over 100 pages with one-on-one feedback.

Behaviour is more than personality. A behavioural profile indicates more than a personality profile. Behaviour is the interaction of 3 components, namely:

Mindset: How an individual interacts with the outside world.
Personality: How a person processes data internally.
Attitude: What motivates a person or prompts their actions.

Relying solely on the personality component will significantly limit the accuracy of the profile. At best the profile only indicates 1 of the 3 components of behaviour.

The personality component will influence certain behaviour characteristics. However, identifying this component alone will not give a complete picture of the behaviour patterns of an individual. At best, it will offer only a general impression. From this general impression, many so-called specialists draw up speculations to fill in the blanks.

On some occasions the speculations seem spot on, other occasions they are reasonable, but on some occasions they are totally inaccurate. Parallax does not speculate. Many organisations do not realise that many of the tools that they use have this very limitation. Organisations that make decisions based on totally inaccurate "speculation" leave themselves exposed to numerous hazards and dangers.

Parallax is a behavioural-based profiling system that avoids these potential dangers.

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toxic

Identification of Toxic and Nourishing Behaviours

Parallax provides profile reports that indicate whether or not the behaviour patterns of individuals manifest as either toxic or nourishing behaviour.

Toxic behaviours ultimately damage relationships and might be the potential cause of stress related illnesses within individuals. Nourishing behaviours ultimately improve relationships and enable those suffering from stress related illnesses to recover earlier.

The effects of toxic behaviour in the workplace will have significant impact on the performance of the organisation. Bullying is just one example of toxic behaviour in the workplace. Legislation indicates that all organisations have a duty of care towards their staff and must ensure that every member of staff is able to perform their role free from bullying. The key to a better working environment isn’t simply to employ staff that are all “the opposite to a bully” but to identify the behaviour patterns that neutralise bullying and encourage synergy.

The unique features of the StrategA Cube Model allow the Parallax engine to map the potential manifestation of toxic and nourishing behaviours.

Toxic behaviour will damage your business and cost you money if left unchecked. Specifically, toxic behaviours choke morale, stifle enthusiasm and impede performance By identifying and then reducing toxic behaviours you improve performance, save money and cultivate a fruitful workplace.

Stress related behaviour

Stress

Staff experiencing negative stress in the workplace do not produce fruitful results. Negative stress: "The adverse reaction people have to excessive pressures or demands placed on them at work." By tackling the causes of workplace stress you enable your staff to stay healthy, feel encouraged and equipped to deal with daily pressures and perform to the required business standards.

growth

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Performance Improvement

Negative attitudes, toxic behaviours or inappropriate working styles cause stress and impact performance. They trigger negative feelings, stifle enthusiasm and choke productivity. In a boom, you might choose to ignore such behaviour. In a recession you need to take action. You can't reap a harvest without planting the seeds. But don't plant the seeds until you have dug up the weeds.

By lifting the lid on your business and looking beneath the surface, Soy-Seré can help your business to identify and eliminate the weeds and also identify and plant the requisite seeds.

What could we do for your business, specifically?

  • Reduce toxic leadership and train leaders to develop empathy.
  • As you restructure, progressively fill each role with a suitable person.
  • Train staff to change their mindset and focus on customer needs.
  • Identify the talent that will invigorate business growth.

What are the benefits from ongoing performance improvement?

The change of attitude and behaviour increases motivation and productivity. Increased motivation and productivity underpin performance improvement.

Key

Personal development

Personal development involves a change in attitude and/or an improvement in competence. Successful businesses invest money to motivate past achievers - who have become non-achievers – so that they become achievers again. Businesses committed to sustainable performance improvement invest a lot of money to develop achievers into super-achievers.

Box

Let’s lift the lid!

For more information about Parallax and the significant differences and incremental benefits of the pattern based approach, please contact us

Let us help your business to advance from "staying afloat" to "doing well" to "thriving".

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CPA (Semi-structured interview) Career Path Appreciation (CPA) is a procedure for exploring and understanding the relationship between people and their working life. The purpose of an Appreciation is four-fold:
  • To strengthen the individual’s understanding of the way he or she uses judgment in making the decisions called for at work;

  • To arrive at a view about the scope of their judgment-making;

  • To consider the conditions that would best allow them to use it, now and in the future;

  • To increase the overall effectiveness of the organisation of which they are a part.

