| |
| |
antropogogia |
| |
Our reason for being: to develop the full potential of the human being |
|
|---|
| |
what we do
| Life Coaching and Career Guidance |
|
|
| |
|
|
| we orient people in times of personal or interpersonal crises such as career choice or transition and/or aspirations for change and growth, seeking to achieve a comprehensive personal balance – physical, intellectual, emotional, spiritual, functional, relational – through process like: |
 |
|
| |
|
|
self-awareness of preferences and innate characteristics, supported by tools based on Jung 's theory of psychological types,
|
|
|
interpersonal relationship analysis and perceived impacts, supported by 360° perception tools, mock interviews and public presentations,
|
|
|
assessment of the skills and potential, vis-à-vis demands and opportunities in the labor market and in the current job,
|
|
|
review of academic and professional achievements, motivations for decisions in past years and its consequences,
|
|
|
definition of development objectives, identification of barriers to overcome and the alternatives to be explored, considering pillars of personal transformation, such as the motivations and values , availability of time and the willingness to personal sacrifice,
|
|
|
short and long-term planning, short-term actions monitoring, helping to overcome the inertia and initial difficulties, and develop self-confidence to continue independently.
|
|
| |
|
| |
|
|
Assessment, Development and Retention of Talents |
|
|
| |
|
|
| assessment processes, focusing on preferences, skills and potential, supported by instruments for self-knowledge, 360 ° perception, benchmarking and organizational climate surveys, |
 |
|
| |
|
| risk diagnose of key people unwanted attrition, and potential successors nomination, highlighting their strengths and areas for development, |
|
| |
|
| customized programs for talent development and retention, monitoring the results evolution, and supporting recognition and reward actions, |
|
| |
|
| behavior change programs, including team building and conflict management workshops, promoting convergence of interests and complementarity of preferences, |
|
| |
|
| coaching processes, seeking to combine the interests of the company, the manager and the participant (coachee), |
|
| |
|
| mentoring programs, taking advantage of the experience of the seniors executives for knowledge transfer and expected behaviors role modeling. |
|
| |
|
| |
|
|
Cultural Architecture and Corporate Governance |
|
|
| |
|
|
| strategic goals alignment and cultural change programs, including review and/or assimilation of the vision, the aims and the values of the organization |
 |
|
| |
|
| organizational structure evaluation and adjustments advices for better adherence to strategic objectives, through leadership succession/transition, M&A or natural growth circumstances |
|
| |
|
| assignment recommendation to have the right people in the right job position, in order to increase effectiveness and efficiency, in benefit of all stakeholders |
|
| |
|
| corporate governance design and implementation, including formal bodies, rituals, roles and responsibilities, levels of authority, in accordance with best practices and the situation of the company |
|
| |
|
| decision making optimization on board of directors meetings, based on a gradual process starting with a collegiate self-assessment up to cross evaluation between board members |
|
| |
|
| family businesses support to formalizing the shareholders agreement, to optimizing the corporate structure, organizing family assembly and/or family council, and to implementing the family office |
|
| |
|
| |
|
|
| |
|
|
| |
|
|
|
|
|---|
| |
|
|
|
|
