The search and selection processes for supervisory board members are often still too confined to the expertise and reputation of a person. The necessary personal skills and the fit in the supervisory board team, however, are often neglected. Structured succession and staffing processes are thus required, as is the use of competence models for supervisory board members that take personality traits into account in addition to experience, knowledge and methodological competencies. This is the only way it is possible to create a genuine high-performance team that will be able to meet the increasing challenges of the future.
The scientifically based diep competence model is therefore the starting point for the composition of the supervisory board. In this way, possible gaps in competencies and suitable candidates can be systematically identified. Personality-related aspects come to the fore: this is how we ensure that the candidates fit into your supervisory board team well and thus provide real added value.
Our competence model comprises a total of five fields of competencies that address competencies of relevance for successful supervisory boards.
We adapt our four-stage competence model to your requirements and framework conditions in order to guarantee the best possible fit of a candidate. Please click on one of the fields of competencies to find out more.
*Chairperson of the supervisory board
close*Chairperson of the supervisory board
closeChairperson of the supervisory board
close*Chairperson of the supervisory board
close*Chairperson of the supervisory board
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