CPA is used
  • To assess capability. This use would be most likely at the individual’s point of entry;

  • By an individual at a point of uncertainty about his working life;

  • By an organisation, for individual and organisational development;

  • To pace increases in responsibilities with the growth of individual capability to the mutual benefit of the organisation and its employees.

In this role CPA provides a valuable adjunct to individual and/or managerial judgment about performance and potential for carrying greater responsibilities. CPA provides insight into an individual’s preferred approach to work as well as the type of work the individual feels comfortable doing in order to be in flow.

CPA does not provide any measured assessment of specialist/technical competence, personality or social/behavioural skills.

CPA is complementary to the full range of psychological tests and does not replace them.

Assessment centresAssessment centres provide the opportunity to assess identified and key competencies within a simulated work environment that represents the typical issues, problems and challenges a person will be faced with within the specific organisation.

This provides a very hands-on approach in measuring potential and identifying skills gaps through real work life simulations, such as in-basket exercise, planning exercise, individual and group leadership exercises, etc.

Generic or customised assessment centre content can be created to reflect the typical day-to-day activities within the organisation.

Typical assessment centre exercises will consist of
  • Written exercises such as in-basket exercises, planning exercises, and case studies;

  • Simulated exercises focusing on group and individual role plays;

  • Presentations.

360° Assessment and feedback Using scientifically validated and research Learning instruments provide a unique and hands-on opportunity for practical day-to-day assessments.

Combined with some of the other assessments available via radar, 360° assessments get meaning and really adds value to the growth and development of the individual.

With radar specific competencies could be assessed in a non-threatening way.

We can combine various assessments, based on your unique business needs, to ensure that the required outcome for your organisation is achieved in the most cost effective way.
  • Read and assess where you are now

  • Ask how the results impact on performance

  • Detect the performance gaps

  • Action implementation to close gaps

  • Review the results

Soy-Seré, with the wide range of assessment options and staff expertise and skills can assist you in selecting the most appropriate assessments, and implementing innovative assessment interventions within your organisation to achieve success in optimally developing your human capital.

radar benefits include:
  • Increased effectiveness in recruitment and selection;

  • Objective potential assessment;

  • Independent assessments;

  • Flexible assessment solutions.

A management tool that you will not find anywhere else.

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Training servicess We believe that interventions can only be deemed successful if a tangible positive outcome is visible and measurable in the workplace. Therefore our entire training course portfolio is custom designed for our clients.

The design of each course’s content integrates the content with the context of the workplace, and incorporates specific behavioural science methodologies such as adult learning techniques, experiential learning, accelerated learning techniques, etc. to ensure retention and skills transfer into the workplace.

Some of our niche training areas focus on

  • Business and entrepreneurial skills;

  • Coaching and mentoring skills;

  • Line managers as coaches;

  • Recruitment and selection skills;

  • Job burnout;

  • Emotional intelligence and personal mastery;

  • Sales and customer care service;

  • Facilitation and presentation skills;

  • Communication skills;

  • Team development.

We also offer unique training opportunities to become an internationally licensed consultant in the following behavioural sciences tools and assessments:
  • Language and Behavioural (LAB) Profile consultant;

  • iWAM professional or associate consultant.

We provide train-the-trainer opportunities in the following areas:
  • Team building, using a unique Internet-based behavioural profiling tool;

  • Facilitation training;

  • Presentation skills.

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Consulting servicess Our consulting services focus primarily on :

Organisation/culture or team surveys.

Soy-Seré Coaching & Consulting can use existing assessments, or develop unique assessments customised for your organisation to measure team and/or organisation climate, culture and values.

Using the traditional culture/climate assessments do not really get to the heart of the matter.

We have a unique management tool which is the only assessment available that measures the integration between job satisfaction and job achievement (performance), that also reflects the values, climate and culture within the organisation.

Consulting and change management interventions to support such surveys can be facilitated to ensure sustainable change.

