Consultancy Services

Consultancy Services

CONSULTANCY AND OTHER SERVICES MOTIVATION EVENTS At ADEPT we have experience of running team sessions which are built into "Kick-off" type events.  The aims of such sessions are to increase team spirit, enhance and build on previous team development processes and to improve morale. These sessions can be stand alone or devised to fit into the "Kick-off" theme.  Examples of this are:
  • A kit pedal car building and racing competition, to complement the theme of winning motor racing teams.
  • A "Panto Horse race" - to complement a "success at the races" theme.


A method of supporting and reinforcing learning through workshops which we use successfully, is for a consultant to accompany individuals in their actual jobs.  Using Behaviour Analysis techniques, actual behaviours are recorded and feedback given to the individuals in a coaching environment. This has proved effective with positions such as sales personnel, customer engineers, managers and anyone who has to interface with others.


ADEPT's consultants have wide experience of providing an external confidential service to key people who wish to enhance their skills and knowledge learned both on training courses and on the job.  An individual consultant will meet at regular intervals with the individual to discuss, monitor and give guidance on their actual behaviours.  This is a highly effective and time efficient method of reinforcing changes in behaviour and skills. This includes the Management Motivation Techniques - a semi-structured interview which enable specific individual recommendations and diagnosis to be made.


ADEPT are experienced in designing and running Development Centres using a wide variety of assessment tools. As one of the first designers of the Development Centre, rather than the pure Assessment Centre, ADEPT can design centres across the spectrum from pure assessment by others as used in selection through to highly participative individual career workshops where the individual participants take responsibility for their own career development. The tools used include:
  • 3600 Feedback from bosses, peers, subordinates, customers and self
  • Psychometric questionnaires
  • Aptitude tests
  • In-baskets
  • Group Exercises
  • Outdoor exercises
  • Interviews
The specific design depends upon the objectives set by the company for the programme and the needs of the individual participants involved.


Our consultants are highly experienced in providing counselling and training to individuals and groups of people whose jobs are redundant. The services range from on site counselling immediately after redundancies are announced to provision of training in the skills of job search.  This would include helping individuals to decide on their career options, preparation and production of CVs, job search techniques and interview skills.  The particular programmes are designed to fit individual client needs.


We live in an age of change.  If organisations are to survive they must make sure that their people remain able to perform alongside the best. This takes training - and training can cost a great deal of money. That is why training needs analysis is so important - to make sure that the right  money and time is spent delivering the right training to the right people at the right time. The ADEPT training needs analysis service - based on many years' skill and experience - is designed to do just that. The full service is in three stages:
  1. Analysis: ADEPT consultants are able to provide a unified training needs analysis by means of the following:
  • 1:1 Interviews and group discussions with all goal-setters within the organisation.
  • Analysis of trends shown up by, for example, appraisal documents.
  • Analysis of investment and marketing plans for their training implications.
We suggest that a new analysis is required annually with updating as appropriate in the period between analyses.
    2) Planning: Having conducted the analysis, we provide a training plan which is:
  • Relevant to the actual needs of the organisation.
  • Timed with "train by" dates and objectives for all areas covered.
  • Sourced - so that resources (including internal resources) are identified and able to be contacted.
  • Costed - so that the organisation fully understands the "how much" as well as the "how" and "why" of it's future training expenditure.

3) Delivery: If required, we can arrange delivery of training as identified in the analysis and prioritised in the training plan. We can also offer a partial service, being able to provide any part of the process outlined above or simply by training your own staff in the process.
Tools – Psychometric & 3600 Feedback Instruments
  • The ADEPT Development Questionnaire (ADQ)
Specially developed by ADEPT to enable users to examine their Preferences, Abilities, Development Needs and how they relate to their work environment. Based on Jung’s original work, it goes deeper than the Myers Briggs questionnaire and gives detail of an individual’s styles of Learning, Working, Stress Management and their preferences for work colleagues. It is used often as part of a development process to help individuals build for the future based on their present situation.
  • Resilience Questionnaire
Developed by ADEPT to help individuals diagnose and understand their strengths and development areas when they are faced with change. It then gives guidance on how individuals can set about developing those areas which cause them stress in times of change.
  • Situational Leadership and Followership
The Situational Leadership model of Hersey and Blanchard is useful in helping managers analyse their natural management style in terms of their preferences of Directing, Coaching, Supporting and Delegating. It can then be used to work towards developing an ability to use the appropriate style with those who work for them. ADEPT felt that as well as this model, it is useful for individuals to understand their natural preferences in how the like to be managed. So we developed the reverse Situational Followership model and questionnaire.
  • Organisational and Team Preferences
Based on ADEPT’s Quadrant model, these questionnaires enable individuals and groups to analyse the strengths and weaknesses of teams and organizations. The questionnaires also help individuals to understand their own preferences and development needs in terms of the quadrant. These tools are excellent at focusing individuals, teams and organizations so they become more effective.
  • OPQ
An industry standard Saville and Holdsworth questionnaire which provides a personality profile against norm groups as well as Leadership and Subordinate styles; Selling styles and Team role preferences.
  • Myers Briggs Type Indicator
The most widely used personality questionnaire in the world. Based on Jung’s work this questionnaire is an ideal tool for helping individuals to understand their styles and preferences in dealing and communicating with others. It is often used an introductory instrument for individuals beginning their self development path.
  • FIRO-B and FIRO-F
Widely used questionnaires which help individuals to understand theirs and others’ relationships. Originally designed to look at how individuals would relate to each other in teams who have to work together, sometimes in stress situations. Works at a relatively personal level and is generally used with individuals who are comfortable with analysing their own preferences and desires.
  • 3600 Feedback Instruments
ADEPT have designed a wide variety of 3600 feedback instruments, both paper based and electronic. We design these tools specifically to meet the needs of each organisation. However feedback reports will usually include numeric and graphical sections as well as verbatim (but anonymous) arranged statements. The feedback is usually arranged such that comparisons of feedback from different groups can be compared.  

To Read more see