Design and structure of assessment centres including a competency matrix, highlighting the key skills that will be tested through the centre and the exercises that will assess each competency.

A library of 'off-the-shelf' exercises simulate a variety of business situations. Alternatively, bespoke exercises can be designed to simulate key aspects of the role and provide candidates with a realistic job-preview. This option is particularly suited when a high degree of realism and relevance is required. Assessments are designed to provide candidates with as wide a platform as possible to demonstrate appropriate skills. This enables you to reveal their talent, preferences and motivations and have much more confidence in your decisions.

Detailed analysis, report and feedback of the evidence collected from the simulation exercises, provides the organisation with more solid evidence with which to make recruitment decisions.  

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Organisation specific tailored modules focus on the needs and nuances of your organisation. Popular soft skills training include: Assertiveness, Listening Skills, Handling Difficult People, Negotiation, Managing Stress, Mentoring, Influencing, Planning, Goal-setting and Creativity

Professionally trained  coaches help leaders and managers identify important goals and priorities, strategise about how to reach them, and overcome obstacles that crop up along the way.

Development Centres facilitate learning and improvement in current employees by providing them with an objective view of their strengths and ‘gaps’ in relation to a set of competencies.  During a Development Centre the nuances of a participant’s performance will require a detailed explanation so that they fully understand their strengths and development needs.  This comes from detailed analysis and feedback of the evidence collected from the simulation exercises, providing the participant with the full benefit of the experience.

A variety of Psychometric tools such as the MBTI and the SDI help uncover values and interests that are fundamental to individual motivation, overall career satisfaction and skill alignment.

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Organisational change begins and ends with individual behaviour change. When applying the science of behaviour to individual, team or organisational change things must be seen from the point of view of whoever is being asked to change. This means not just speculating on how they “should” feel or react, but actually investigating, accepting and working with the reality of how they really will experience the change. The ultimate test of a consequence lies in its effect. Does it make the behavior more or less likely to happen in the future? 

The process we undertake involves thoroughly analysing the change required, developing feedback mechanisms and motivators and putting together the Change Plan which incorporates the objectives, time frame, the targeted process for change and an implementation plan.

Many other Activate CS offerings are relevant as part of a Change Mangement programme, such as Training, Intenal Communications, Culture Surveys and Organisational Design


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Using your vision of where you want to be, organisational designs are created that facilitate people working together across organisational boundaries, reflect business drivers and include performance measurement mechanisms. 

This involves an in-depth understanding of the current culture and working practices and assessing the gap with your future vision.

Future required competencies are identified to meet the vision and define new/revised roles and responsibilities and staffing numbers. 

Appropriate performance indicators are derived on which to measure the new organisation is a critical part of the process, so that ongoing monitoring leading to continuous improvement can be achieved.

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Internal Communications Strategy Development: Your internal communication strategy should emerge from, and be guided by, your organisation’s overall strategic plan. This is because strategic internal communication is simply a step towards helping your organisation achieve its aims more effectively. This will include: goals, objectives, key audiences, tools and tactics, key messages, implementation plan and evaluation.

Engagement Survey Design and Implementation: If engagement surveys are to facilitate real business improvement, they must be designed in alignment with strategy. Also managers need support to identify insights not data and then guidance on how to act on them. We focus on tangible business benefits and a report which is action-focused.

Internal Communications Implementation:  Activate CS works with you to ensure the plan is more than a plan, but is actually implemented. The successful ingredients of ownership, simplicity, involvement, reality and priority are built into all tools and techniques. Templates can be designed for further communications

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Activate CS specialises in innovative, high participation meeting facilitation and workshops, emphasising clarity, accountability and action to improve productivity and performance.

Management Away-Days, Strategy Planning, Team building - Activate CS helps to design and structure the process for your event

Well conducted and highly participative throughout

A choice of methodologies, tools and techniques

Action orientated so that people come away with a forward plan

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