Training without a needs analysis
A course that worked for others can look appealing. A needs analysis helps you judge whether it suits your group.
Authorised 360° HPM agent in Iceland
Assess. Measure. Train. Implement. Re-assess.
We assess the needs of your workplace and measure the factors that matter most for the group. The results shape the training. We support employees in applying what they learn in their daily work, re-assess, and so help results last.
360° ThinkingHow do we make use of different perspectives at work?The assessment shows how people approach tasks and decisions.The results help improve communication and collaboration.View the assessment
360° GritWhere does stamina run out in long-term projects?The assessment shows which factors can be strengthened to sustain motivation and stamina.The results help build the group’s grit in a targeted way.View the assessment
360° Emotional IntelligenceHow do we respond when the pressure is on?The assessment gives a clear view of eight key factors of emotional intelligence.The results help strengthen the group’s insight and self-knowledge.View the assessment
360° WellbeingAre results achieved at the expense of your people?The assessment brings together eight factors of wellbeing and balance.The results help build a solid foundation for the future.View the assessment
The challenge
Training delivers more when it meets the group’s real needs
Training costs time and money. We start by identifying where each group’s needs are greatest and focus the training on the challenges employees face in their daily work.
The same training for different groups
Pre-set content can repeat what some people already know. Others then get less time to practise what they need to develop.
Limited follow-up
Without follow-up, new skills are easily lost in the rush of daily work. Practice on the job helps employees embed them, and re-assessment shows what has changed and where further support could help.
Five steps from needs analysis to re-assessment
- AssessWe map needs with managers and the HR team.
- MeasureWe measure the current state of the factors that matter.
- TrainWe tailor training to the results and to the group’s challenges and projects.
- ImplementWe support employees in adopting new ways of working with learning material and exercises in our learning platform.
- Re-assessWe compare results with the starting point and assess whether further training is needed.
Profectus has worked by these five steps for about a decade.
Available through Profectus
360° solutions for the Icelandic workplace
Profectus is the authorised agent for 360° HPM (Human Performance Management) in Iceland. We help workplaces assess needs, interpret the results and use them in training and follow-up. The questionnaires for the assessments on offer are available in Icelandic.
Choose an assessment based on what you want to understand better about the group. Each participant receives a personal report, and a group map is an add-on for working with the group.
Available
360° Thinking
Maps different thinking styles. Eight dimensions, grouped into four categories, show the routes people prefer when solving problems and making decisions.
AnalyticalRealistProtectiveSystematicEmpatheticSocialIdeas generatorStrategist
Assessment and workshopAvailable
360° Grit
Measures eight factors linked to sustaining interest and working purposefully towards long-term goals.
Perseverance of effortConsistency of interestsResilience to setbacksSelf-disciplineLong-term visionGrowth & learningCourage & risk-takingOptimism & hope
Assessment and workshopAvailable
360° Emotional Intelligence
Shows how people notice, understand and respond to their own emotions. The assessment also sheds light on how people understand and respond to the emotions of others.
Self-awarenessGrowth and purposeEmotional expressionSelf-confidenceEmpathySocial responsibilityDecision-makingPerseverance
Assessment and workshopAvailable
360° Wellbeing
Gives an overview of eight factors of wellbeing and helps identify where support for employees could be useful.
Physical vitalityMental clarityEmotional equilibriumRelational synergyPurpose alignmentFinancial wellnessOccupational healthRest & recovery
Assessment and workshop
Available
Workplace Assessment
Measures the current state of ten factors of workplace culture and job satisfaction. Three open questions add explanation and context, giving managers a basis for prioritising action.
TrustLearning and trainingEnergy and satisfactionInitiativeOwnership and responsibilityCommunication and discourseRelationships and collaborationChange and flexibilityClarity and purposeRespect and safety
More about the assessmentPractitioner training
Want to become a 360° HPM consultant?
For HR professionals, consultants and others who want to be certified to offer and use 360° Thinking, 360° Grit and 360° Wellbeing in their work.
Profectus is the Master Trainer for Iceland, certified to train and graduate independent 360° HPM consultants who can offer these products to their own clients.
View 360° HPM practitioner trainingWe tailor workshops for organisations based on the results of needs assessments.
Workshop: 360° Thinking
A four-hour workshop with the option of up to two additional hours. The group learns to apply whole-brain thinking in real situations.
Workshop agendaWorkshop: 360° Grit
The group works with grit in daily work and practises sustaining interest, building stamina, learning from setbacks and judging when to stay the course or explore other routes.
Workshop agendaWorkshop: 360° Emotional Intelligence
The group practises building and using self-awareness, emotional regulation and empathy in difficult conversations and when giving constructive feedback.
