History

The company was founded in 1984 as a human resource training consultancy

After intensive research in neurophysiology, behavior and intervention methods, Dr. Bernhard Cevey co-founded a business consultancy with like-minded people as part of a greater network of consultants. Based on academic research and business knowledge,  the following principles formed the basis of our training:

1. Human behavior and consequently successful behavior (skills) can be described, trained and measured.
2. By measuring, feedback and a focus on Soft Skills, one can verifiably attain a higher degree of efficiency in training.
3. Goal-oriented and successful emotional experience can trigger fundamental human realignment, that is relatively independent of the individual‘s age.

With this in mind, we developed efficient, behavior oriented approaches to training, in which competence and the development of people are at the forefront, particularly in the areas of:

• behavior, communication, guidance, sales
• team development
• personality, potential development
• formulating objectives, time management, personal efficiency

The scientific approach of measuring behavior very early led to the development of potential-tests that preceded the assessments we utilize today.

At the beginning of the 1990‘s, our vision was to influence “the heart and the central nervous system” of organizations.  The heart represents people; the central nervous system represents the goals and tasks of the individuals.  It was our mission to work with high pressure organizations, which combined the necessary change-processes with the individuals’ focused learning processes, in order to ensure sustainable motivation and performance.  The Balanced Score Card, Strategy Implementation, Commitment to Goals, Emotionally Charged Goals, Meaningfulness and Motivation from the standpoint of performance, assumed a greater proportion of our portfolio.

From the mid to late 1990s, the role of consultants, HR and management changed. Management was much more involved in learning processes; tasks became more incorporated into learning processes. Our clients, especially HR colleagues, changed their role towards business partners of the line organization. 
As trainers and consultants, we not only had to improve “capabilities” through our workshops and seminars, but contribute directly to the development of economic performance capability in the organization and to prove the effectiveness of our work.

With a re-alignment in 2000/2001 and the founding of our successor organizations, CEVEYCONSULTING and CEVEYSYSTEMS, we found ourselves addressing new conceptual directions which have positively influenced the programs we utilize today.

Between 2003-2008, we identified the importance of refining our company‘s products and services conceptually.  We developed our mission with clear focus points and implemented universal concepts (DNA).  The iceberg model,  the bridge between the individual and the organization, the interplay of emotional and rational processes and the necessity of “turning up the heat” for learning processes “outside the box“ became significant.  Fine-tuning the concept of behavioral measurement and stabilization, and structuring performance themes for highly engaging processes was recognized as very important.

The web-based tool CSYSPERFORM, which approximates our vision of the organization‘s “heart and central nervous system”, was developed for strategy implementation and the management/performance process.
Management was integrated to a greater degree; the interplay of efficiency and human values became a significant part of our mission.  As a result, we can bring about investments in human capital for the organization in a credible and comprehensive manner.  In this sense, the term “Human Resources“ is used less and less – resources are exploited; capital is an investment to further success and growth.

The demands on people are high in the organizations that we coach. Performing with higher efficiency, being more productive, internationalization, speed, complexity and change processes must
be handled well and successfully implemented.

We successfully respond to these demands by focusing on:

1. Human capital processes and soft factors serving the client
   We intensify our efforts to implement web-based vital processes for measuring potential, agreement on objectives, individual responsibility, performance, motivation, as well as learning on all levels of the client organization.  This approach allows and assists management to focus energy upon common goals and high motivation.  Our systems include: CSYSPERFORM, CSYSTRANSFER, CSYSTEAM, and the MPE, SPE, CPE which are web-based potential analyses for executive managers, sales representatives and employees.
2. Multiplication, benchmarks and customized solutions for our clients
   The multiplication and systematization of our know-how, developed over 25 years, provides a basis for productivity and areas of development through benchmarks.
   We sustain our consulting approach on a high caliber level and deliver  excellent, effective and measurable solutions for our clients. The extensive build-up of our partner network both nationally and internationally contributes to comprehensive solutions as well as a more rapid response time.
3. Internationalization for globally active clients
   Internationalization and the export of European human capital know-how is a particularly challenging task.  The inter-cultural approach of the Global Management System indicates that, apart from culturally-specific habits, there are measurable and universal success patterns, which can be adopted by the management of globally active companies to become more productive. Our activities in North America and Asia are shaped by this idea and have met with very favorable results and feedback.