Discover the persolog® theme world
The persolog theme world offers a diverse range of inspiring content and resources for personal development. We want to support people in developing their full potential and being successful in different areas of life. Discover our practical approaches and experience transformative changes for personal growth and professional success.
The persolog® Personality Factor Model certification lays the foundation to support people, teams and leaders to better understand themselves and others and to work together effectively. In the persolog® Personality Certification you receive tools that support you in analyzing the uniqueness of other people and their behavior on the basis of the 4 basic behavioral dimensions “dominant, proactive, steady and conscientious”.
This is the perfect foundation for your training, coaching and business. This great model is universally applicable:
in team development, sales training, personnel selection, change management, human resource development, executive coaching, training, organizational development and many other areas. Anywhere people work together, this model can be used profitably. It is a must-have for every “trainer’s kit”.
Resilience can be trained. That is why we have developed the persolog® Resilience Model.
In our resilience model we look at the 4 areas of resilience “Accepting, Feeling, Orienting and Understanding”.
Within these 4 areas, there are 10 resilience factors that can be specifically trained and developed. The following factors are considered in the resilience model:
Acceptance, Self-efficacy expectation, Responsibility, Positive emotions, Impulse control, Realistic optimism,
Solution orientation, Social support, Causal analysis and Empathy.
The persolog® Resilience Model is an effective tool for taking a differentiated look at people’s resilience competence
and supporting them in building up their inner resilience, as well as in successfully overcoming crises and challenges.
How can organizational resilience be developed?
A difficult question, which was also addressed by a group of experts from the International Organization for Standardization (ISO). The result is the ISO standard “ISO 22317:2017 Security and resilience – Principles and attributes”.
It provides concrete recommendations for promoting organizational resilience in nine fields of action. Each organization should find its own specific response to complex challenges.
Nevertheless, the ISO standard is a good guideline for the various possible approaches to making organizations more resilient. Based on this, we have named 9 factors in our Resilience Organization Model to support organizations on their way to greater resilience and adaptability.
A major Google study already showed in 2018 that the outstanding teams are not made up of individual best performers and elite university graduates. The outstanding teams differ in their togetherness, the way they interact with each other, grow with each other and overcome crises together.
Team resilience is about how well a team is able to overcome difficult situations and crises and even emerge stronger. There is a lot of research on this. We as the persolog team have made it our mission to transform this research into a pragmatic tool for team development for team development, which can be used by trainers, coaches and managers.
Team resilience is not something that develops overnight – it is a process that can be shaped step by step. This process consists of the 4 steps of looking ahead, protecting, shaping and learning:
The result is a questionnaire with which you can scientifically determine where a team stands in terms of team resilience. Each team member receives an individual evaluation and the team receives a team evaluation. We call these evaluations a profile. And then, of course, the central question is: How can we strengthen these factors as a team?
The persolog® Self Leadership Model was developed in cooperation with Prof. Dr. Günter F. Müller of the University of Koblenz-Landau. It is thus based on concepts of social, work, operational and organizational psychology.
Self-leadership can be trained. In our self-leadership model, we look at 7 strategies of self-leadership. The following strategies are considered in the self-leadership model: Setting goals, activating willpower, controlling motivation, regulating emotions, shaping environment, adapting to obsolescence and managing energy.
The persolog® Self Leadership Model is an effective tool to increase the self leadership competence of people and to help them to reach their goals and to realize their dreams. Especially in times of home office and self-directed teams, this competence becomes more and more important.
Since the early 2000s, we at persolog have dedicated ourselves to the topic of stress competence.
In a holistic approach we look at what stresses people, how they react to it and how they can better deal with it
in the future. Often it is deep-seated thought patterns and habits that block us in such processes or steer us in stress.
It is necessary to break through these and to build up new thinking patterns and habits.
This is exactly what the persolog® Stress Model is about. We not only look at different professional and
private stress factors, but also at 11 stress patterns (ways in which people react in stress).
Through this holistic view of the persolog® Stress Model, we can help people to train and develop their
stress competence in a targeted way.
Time competence can be trained. That is why we have developed the persolog Time Management Model.
Time itself cannot be “managed”. Therefore the term “time management” can cause misleading associations.
Rather, time management describes a form of self-management with a focus on time – in other words, you manage yourself in your time. The greater your time competence, the more effective and efficient your handling of time, the lower your perceived stress and the more satisfied you are.
With the persolog time management model you strengthen your time competence. We look at the 4 dimensions of time management: “time assessment”, “planning”, “implementation” and “monitoring”. Within these areas, a total of 13 different competence areas are covered.