Excerpts from testimonials

Particularly, I would like to emphasise the suitability of the Identity Compass for determining the potential to function as an executive… From my experience, the Identity Compass gives here very good hints as to whether or not any potential exists, and on which topics to focus coaching so as to optimally prepare for the assumption of an executive position.

Monika Weitze, HR Development
Allianz Insurance AG, Germany

… I have experienced the Identity Compass as an enormously helpful tool, which can even help in dead-end situations (to find solutions and to put them into practice)… Also, in looking back, I can realise, that, from my point of view as a member of the work council, there is no objection at all to using the Identity Compass. I can encourage anyone to utilise this tool as extremely useful for all involved, especially for use inside the organisation for recruiting purposes.

Carsten Körner, member of work council, Germany

I am delighted to hear how amazed Executives are at the accuracy of the Identity Compass.

John Hunter-Murray, Executive Coach, India

The information obtained by the Identity Compass is especially relevant and can be used at the personal level and in the organization too (to evaluate for employment/promotion and for establishing an individual development plan). It can provide to managers data about the motivational profile of employees and can help to build high performance teams. It is an instrument that is easy to use …

Mara Manea, Training specialist
Coca-Cola HBC Romania

… We received tremendous positive feedback with all users and candidates assessed by the Identity Compass, as the IC results reflect accurately personal perceptions (and assessment) of the candidates. According to our experience, this is due to the individual design of the test, so that a highly differentiated picture is provided through surveying the thinking structures of the candidates. This ensures a very precise analysis of candidate strengths and weaknesses as related to required job profiles …

Klaus Achtelik, Director HR
Phoenix AG, Germany

… Young executives can imagine their horizon of development… teams can immediately realise (through team contrast) their resources and potential areas of development and learning (improvement). When designing teams, we are able to define a required profile that is much more precise… For conflict management, the causes are easier to be researched (targeted) and made more understandable for all those involved… Due to the Identity Compass, we are able to evaluate the learning goals with more accuracy than ever before in seminars and other supporting measures, and by quantifying the desired changes (improvements) with the Identity Compass, we have more opportunity to optimise and control the success of learning… The Identity Compass has become a superior instrument in our daily work, that makes our efforts significantly more successful. After four years of use, we can duly say the effects are tremendous.

Frank Fiedler, Trainer and Coach
Motio, Germany

We use it (the Identity Compass) in recruiting processes, where it is a valuable as a tool for selection and pre-selection of candidates, as well as for the evaluation of the advancement potential of our employees. For the design of project teams it gives the critical hints of the corresponding or mis-matching thinking and working styles of the participants… It did extremely well in registering in all areas from external candidate to long-term employee. All those who took the IC recognised themselves in the results in an astonishing way and felt like the IC evaluated them properly and they saw themselves in the results. This leads to a very high level of acceptance of the test… We are duly convinced we have with the Identity Compass an excellent instrument for the analysis and the evaluation of potential of candidates and current employees. We are eager to see its further development.

Klaus-Michael Schunk, Head of HR Management / Enterprise Projects
KarstadtQuelle AG, Germany

Easy to use and absolutely precise!

Herbert Aufreiter, Management Consultant, Germany

The Identity Compass is always a very appropriate basis from which to evoke personality oriented future models (for development) such as: areas for career development, questions of leadership ability and style, value assessment to the organisation (team) and similarly very specific and concrete requirements for position development… In coaching, the Identity Compass is broadly accepted for sure. The clients have, with the written and graphic evaluation presented by the Identity Compass, a document in their hands that they can reread at later times to deepen their understanding of themselves …

Alexander Prinz zu Schleswig-Holstein, Outplacement Consultant
HOLSTEIN:CONSULT, Germany

… The team contrast/analysis convinces …

Heinz Kurt Pletscher, Global Head of Travel Services
Swiss Reinsurance Company, Switzerland

… The survey is great. A diagnostic tool that convinced me …

Dr. Toni Nadig
Thomson DBM, Switzerland

… Thanks to the substantial thinking-preferences surveyed, we succeeded in aligning the expectations of our candidates with the required profiles of the available positions in an accurate way. Miscasting of positions and false expectations by candidates and HR departments were avoided …

Dr. Jürgen Seifert
Academy Team of the Federal Agency for Employment, German

Arne Maus* About The Genesis of The Identity Compass^®

In the year 1995, I was asked to give training about structures of thinking, called “meta programs” in NLP, the first time. My claim as a trainer was to only give a talk about what I have understood before. Now there were some questions about these structures of thinking I could not answer. All trainers I asked as acknowledged experts unanimously said to me: “Arne, what you ask is nonsense. Those are simply the wrong questions in that context. Therefore there can be no answers.” After having heard that from a half dozen of trainers I slowly began to believe them. God thanks not actually. Because when having met Robert Dilts, the leading head in NLP worldwide, I courageously asked him the same questions and surprisingly became a different statement: “Interesting questions, Arne. I have no answers too, but I believe there ought to be some.”

This was the beginning of a fruitful co-operation between Robert and me. He provided me extensive research material that partly has not been published up to now (March 2002). After that I developed a first version and made first tests. At the same time I made another important contact: the one to Bert Feustel. He, too, provided me with extensive material.

