Every company can make itself more competitive by understanding the changes in the market in which it operates and its capacity to evolve. Success therefore depends on the people doing their jobs within specific functions/divisions: implementing the processes and strategies that will obtain company goals is therefore key. Three factors are fundamental to doing so: having resources with the motivation to excel in their role, with the skills to produce the desired results and with the capacity to integrate and manage the work environment. At all levels, by assessing the staff in question, you can obtain their level of skills and, based on this, what type of training or coaching is required to optimise success.


Skills assessment

Different people have different skills and they determine how they perform an activity. Some of the most important skills include:

– Cognitive skills (creative thinking, strategic thinking, project thinking, fast learning, etc.);
– Relational skills (observation, listening, relationship, flexibility, communication, etc.);
– Managerial skills (operational support, motivation and managing collaborators, etc.);
– Achievement skills (goal setting, problem solving, self-motivation, self-efficacy, etc.);
– Emotional skills (stress management and emotional stability, managing change, etc.);
– Persuasive skills (approval, sales, negotiation, consultancy, etc.).

Skills assessment is required to: define which training courses and coaching are required to improve and get the desired results, identify high potentials, optimise and efficiently manage resources, provide support during the search, selection process and re-allocation, company reorganisation.

Business and Executive Coaching

Coaching is a process focused on discovering and boosting the personal and professional potential of staff such as to improve performance and meet the desired goals. Coaching operates on four levels that identify the best performers independently from their role: motivation and suitability for the role, goals and direction, criteria to assess own work and that of others, self-corrective strategies. The coach and the coachee form an alliance and plan a process of mutual evolution together. The length of the journey, the frequency and the duration of the sessions are agreed together to maximise learning and shared, when present, with the committee of reference sponsoring and overseeing the coaching project.



Skills assessment reveals various areas of improvement on which the company invests such that the people in the current or future role, transversal or vertical, can entirely fulfil and get the results you want. A4 Personal SA has a Catalogue of courses as well as courses On Demand to develop transversal skills both for staff not yet employed by the company, to improve their entry into the workplace, and for staff already working for the company, to bring their skills up-to-date or requalify.


A4 Personal SA is known for:

– Creating and maintaining over time a relationship based on trust with the companies it collaborates with;
– Managing its business in full compliance with the law and therefore protecting the companies and professionals it collaborates with;
– Guaranteeing its professionals have the skills to fulfil the role they play in the company;
– Ensuring its employees develop their motivation, skills and results through professional qualifications and their involvement in meeting the goals you want;
– Setting a benchmark for Swiss companies that really want to succeed!

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