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“Assessment”,  literally speaking, might have negative implications but without a proper understanding of the starting point it is highly ineffective to make a change and drive toward a desired outcome. This refers to the both: individuals and organisations.

We conduct thorough tailored assessments of the following: 

  • Leadership practices
    Following Peter Drucker: "Management is doing things right; leadership is doing the right things", leadership plays a vital role in the company's "be or not to be". Organisations may miss some leadership practices but may not know exactly what practices are missing. The assessment will help to define what leadership practices and thus behavious still need to be enhanced and in what degree. The assessment proccess will help to define the leadership gaps and will lead to the development of the ODP (Organisational Development Plan) and/or IDP (Individual Development Plan). 


  • Organisational culture
    Not only successful strategies but also an organisational culture seems to be a driving force of the modern company. Values, beliefs, preferred behaviours either make people attracted and finally committed or reverse, they make them completely discouraged. Ducpoint offers an assessment of the exisitng organisational culture vs the desired culture. It proposes a follow up plan accordingly. 


  • Team assessment
    Teamwork, and not individual achievement, is the preferred mode of work by the companies. Members of the cohesive teams trust one another, can egnagage into the constructive conflict, always commit to the actions and decisions made, hold accountaility for delivering against the results and focus on achieveing collective targets as opposed to the individual targets. 


  • Employee engagement
    Employees want to be fulfilled in their jobs. They will however not be fulfilled if they are not known to others in the organisation and not individually appreciated; if they do not know how their work impacts the lives of others;  if they cannot assess their own level of performance and success. Our assessment will help to identify the strongest and the weakest dimensions of the employee engagement.  The follow up plan will be proposed accordingly.


  • AC/DC (Assessment Center /Development Center) 
    Asessment Center (AC) and Development Center (DC) are the processes employing multiple techniques and multiple assessors to produce judgements regarding the extent to which a participant displays selected competencies. Assessment Center (AC) is meant to take critical decisions like selective or rejecting a candidate for recruitment, for promotions and appraisals etc. whereas Development Center (DC) is meant to assess potential, to identify strengths and development needs and the end result is a well documented individual development plan for each participant.

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