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Center for Assessment and Coaching

Dr. Julie Baumer - Psychologist FSP
Thomas Baumer - Coaching expert and business economist

Prognostic Assessment




A prognostic assessment expands the findings of a traditionnal assessment with a further dimension:

  • in addition to the analysis of abilities and potentials,
  • we add a dimension centered on the future, with the necessary conditions, timeframe and limits to the future development of the person.



Finding the right person for an executive position needs a reliable comprehension of the personality as well as the possibilities and limits concerning the personal development. Even an experienced and keen observer of human nature may get deluded, even recognized and proven test procedures may be incomplete or leading to wrong results – and misjudgements can become expensive in substantial and immaterial ways.

The prognostic assessment (prognostic personality and abilities assessment) has been developed and refined during many years of research as well as experience and analysis of over 800 assessments within many enterprises, different levels and cultural surroundings (see further information in Newsletter April 2012).

A precise evaluation is possible: on existing abilities, potentials (talents which are not yet or only partially known and / or used) and achievable goals, with determining factors and required timeframe. A review and verification of the results after this period ensure the sustainability.



(Professional) activities are most likely successful as well as satisfying if they match, best possible, with the own abilities and interests, as far as these are known. Therefore it is essential that the concerned person finds an adequate occupation and, in a reverse view, that for a given occupation an adequate person is found.

As activities as well as human beings are developing and changing, linking people with activities and vice versa shall meet the expectations not only for a short time, but also in the long run.  

Six aspects

Six principal aspects

Consequently, the following six goals of the prognostic personality and abilities assessment are defined:

  • Analysis of existing abilities and interests, including the not (yet) known ones, and the development to be expected.
  • If needed, a comparison with job description and profile of requirements.
  • Basic conditions and needs for the development: how it can be enhanced and ensured.
  • Period: how long the development will take until the defined goals can be reached.
  • Limits of developmental possibilities, either referring to the defined goals (selection assessment), or generally, with a realistic time frame of 3 to 5 years.
  • Quality assurance and sustainability: how the results can be monitored and ensured in the long term.

Target people

Target people

The prognostic assessment is suitable for all management levels including executive board and administrative council, but likewise for young people with the aim of a comprehensive potential analysis. Typically, the prognostic assessment is accomplished as an individual one-day-assessment. The objectives are defined individually.







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