When employees are able to perform to the required standard in the live business environment, they are said to be “competent”. Only when people are competent does the business maximize its performance.

There are six “components” to competence – some of them affecting the individual’s ability to perform, the others affecting the business environment in which they perform. From our years of experience, we have developed our SEBAKA™ business performance model.

Using SEBAKA™ we work with clients to identify factors – people or organisationally based – that could be adjusted or changed to create the conditions necessary for improved performance by the people. Excellent performance can only become a reality when the six components of competence are in place. In many businesses, some or all of the right things have been done but not entirely in a “joined-up” way that ensures these six components compliment one another.

Businesses usually have a number of such issues and they are often not apparent to managers. Our research and perception-based techniques for interviewing, together with our facilitation of diagnostic and strategic workshops brings these issues to the fore so that they can be dealt with positively in conjunction with managers and their staff. Our external perspective means that we can quickly gain the confidence of the people with whom we work. Gaining the confidence of people is essential if they are to be open and honest in the articulation of their views.