WE ARE A PROUD MEMBER OF GLOBAL GROWTH GROUP, WORLDWIDE TRAINING, COACHING AND CONSULTING NETWORK www.globalgg.net „We build culture” Sensa chooses the applied methodologies and tools according to our development concept. The following chapter gives a brief introduction about this approach. Sensa helps to increase corporate competitiveness through developing individuals, groups and organizations. The mission of Sensa is:  to promote an organizational culture of partner orientation,  build commitment to quality and  outstanding performance  through development programs with sustainable change as main goal. We use a complex set of tools of performance consulting to ensure the required results. Our goal is to increase our partner’s business value. In the last 20 years Sensa with Sensa consultants was successful to increase companies’ competitiveness and improve efficiency in order to achieve the mutual goals. Sensa is unique in devising development programs that enable the measurement of improvement by a practical methodology of measuring changes in organizational behavior. Our client has a direct control of the impact of the development effort. This working philosophy enables risk sharing between the consultant and the client, and success fee business constructs become welcome for us. The focus of our measuring tools is at the level of IMPLEMENTATION as it is obvious that a training program that does not translate new knowledge to practical implementation runs the risk of failing to generate added business VALUE. Our implementation measurement tools reflect to practical client situations and are generated on a case-by-case basis. On client demand the tools are adopted by our clients as standardized elements of their performance management systems thus enabling SUSTAINABLE CHANGE. SENSA DEVELOPMENT PRINCIPLES 1. Development starts with mapping existing activities, habits and routines (or personality types) 2. To make a shift in application intense influence is necessary (Impact Development Program) 3. Professional content in livable amount 4. Persistent and constant feedback 5. Persistent examination of the connection between efficiency and performance 6. Persistent examination of the current activities and application and continuous customization of the development program 7. Persistent monitoring of the level of motivation and commitment (especially on managerial level) 8. Eye-opener experience for all the participants (change in beliefs) 9. Participants have to leave job for as short time as it is necessary