Bertschi
Consulting, the fine
ART of Human Resources
The founder, Jean-Jacques Bertschi (JJ), is a senior Swiss HRM (human resources management) expert with mostly European and some worldwide experience & practice. His special expertise:
- individual executive assessment
- long
range career management
- management (turbo) team design
BC has answers
to 4 BIG HR questions:
FIRST:
The
Individual
Assessment is a professional and unbiased tool. THIRD:
Are you interested in a competent „third opinion“ to support an important
personnel decision?
SECOND:
Would you personally like to establish a „balance sheet“ of talents &
assets before making vital career moves?
Do
you want to increase team performance or do you expect a management team
to perform from the start?
FOURTH:
Do you
want to optimize the sharing of roles and tasks in a demanding (strategic?)
project team?
This
is Bertschi Consulting:
Jean-Jacques Bertschi, Ph.D.
Senior
HR executive in banking & insurance BERTSCHI CONSULTING Fon
41 (0)44 201 66 33
Lecturer for Management Development
TMS ® and HBDI ® Trainer & Coach
Weinbergstrasse 109
CH-8006
Zurich
E-Mail: jean-jacques.bertschi@bluewin.ch
Inform yourself on: www.bertschi.co
Bertschi
Consulting: Assessment of Potential
Do
we agree upon the 3 strategic "P": people, people, people?
We usually do. But do
we really put into action the strengths and preferences of our staff -
of every single individual?
We do not (or we rarely do). What a rewarding challenge for entrepreneurs to do
better! Assessment
of potential and performance measurement are the keys to effectiveness
when speaking about the management of our most valuable resource,
consisting of HR selection, HR development, HR planning, HR
controlling. Bertschi Consulting is able to implement YOUR vision -
entrepreneurial, goal-oriented and tailor-made. Individual
Assessment: reliable, flexible and target-oriented Who
fits best?
Get your support when decisive nominations of key managers
are at stake! Your starting point: a professional job description. What
are my assets?
Overall review („balance sheet“) of your current
situation/position - matching your talents, capabilities, experiences
...and reflecting the labour market Where
shall I go?
Career
counselling: thorough and broad evaluation of
possible professional activities and careers paths. Your starting
point: a professional assessment.
Assessment
Centers services: YOUR key to HR strategy Profiles.
Establishing
strategic success criteria (core profiles) in order to build up and choose the key
managers of tomorrow Forms.
Conceiving, shaping, testing or reviewing your company assessment center precisely
focusing on your real, precisely defined needs Support.
Adding
value to your internal or external assessment center as a facilitator,
an assessor or a coach. Management
Development tools: YOUR key to the future More
effective selection, development and assignment through surveys of
potential on 2 to 4 levels More
flexibility through developing in-house career principles for staff
members, managers, executives More
career information through practical checklists outlining the „musts“
for key positions More
effective MD tools: decision-oriented summaries & surveys of current high
potentials/successors Team Design Assessment
of potential and performance measurement are essential prerequisites
to effectively manage and develop a team. Team Design makes the
competitive advantage, because it enables you to put together your
work groups and your project/management teams according to the
individual profiles, i.e. the real work preferences and capabilities
of the team members. It is kown that successful teams - primarily - are fully aware of the „anatomy“
of their assets and adjust their roles and working processes
accordingly.
Bertschi Consulting initiates and coaches your steps towards an
effective and fascinating team management approach. It decisively
increases the „RoP“ (return on human potential) of your company. Management
Team Design: how to make full use of team power Revealing
assets & potentials within boards of directors, executive boards
and management teams Focusing
on these assets & potentials when assigning roles and tasks within
the team Redesigning
management processes (deciding, communicating, implementing,
controlling).
Project
Team Design: how to avoid specific HR risks PT
choice:
higher quality, shorter processes and more fun through an optimal
array of team members PT
roles:
Active
design of team roles - in line with available social, methodological
and technical competences. PT
assets: Less
risks, detours, dead ends thanks to a clear and accepted perception of
the teams’s „anatomy“ Turbo
Team Design®:
j-j's
brand to get things started Goal:
Individual
preparatory phase, followed by a workshop (1 to 3 days). Goal: direct
transfer of findings Method:
Implementation
of valid findings, resulting from tailor-made acton learning
experiments, into the daily mission of the company (making a real
start instead of a new theory...) 3
Steps:
The
method is based on three systematical steps: asssessment/positioning
of the individual; action learning experiments of the team; transfer
& implementation
of findings into business life.
Products & Services
...and its Synergies
...and its
synergies
Where
does it come from?
CURRICULUM VITAE
Jean-Jacques Bertschi
*1947 Childhood & schools in Zurich, Switzerland.
