Frequently Asked Questions

It is for candidates attending an assessment centre as part of a promotion, management selection or recruitment process. If this is your first assessment, we start by introducing the exercises. If you have attended before, we focus on the areas you would like to develop.

We discuss your target role, assessment date and the information your organisation has shared. Together, we build your preparation plan by exploring which exercises you feel comfortable with and which ones you need to rehearse.

We work on case analysis and presentations, role plays, employee meetings, stakeholder meetings, group discussions, in-tray exercises, diary management and competency-based interviews. We tailor the preparation to your target role and development needs.

We review the remaining time and the information in your invitation, then prioritise the work you need most. If the exercises are not specified, we use the responsibilities of the target role as our starting point. We focus on skills you can apply across different exercises, including analysis, prioritisation, explaining decisions and managing difficult conversations.

Sessions can take place online or, subject to availability, in person. We plan their scope and schedule together, considering your assessment date, the exercises we will cover and the time you can set aside for preparation.

Yes. We build your preparation schedule around your assessment date. As the process progresses, we revisit the development areas identified in earlier rehearsals, repeat the exercises you need and review your final preparations together before the assessment.

Together, we explore how you make decisions, communicate under pressure and handle situations you find difficult during rehearsals. For example, if you notice that you give lengthy explanations when someone raises an objection, you could try asking a brief clarifying question first in the next rehearsal. Coaching helps you practise a behaviour you have identified in a new exercise.

Our feedback is based on the behaviours we observe during the exercise. In a case presentation, for example, we discuss which data you used well and where you could explain the reasoning behind your recommendation more clearly. We then identify a concrete step you can try in the next rehearsal.

Our library includes sample case analyses, role plays, in-tray exercises, competency-based interviews and group exercises. You can practise with different scenarios and apply feedback from one exercise to a new task.

Our digital resource library is exclusively for members receiving training or coaching from Albatros Prime. Between sessions, you can choose an exercise that fits your preparation plan and work at your own pace. Note any points you find difficult and bring them to our next meeting.

Yes. We can discuss your assessment experience and any feedback your organisation has shared. We explore which exercises went smoothly, where you struggled and which skill you would like to apply in your day-to-day work.

Yes. We can work from your own observations. If you struggled with timing during a case presentation or bringing together different views in a group discussion, for example, we can use that experience to identify a goal to work on.

First, we review your target role and development needs together. We then identify the behaviour you would like to develop, suitable training or coaching support and how we will track progress. If you are working on giving feedback, for example, your program could include a conversation rehearsal, a step to try at work and a follow-up meeting to review it.

Depending on your needs, we can work on leadership, team management, delegation, feedback, effective communication, presentations, planning and prioritisation. If you have recently taken responsibility for a new team, for example, we can build your development program around delegating tasks and holding regular development conversations with employees.

Share your target role, assessment date and any exercises listed in your invitation with us. In our first meeting, we discuss where to start, which resources you can practise with and how you can continue your development after the assessment.

It is for people who want to learn coaching as a profession and professionals who want to develop coaching skills in their current roles. The training covers the fundamental principles and ethical framework of coaching, alongside active listening, questioning, goal setting and structuring a coaching conversation.

It focuses on bringing coaching skills into everyday team conversations. Through practice, you explore when to offer guidance to an employee who is struggling, when to use questions to help them think and how to turn feedback into a development step.

It is for professionals who want to express their ideas more clearly in business meetings, management presentations or in front of an audience. We work on organising your main message, using your voice and emphasis, engaging listeners and presenting your ideas clearly.

Yes. We offer preparation and mentoring support to candidates who have completed coaching training. We rehearse in a format suited to the exam and give feedback on how you structure coaching conversations and manage time. If you have taken the exam before, we can focus on the areas you would like to develop. Authorised certification bodies conduct the examinations and certification procedures.

Consider career coaching if you want to clarify your career direction, a role change or your next step. Executive coaching focuses on working one-to-one on decision-making, communication or team management in your management role. Team coaching may suit you if you want to work with your team on communication, collaboration and shared goals. In our first meeting, we can discuss your goals and identify the right support for you or your team together.