News

AI in Everyday HR

This year's expert forum will take place on July 4th under the motto "AI and Art at TWIST."

We are looking forward to an exciting lecture by Prof. Patrick Glauner (Professor of AI, consultant for government agencies and companies throughout Europe) and three subsequent workshops: "AI for Beginners," "AI in Everyday Business Life," and "AI for Visionaries and Skeptics." The event will be rounded off with an art opening.

SDW – Self-Directed Development Workshops

This year, we are once again implementing our intensive coaching model, the “Self-Directed Development Workshop (SDW),” which we developed in 2023, with great success and pleasure in various companies:

It is a self-responsible “check-up,” based on the company competency profile, conducted together with a coach. The target group is managers who actively seek support and are prepared to take on a high degree of personal responsibility. The SDW approach can be particularly helpful in identifying where “treasures” can still be unearthed or determining the direction someone would like to further develop.

The coaching room at TWIST where the SDW workshops take place

SDW pit stop: self-assessment in preparation for the "key takeaways collection"

What exactly happens during the two intensive 4-hour coaching sessions at TWIST?

• Two online test assessments are completed in advance (BIP and CWQ “Culture in the Workplace Questionnaire”). Both tests are excellent for mapping individual test results to almost any competency model. The senior consultant uses the competency profile relevant to the participant group (with all its behavioral anchors) and prepares to play the role of Advocatus Diaboli for the participant's subsequent self-assessment.
  

• The first session begins with a guided self-assessment based on the competency model. The participant evaluates themselves and has the final say, while the coach plays Advocatus Diaboli (e.g., "You rated yourself very highly in leadership. In the CWQ, you showed a preference for a hierarchical, top-down management style. Could it be that some of your employees sometimes find you too authoritarian? Shouldn't we lower the rating a little and pay particular attention to this during coaching?"). By the end, all competencies have been reflected upon and a self-assessment has been created, which the coachee can validate by actively seeking feedback from their line manager and/or other people (employees and interface partners). The participant then has the opportunity to work with the coach on a topic that is particularly pressing at the moment using the previously created strengths/weaknesses profile. The final summary of the first session ("treasure trove") contains tips and results for all relevant competencies, as well as specific strategies regarding the most pressing conflict or topic.

• In the second session, the reality check on the self-assessment and "treasure trove" list (what has worked and where to continue/do something else) are discussed first. Further topics that have arisen, or previous topics, are then discussed in greater depth.

• In both sessions, we work with appropriate, highly individualized methods (e.g., role play, motivational speeches to the team, conflict and organizational analyses, lifelines, intercultural topics based on CWQ results, etc.).

The Goal: To use the greatest leverage to help the participant throughout the year.