Business and organisation strategy development (Workshop facilitation)

Unique facilitation processes have been developed to assist organisations in developing strategic planning sessions to determine their future focus areas.

Such strategic workshops or sessions can be facilitated and taken top-down to all levels within the organisation.



Entrepreneurial development.

We can facilitate the development of new entrepreneurs in the world of business. Focus of this consulting is on:

  • Business plan development;

  • Development of practical measures;

  • Alignment of self with business strategy – development of the correct and supported mindset to act as an entrepreneur.

Change management

Soy-Seré Coaching & Consulting is in the position to assist and facilitate total change management interventions, the implementation of new systems or processes where change is required and it is essential to ensure alignment of people with the change.

Change interventions could involve the following:
  • Change project definition based on change drivers;

  • Gap analysis exercises/surveys (current state versus the desired state);

  • Stakeholder analysis and strategy;

  • Communication strategies;

  • Change readiness assessment;

  • Change measurements;

  • Project management.

We can assist in the identification of the change gaps – develop, implement and facilitate the change process as well as measuring the success of the change. Such change interventions can be focused on individual, group/team as well as organisational level.

Organisational mapping

Aligning people with positions, roles, systems and business processes forms a crucial part of any organisation’s success. Soy-Seré Coaching & Consulting can, through the implementation of various scientific tools and processes facilitate such alignment interventions in the following areas:
  • Mapping people to work;

  • Mapping of organisational structures;

  • Mapping of business processes.

Optimising human resource competence and performance
(Productivity enhancement)

Through facilitation processes we can ensure alignment of people with the business by focusing on competence mapping, roles, responsibilities and the mapping of business processes and practices. This ensures that expectations of desired output and performance is discussed and agreed upon as well as measured to ensure continuous performance and improvement.

Focus in this area is on Quality, Business Processes, Work Operating Procedures and Best Operating Practices as well as Performance Management Systems.

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Team building and developments Our intention is to deliver the highest standard of team building facilitation in accordance with the specific context and group dynamics of the individual while still focusing on the organisation’s needs and specified outcomes.

Soy-Seré Coaching & Consulting uses various technologies during team profiling and team development interventions, such as

  • Assessment of each individual team member’s preferred thinking styles and patterns, using a behavioural assessment instrument(s);

  • Compilation of a team profile based on the individuals’ results;

  • Assessment of the team’s value system;

  • Determining of the group standard or even the organisation standard, and comparing individuals against that standard;

  • Depending on the need and situation, various learning instruments are combined and used to ensure sustainability and continuous team improvement.

The design of each team’s training content integrates the content with the context of the workplace, and incorporates specific behavioural science methodologies such as adult learning techniques, experiential learning, accelerated learning techniques, etc. to ensure retention and skills transfer into the workplace.

Team development commences with a process of analysing the team and what is happening on the shop floor within the team. The “real life” information is used to design and structure a team development programme measuring where they are now and where they need to go, with clear and agreed upon desired outcomes. Continuous measurement and interventions will be facilitated until the team has reached the desired level.

Team interventions are uniquely designed to ensure alignment of individual and organisation goals.

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Individual profiling Not education. Not experience. Not knowledge or intellectual horsepower. None of these serve as an adequate predictor of why one person succeed and another doesn’t.

Employees need to become aware of their own thinking preferences, what motivates them and what their attitudes are within the workplace.

This will result in a new level of self-awareness which will positively impacts performance. Individual profiling can be used for

  • Self-awareness;

  • Individual development;

  • Leadership development;

  • Succession planning;

  • Training;

  • Recruitment and selection;

  • Change management;

  • Mergers and acquisitions;

  • Organisation restructuring;

  • Employee wellness – wellness of the mind.

Some of us struggle along a two-lane country road, while others have built a five-lane super highway. Does enough traffic flow on your highway to ensure emotional intelligence? Knowing your thinking preferences provide you the ability to stay aware of your emotions and manage your behaviour.

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Team coaching and profiling. The focus of team development is on developing high performing teams, and optimising of the team’s inherent potential within your organisation. Team development commences with a process of analysing the team and what is happening on the shop floor within the team.