1968-73 Studies of philology (University of Zurich)
1971-72 Exchange student (English Senior Honours) at Aberdeen University, Scotland (junior vice president of the Students' Representative Council)
1978 Postgraduate studies in Information Management at the Polytechnic in Zurich (ETH).
Degrees
& Diplomas
1973 Licentiate phil. I (equals M.A.) in 1st English, 2nd German, 3rd French Literature & Language
1974 Diploma as a lecturer for higher education (Gymnasium)
1978 Ph.D. (magna cum laude) University of Zurich. Thesis: Thomas Rhymer: politician, poet, prophet.
1995
Strategic HRM, Harvard Business School
1996 Certfied H.D.I. Consultant (Herrmann Dominance Instrument), Fulda Germany
1997
Accredited T.M.S. Trainer (Team Management System), Heidelberg
Lecturer at institutions for higher education and management trainer for many years.
Head of information and documentation at the office for vocational guidance and career counselling of the Canton of Zurich for 5 years. Author of „Survey of Vocational and Professional Training for Adults“.
15 years of experience in human resources as a member
of senior management with leading international finance and insurance
companies.
1981 Head of Personnel Staff UBS worldwide
1985 Head of UBS Personnel Services Zurich
1989 Head of Management Dev. Swiss Volksbank
1993 Head of HR Management Swiss Re Group
1997 Founder & Owner of Bertschi Consulting
Core know-how
Assessment of potential and measurement of overall performance (entrepreneurial „Assessment Lines“); career planning and leadership training („Team Design“).
As
with many Swiss careers, growing professional responsibilities led to
manifold public activities (button "Aemter").
1985
After two decades as a coach:
Lecturer at international seminars for coaches of team handball
around the globe
1992
After many years in the Liberal party: Member of Parliament (M.P.)
in the Canton of Zurich, Switzerland („Kantonsrat“)
1997
After a long career in the Zurich infantry division: Colonel in the staff of the Swiss Air Force
1998
Co-Founder of primary school
Talenta Zurich for highly gifted children
2004 Chairman of the Board of KV Zurich Business School (10'000 students). Until 2011.
2010
President of federation
EUROTALENT, Paris, European NGO in favour of highly gifted children
How to assess? About responsibility and professionalism
There is no incontestable truth in assessing people. Nevertheless, the benefit of a professional assessment is undeniable. But only so, if you - as an assessor - always dispute and adjust your findings thanks to a broad and manifold approach.
First, it is obvious, that looking closely at your objective experience and performance can provide a lot of valid information: What were you up to? What did you realize? What are your stories of success and failure? How did they shape your way of life - measurably (examples!)? This important chain of biographical data represents your wealth of "learning pyramids". Don't look back in anger: questionnaire & interview make the job easier.
Step 1: What psychometrics can do...
Testing is important, quite accurate, but - of course - not sufficient. There are many psychometrical tools that are apt to approach your individual intellectual "platform" on a verbal and nonverbal level.
Your language feeling, precision, vocabulary compared to your ability to combine, conclude, differentiate, interpret or your capacity to manage a demanding and complex decision (critical thinking appraisal) - all these important prerequisites for a managerial task can be looked at - though merely on a theoretical basis - with a respectable degree of validity.
Step 2: Social & conceptual problemsolving
Outstanding work and leadership: It's all about solving problems. A good intellect will not suffice. You need a complete set, a kit of management skills and a highly developed social competence (if you like: emotional intelligence). This again can be looked at thouroughly, be it with oral tasks or with elements in writing that form an important part of every sophisticated individual assessment.
Very famous are the "in basket" challenges where you have little time to make decisions, to delegate or to initiate. Another well known method consists of role plays about "critical incidents" where you have to make your point in an unmistakable manner or to hand over a negative message to your partner in a very delicate situation. Very often, you will have to establish a comprehensive concept (analysis <> consequences <> decision <> strategy <> measures <> timetable <> controlling. It is obvious that these activities of yours indicate in many respects where your strengths and weaknesses, your chances and risks can be located.
Step 3: Your motives, preferred roles, behaviours and thinking styles
So far, it was - though far from being trivial - possible to gain relevant information about your various assets in a rather objective, at least comparable manner (if the assessor applies the current methods in a professional and consistent way). But what actually rules our way of life, our partnerships and professional endeavours ...are our very deep and fundamental desires, drives, wishes, visions. Here is the point where an assessor can really do fine ...provided he disposes of modern tools and techniques such as HBDI, TMS (see FAQ) etc.
Fortunately, in the past years, numerous concepts (on an extended IT platform) have been developed and validated that - at least many of them - stem from the ideas of the Swiss psychologist Carl G. Jung. Sophisticated questionnaires enable sincerely interested individuals to position themself through self declaration among big numbers of collegues. This information helps a lot to understand "innate" conflicts, (ir)rational decisions and are useful signposts if you want to make up your mind as to where the journey - in the long run - should go. The exoert, though, is neede for a full and eleborated analysis of your data. These new tools add a somewhat non conformist, but indispensable element to the rather conventional testing side of assessments. They will only work if there is a excellent relastion between assessor and client - a climate of trust.
Fees: for current fees see the German section > Firma > Preise
