Author: maurik

QualitiesGone are the days when fulfilling the job description (specific tasks, responsibilities, and outputs) desired by your employer ensured that you would always keep your job.  Today organizations have much higher expectations of their employees than what they have “written down”.

Successful organizations need to be continuously innovative (consider Apple and Google) and so logically employees need to have qualities in addition to technical competencies to enable companies to succeed.  What are these Katch Qualities™?  For the average person it’s overwhelming.  Not a day goes by without a blog or article about the most important competencies of the 21st century.  Luckily, the newest innovative tools, such as Katch, do all the research for you and keep you up-to-date on the qualities you need to develop.  Katch also gives you the means to get continuous feedback on these Katch Qualities™.Continue Reading..

DraagvlakBeoordelingsgesprekken zijn pijnlijk. Daar kunnen we eerlijk over zijn. Gewoonlijk neemt HR het initiatief of mijn manager, en start het jaarlijks ritueel, zonder mij uiteraard. In dit proces ben ik niet nodig, bovendien is het doorgaans een geanonimiseerd proces. Uitkomsten worden onthuld aan de manager en aan mij op het moment dat ook de conclusies en gevolgen voor mijn salaris en functie vaststaan. Geen eerlijk proces. Eénrichtingsverkeer. Ik leer er niets van, vertrouwen is afwezig (mede door de anonimiteit), ik mis betekenis en context, en het helpt mij niet om mijn dagelijkse werk en prestatie te verbeteren. Het is niets aan dan een veroordeling.

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Screen shot 2013-09-16 at 17.41.43David Lock, Arrows with Soul (Singapore):

“Katch enables change and people making more impact. Arrows with Soul has for this reason developed a special on-boarding program for customers of Katch. This program will ensure greater traction, gyroscopic stability, and a healthy dose of attitude change towards a more engaged, productive and fun working experience for all.”





Erwin Hemmen, Director The Acceleration Group: 

“We do high impact consulting leading to high impact results.  For this reason we cannot wait until the end-of-project evaluation from our clients.  We need actionable feedback on client’s premises to deliver actionable results during the project. That’s why we use Katch to ask feedback during a project and take notes from what’s been said by clients, discuss, and continuously improve what we do.”



Corline van Reenen, Rabobank, speaker at the HR Techn0logy Conference:

“We’re not implementing a tool at Rabobank with Katch, we’re creating a feedback culture.  We use Katch to enhance attention for feedback. It’s the idea of being in charge of their own feedback.  We can ask it anytime, just-in-time.”

“I replaced a colleague recently who was ill that day to take-over her presentation. I needed to improvise. At the start I told my audience that I would ask for their feedback with Katch (non-users can give feedback without the obligation to sign-up first) to improve my presentation skills. I got nice reactions.  For me it was great to hear my presentation was very good.  As I was improvising my technique went down, I thought!  For me it was reassuring to know I can do presentations.  I have my own style.  I can improvise.  In this situation it was really nice that I could use Katch.” 




Dr Tim Baker, Winners At Work (Australia):

“360 degree feedback underlines that the most powerful change agent is personal insight. Katch supports continuous insights this way, which is brilliant and timely. I fully support the concept of Katch and think it will revolutionise the way we work”.

reducecostsThe costs of talent measurement in organizations is driven by a variety of tools, collected over the years. Assessment centers, various self-assessments, tests used by coaches and trainers, CV databases, (historic) annual reviews, historic yearly 360º reports, etc. Here’s our blog and research on why one-off, traditional 360s failed.  This will explain fundamentally why you need to make a strategic decision to revamp talent development, 360º feedback, and create a continuous improvement of people.  In the same stroke you will build vetted talent data.

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Performance reviews are painful. Let’s face it. Usually HR or my manager kicks off the yearly ritual, without me of course. I’m not needed. It’s anonymous. Results are revealed to my manager and by my manager, at the same time as the consequences for my career and salary. No fair trial, I’d say. No learning, no trust, no meaning, no context, no better performance. Just a verdict.

This blog describes the new way of reviewing people. Why big data should be created, yet built in small steps, every time, every day, every week. 75% of global HR management wants better talent measurement. Time has come to tailor better to their needs with new innovative tools.

Why are these traditional yearly 360º measurements inaccurate and disengaging me and others? Why do they lack delivering insight in a person’s performance?

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Axe Versie 4To achieve continuous improvement there must always be some kind of continuous #feedback. In a report from E.D. Pulakos and R.S. O’Leary (Industrial and Organizational Psychology, 2011) “… the reality is that informal, continuous feedback is the most important and powerful feedback that can be given…the importance of continuous feedback to help employees make real-time alterations in their behavior, enabling them to perform their work more efficiently and effectively.” Or like Bill Gates said recently in his TED talk: “And with no feedback, no coaching, there’s just no way to improve”.

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LearnThe new learning tools in leading organizations are embedded in daily workflow. The reason for this is quite simple: learning requires context.

The baby boom generation will remember when learning math used to be a repetitive exercise in memorizing multiplication tables: what is 10X10, 11×11, 12×12 …? Nowadays our kids come home with math questions in a context. For example, what is cheaper? Leasing a car for 48 months at $100 per month or buying a car for $5,000? We were seriously impressed by the “new” math. It’s more effective, more interesting, and you can apply it right away.

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