The “real life” information is used to design and structure a team development programme measuring where they are now and where they need to go, with clear and agreed upon desired outcomes. Continuous measurement and interventions will be facilitated until the team has reached the desired level.

Team development is thus not a once off event but a process, and therefore follow-up services form an integral part of the overall process. Team development focuses on

  • Self-discovery;

  • Self-responsibility;

  • Group dynamics and relationships;

  • Performance requirements and measurements;

  • Achievement of results.

Various team orientated technologies and learning instruments are combined and used in such interventions to ensure sustainability and continuous improvement.

Team interventions are uniquely designed to fit the specific needs of the team and organisation.

 

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Recruitment and selectionn

For the organisation – small or big

  • Do you want to optimise your return on investment in learnership recruitment?

  • Do you really know what to look for when the candidate has no experience to relate too?

  • What do you currently use to predict your success?

  • Is your recruitment and selection process objective?

  • Do you attract the right person?

  • Do you have some square pegs in round holes?

Soy-Seré specialises in recruitment, training, coaching and consulting. We offer expertise in delivery of new and creative solutions aimed at optimising and maximising worker performance.

Our recruitment expertise lies in the objective and scientific assessment of potential candidates for a position. We also have unique ability to scientifically develop a Model of Excellence for a specific position against which future candidates can be compared. This is not a model based on averages, but on real life exemplars from within your own organisation. Our aim as recruitment specialists are to provide you with as much information as possible in order for you to make an informed decision during recruitment and selection. We want to add value to your recruitment process.

We have expertise to assist you in all aspects of recruitment, such as :
  • The design of a recruitment process;

  • Design of adverts to attract the right people;

  • Placement of adverts;

  • Response handling – from just handle responses to a fully-fledge recruitment agency

  • Service which include:

    • Unique reference checks;

    • ITC checks;

    • Initial screening interviews;

    • Short listing;

    • Join your recruitment process as third, independent party;

    • Unique workplace assessments;

    • Development of Models of Excellence;

    • Providing line manager support in making final decisions;

    • Comparing candidates;

    • Handling job offers and rejections on behalf of your organisation.

  • Potential assessments.

We offer a range of unique recruitment assessment tools that are available as a consultative service or as a stand alone package, where we train your HR practitioners as well line managers to utilise the most cutting-edge technology available for recruitment and selection.

Our recruitment service focuses on all levels within an organisation, from entry level to senior executives.

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What makes us different? We utilise a unique range of motivational and behavioural profiling assessment tools which complement any recruitment and selection process.

Do you know the right questions to ask to establish the candidate’s technical potential? Probably your answer would be “Yes.”

Do you know the right questions to ask to establish attitudinal and motivational fit within the job or company? Probably your answer would be “No, not really.” You need two things. You need to know the right questions to ask as well as how to decode it.

By using professional job profiling tools you eliminate any guessing about will it be the right person or right fit. You may also avoid costly decisions. You will focus on getting the right person for the job – objectively.

Job profiling tools provide information about the attributes a person possesses. What make our profiling tools unique is that they focus on the work/job context; they are context specific. That is why we can predict behaviour and the level of performance in the workplace – because that is our focus.

Knowing the technical knowledge and competency of someone is one thing, although it doesn’t indicate what the level of performance will be. By adding another dimension, knowing how a candidate are likely to respond, what motivates and drive the candidate and how the candidate needs to be manage, will give you additional information to make a better decision. Combine this with a Model of Excellence and you can’t go wrong. This is surely better than any reference and of more value to you in your decision-making process.

We offer different profiling tools, namely the LAB Profile (interview-based), iWAM (Internet-based) and CPA (interview-based).

The Language and Behaviour (LAB) Profile is an interactive behavioural analysis tool used to do behavioural profiling directly or indirectly, during interpersonal interactions or remotely, (profiling at a distance) based on minimal information. It is a series of precise interview questions that can be easily applied. By asking specific questions, formally or informally, the specific meta-programs or thinking preferences are determined. You have the opportunity to verify responses and even go deeper into what motivates a drive a person in the workplace.

iWAM objectively measures and describes 48 attitudes and motivations that relate to behaviour and impact on a person’s performance at work which can be classified within 16 different groups. It measures work motivation and attitudes within the workplace via the Internet (online assessment) or paper.