Then there was the time of telephone calls between Hamburg (me) and Munich (Bert). In discussions about single words lasting for hours the Identity Compass^® little by little took shape. Parallel to that the programming started in October 1998. Relieved I was told by the programmers that all what I wanted to have programmed was very simple and that it would be finished within 14 days. Well, I think I was a little bit too credulous in that case (or did I simply misunderstood or did the programmers mixed up something???). Because only in June 2000, that means after almost two years, there existed a really functioning version. And we still kept working on it to enhance it. In March 2002 after a development time of more than six years and three and a half years programming it is the product, I always had in mind. Three programmers gave their best and it is an absolutely convincing product now.

In the end of 1999 I presented that software to Robert Dilts in a beta version. He was very astonished about what I could show him there because we had not seen each other for a year. He was as enthusiastic as all the others who had seen the software and the questions.

Due to the scientific evaluation the Identity Compass^® was enhanced too, so that it is in compliance with strict scientific rules. For me, it was a very nice credit after four years of development and all the work the project is made of, that all are enthusiastic about it. Also the trainers who said to me in 1995 that my questions were nonsense meanwhile are convicted the other way round. They, too, now believe that there must be correlations between single structures of thinking and that they can likely be derived from each other even when they know as little about it as me. But I am thoroughly convinced that the Identity Compass^® will deliver us the answers to those questions. Some hints it already gave to me.

Hamburg, March 11, 2002

*Arne Maus is founder of the Identity Compass InternationalGmbH

The Identity Compass^® 360 Degree Edition is based on Behaviourally Anchored Rating Scales (BARS) and is used as tool to review performance. It is very short, very precise and very convenient. It takes about 5 minutes to answer the questionnaire. And afterwards, you have a profile with 10 scales:

• entrepreneurial

• with integrity

• motivating

• willing to perform

• informing

and scales showing the respective opposite. The data are coded, encrypted and anonymous. The scoring takes a few seconds via the internet – any time from (almost) any place, just as with all other versions of the Identity Compass^®. It is possible to contrast the feedback of several persons.

The JobMotivation Edition is a scientifically founded instrument to analyse jobs. It considers all newer theories and models concerning job motivation. Due to the JobMotivation Edition it was possible to prove the correlation between satisfaction at work and achievement in a scientific way the very first time. This was realized by making a distinction between factors that de-motivate and factors that motivate.

• Personal Benefits

  • Registering the actual job’s realisation and development potential
  • Optimal link between job and person by combining JobMotivation Edition and Professional Edition

• Benefits for Enterprises

  • Shows the actual climate within the organisation
  • Valid results concerning the contentedness and motivation at work
  • Increase of the company’s success by motivated and contend employees

• Advantages of the JobMotivation Edition

  • Detailed analysis of the factors of job motivation and contentment
  • Knowledge as basis for operations to develop the organisation
  • Analysis of the employees’ expectations of the future

This version poses situation specific questions concerning the job context. That results in a complex and precise personality profile in a job frame. The evaluation of the Professional Edition provides a complete survey of:

• Perception (11 subscales)

• Motivation Factors (9 subscales)

• Motivation Processing (11 subscales)

• Information Processing (20 subscales)

The professional Edition shows which preferences people have in thinking and acting, which are their personal object and preservation values, how they seize and process information, what factors motivate them? Completing the Professional Edition takes about 45 minutes. Analysis takes place immediately via Internet.

• Applications:

  • Mergers
  • Entering new markets
  • Leadership
  • Motivation
  • Recruitment
  • Personnel development
  • Solving problems in teams
  • Ideal team design
  • Coaching
  • Outplacement
  • Advertisement
  • Training

The PreScan Edition supports the effective choice of applicants. Generally, it is rented to enterprises based on an annual fee. The PreScan Edition inquires (online) about:

• Hard facts:

  • School education and diploma
  • Professional education
  • Personal experience
  • Other qualifications

• Soft Skills

  Preferences in thinking from the following sectors:

  • Motivation Factors – Motives (3 subscales)

  • Motivation Processing – Success Strategy (3 subscales)

  • Information Processing – Working Style (2 subscales)

  The hard facts will be adapted to the enterprise’s individual needs. Completing the PreScan takes about 8 minutes. Analysis takes place immediately via internet. Thereby the enterprise gets a first significant preview of each applicant and thus can decide on the following procedure better and easier. For instance, it can invite an applicant to fill in the Professional Edition.

• Advantages of the PreScan Edition:

  • Reducing costs when testing applicants
  • Fast reaction to interesting applicants
  • Information of a higher quality

Nowadays, forced by globalization and the enormous pressure to reduce costs, new instruments are being searched to reduce personnel costs. After setting free personnel in order to do so there is now even a lack of personnel in some areas. Thus, the quality of the employees is a more and more growing criterion for success.With this background, the utilization of personality profiles for suitability diagnoses gains importance. The investments to find suitable and qualified employees are to be kept low and effective right from the start. To avoid wasting money, there is the need of a precise analysis with valid results for the applicant and the job gap to be filled. The Identity Compass^® finds this optimal relation.

Reducing Cost

The Identity Compass^® supports the necessary fixing of job specific requirements. The test of the applicant is performed directly at the computer. Personnel managers can concentrate their time on the final selection of particularly interesting and most suitable applicants that way. The software helps to have lower expenses with the test based aptitude diagnosis while increasing the quality of the analysis and its objectivity. With that, a requirement-orientated test method for job placement is also within the means of medium sized companies.

More …? please contact RaVisie.