Our competency procedure - The Great-8-Tachometer

The Great-8-Tachometer (G8T) assesses occupational competencies

  • fast, easily and resource-saving
  • fake-proof and valid
  • adapted to your individual needs
  • scientifically founded and certified by German TÜV

Occupational competencies are the result of a complex interplay of knowledge, skills, abilities, personality, interests and other aspects. To capture these many aspects, numerous tests are often used to assess each of these components separately. This is very cost- and time-consuming. For the first time, the G8T offers the possibility to assess occupational competencies directly – comfortably on the computer within only 30 minutes.

The G8T is based on the generic competence framework model of the Great Eight (Kurz & Bartram, 2002; Bartram, 2005). In comprehensive studies, these eight broad competencies proved to be the basis for existing competency models in a wide range of companies and industries. In the G8T, the Great Eight were expanded in content and divided hierarchically into 39 competence areas in order to reflect the heterogeneity of the requirements of different positions. Due to this fine-grained differentiation, the G8T can be adapted to a wide variety of job profiles. For this, simply create individual requirement profiles within a few minutes with our board game, online or as part of a consulting service.

The Great Eight

Leadership and Decisions is a competency that includes the way a person leads individuals or a team, their demeanor and how it affects others. Additionally, this competency includes a persons’ claim to take on leadership tasks.
Creation and Conceptualization is a competency that is associated with openness to new knowledge and experiences and includes the way a person makes decisions and assesses others. This competency also includes dealing with values, success and failure.
Support and Cooperation is a competency that includes the interaction of a person with employees, colleagues and customers. It also includes a persons’ willingness to support, motivate and cooperate with others. This competency finally includes a focus on products vs a focus on customers and analyzes approaches to discussions.
Organization and Execution is a competency that includes organizational knowledge as well as the planning, organization and evaluation of one’s own work. This competency also includes the planning, organization and evaluation of collaborative work with others, such as employees, colleagues or potential cooperation partners.
Interaction and Presentation is a competency that includes the way a person communicates as well as his or her empathy and handling of others’ feelings.
Adaptability and Coping is a competency that includes the way a person works in stressful and rapidly changing situations as well as their planning skills with regard to time-efficient work and their own career.
Analysis and Interpretation is a competency that includes a persons’ handling of critical and ambiguous situations. It also includes the handling of changes as well as problem-solving and the way a person processes information. This competency finally includes the way a person makes decisions under time pressure, their preference for process implementation, and their work-life balance.
Entrepreneurship and Performance is a competency that includes a person’s market experience, negotiating skills, their personal claim for quality and innovation, enthusiasm and strategic competencies.

Our reports provide you with detailed information on the Great Eight and the associated competence areas. Use your individually created profiles and work with the information on the development potential of the competence areas (short-term vs. long-term) to discover high potentials or derive suitable development strategies. If you want to be faster, simply make use of our predefined profiles from the areas of leadership and sales. These include selected leadership and sales-related competence areas and point out possible opportunities and risks that may arise from the characteristics of individual or combined competence areas. If you don’t want to waste time on interpretation or want to use the G8T without prior knowledge, our report with a more detailed interpretation guide on leadership, team and learning as well as motivation and development advice is just right for you.

You want to know more about the competencies or the development and application of the G8T?

Contact us or attend one of our training courses!


Bartram, D. (2005). The Great Eight competencies: a criterion-centric approach to validation. Journal of applied psychology, 90(6), 1185.

Kurz, R., & Bartram, D. (2002). Competency and individual performance: Modelling the world of work. Organizational effectiveness: The role of psychology, 227-255.