Having access to various reports allows you to compare individuals – seeing where they are the same or different; what strengths are there to build on and areas of development that are required, how the person should be managed; when interacting with someone what coaching should be done to enhance that interaction; what the team’s profile looks like and where the gaps are. This is the most comprehensive and precise profiling tool available.

We offer training course available on two levels addressing the needs within the recruitment and selection, staff retention, staff motivation and staff management fields. Training courses are customised to need specific customer requirements.

Career Path Appreciation (CPA) is a procedure for exploring and understanding the relationship between people and their working life. The purpose of an Appreciation is four-fold:

  • To strengthen the individual’s understanding of the way he or she use judgment in making the decisions called for at work;

  • To arrive at a view about the scope of their judgment-making;

  • To consider the conditions that would best allow them to use it, now and in the future;

  • To increase the overall effectiveness of the organisation of which they are a part.

CPA is used:
  • To assess capability, and this use would be most likely at the individual’s point of entry;

  • By an individual at a point of uncertainty about their working life;

  • By an organisation for individual and organisational development;

  • To pace increases in responsibilities with the growth of individual capability to the mutual benefit of the organisation and its employees.

In this role CPA provides a valuable adjunct to individual and/or managerial judgement about performance and potential for carrying greater responsibilities.

CPA does not provide any measured assessment of specialist/ technical competence, personality or social/behavioural skills.

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For the individual
  • Are you considering making a career change but not 100% sure what to do?

  • Do you really know why you are unhappy in your current job?

  • Do you know what you are looking for?

Soy-Seré specialises in recruitment, training, coaching and consulting. We offer expertise in delivery of new and creative solutions aimed at optimising and maximising worker performance.

As private individual wanting to make a career move, we can assist you by :
  • Putting you on our database;

  • Link you up with organisations looking for your skill and experience;

  • Helping you understand why you are unhappy in your current job;

  • Helping you to understand what helps or sabotage you in your current job and what will in future job that you aspire;

We make use of the latest cutting–edge technology and methodologies within the cognitive sciences field and can via an interview or online assessment measure your preferred thinking preferences. These preferences determine your behaviour which ultimately drive your performance.

We offer two different profiling tools, namely the LAB Profile (interview-based) and iWAM (Internet-based).

The Language and Behaviour (LAB) Profile is an interactive behavioural analysis tool used to do behavioural profiling directly or indirectly, during interpersonal interactions or remotely, (profiling at a distance) based on minimal information. It is a series of precise interview questions that can be easily applied. By asking specific questions, formally or informally, the specific meta-programs or thinking preferences are determined. You have the opportunity to verify responses and even go deeper into what motivates a drive a person in the workplace.

iWAM objectively measures and describes 48 attitudes and motivations that relate to behaviour and impact on a person’s performance at work which can be classified within 16 different groups. It measures work motivation and attitudes within the workplace via the Internet (online assessment) or paper. Having access to various reports allows you to compare individuals – seeing where they are the same or different; what strengths are there to build on and areas of development that are required, how the person should be managed; when interacting with someone what coaching should be done to enhance that interaction; what the team’s profile looks like and where the gaps are. This is the most comprehensive and precise profiling tool available.

The Identity Compass assessment consists out of two independent assessments, but which could also be combined to obtain unique results.

The first assessment, the Professional Edition measures 51 meta-programs or thinking styles, personal motivations factors and their realisation, the method of information recording and processing as well as personal assets (skill sets). From that a multi-layered, precise personal profile results.

Unique to this assessment is the identification of job burnout.

The second assessment, JobMotivation Edition is a scientifically founded instrument to analyse jobs. It considers all newer theories and models concerning job motivation. With this assessment it is possible to assess your levels of job satisfaction at work and job achievement in a scientific way. With this assessment the actual climate within the team or organisation are reflected. The only tool measuring the integration between job satisfaction and job achievement.

With the integration of these two assessments, you can really understand your happiness or unhappiness at work.
 

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Any questions?

Should you require any information, please do not hesitate to send an email to:

info@soysere.com