Workshop agendaWorkshop: 360° Wellbeing
A four-hour workshop well suited to a staff development day. Employees turn obstacles into their own proposals and managers respond on the spot.
Workshop agenda
Empowering Leadership
A tailored leadership programme for organisations. Managers try new approaches and put new, more effective ways of working into practice alongside the programme.
About the programmeComing soon at Profectus
Twelve new assessments on the way
The assessments are in development at 360° HPM and are expected to launch at the end of March 2027, when more information about each one will be available here.
As soon as the assessments are ready, Profectus will offer them, together with workshops linked to each assessment.
Be the first to know
March2027In development
360° Codependency
Looks at how people set boundaries, whether they take on responsibility that belongs to others, and how the need for approval affects their relationships. Available in two versions, personal and for the workplace.
BoundariesSelf-worthResponsibility and controlRelationship patternsAutonomy vs. controlEmotional regulationSelf-determination and decisionsBalance in relationships
In development
360° Coaching Skills for Managers
Looks at how managers build trust, listen, ask questions and give feedback. The results help strengthen managers’ ability to support employees in finding their own solutions and owning the next steps.
Mindset and attitudeTrust and safetyDelegation and empowermentActive, deep listening360° questioningMulti-faceted feedbackEmpathy and boundariesFostering growth
In development
360° Team Assessment
Looks at how the team works as a whole, including trust, psychological safety and how the team handles conflict, shares responsibility and works towards shared goals.
Trust and vulnerabilityConstructive conflictPurpose and commitmentMutual accountabilityStrength of diversityPsychological safetyFlexibilityShared results
In development
360° Change Readiness
Looks at how well prepared a workplace is for change: whether the direction is clear, whether people have the support and resources they need, and what might stand in the way of implementation.
Sense of necessityShared visionCross-functional leadershipEnergy and staminaFlexible mindsetEmpowermentPsychological safety and feedbackIntegration and implementation
In development
360° Cultural Intelligence
Looks at how people understand different cultural backgrounds and adapt their communication and ways of working. The results are useful for people who work in or lead diverse teams.
Cultural curiosity and initiativeSocial awareness and normsCognitive self-awarenessBehavioural flexibilityTrust across culturesSituational decision-makingValues alignment and integrity in DEIGlobal perspective
In development
360° Followership
Looks at employees’ expectations, how they use their judgement, voice their views and follow through on decisions. The results help choose priorities for professional development.
Direction and expectationsIndependence and decisionsResponse to adversitySharing information and knowledgePurposeful initiativeCommitment and follow-throughFlexibility and followershipMoral courage
In development
360° Leadership Development
Looks at how managers handle complex situations, take responsibility and work with different perspectives. The results give managers a clear overview of the factors they can choose to strengthen in their own leadership.
Self-awarenessSense of purposeCognitive flexibilityEmotional competenceDepth of connection and communicationInfluence and expressionOwnership and accountabilityTransformational capability
In development
360° Sales Skills – B2B
Looks at how business-to-business salespeople build trust, analyse client needs and support decision-making in complex deals where several people are involved in buying and deciding.
Cognitive adaptabilityBuilding trustDeep listening and needs analysisBusiness acumenAsymmetric problem-solvingReality testing and decision-makingResilience under pressureAmbition and results
In development
360° Sales Skills – B2C
Looks at how salespeople listen, identify customer needs, respond to doubts and close the sale. The focus is on helping customers find a solution that suits them and builds loyalty.
Building trust360° needs analysisActive listeningCognitive adaptabilityHandling objectionsIntegrity and respectPerseverance and resilienceAction-driven momentum
Built on the eight dimensions of 360° Thinking
In development
360° Skills Assessment
Gives people an overview of how they rate their own skills and the key areas they want to practise or develop further. Built on the same eight dimensions as 360° Thinking.
In development
360° Management Style
Shows how managers prefer to approach tasks, decisions and communication. The results help them better understand their management style, strengths and development areas, based on the same eight dimensions as 360° Thinking.
In development
360° Life Path
Helps young people understand their own thinking profile and how that insight can be used to explore options in education, work and life ahead. Built on the same eight dimensions as 360° Thinking.
From results to training
How the results shape the training
We use assessment results to choose topics and priorities: where the shoe pinches and which strengths the group can use to achieve even more.
360° Grit for a management team of 12
Group averages on a scale of 1–100.
| Factor | Average | Focus |
|---|---|---|
| Long-term vision | 92 | Strength |
| Perseverance of effort | 88 | Strength |
| Growth & learning | 77 | |
| Resilience to setbacks | 74 | |
| Optimism & hope | 72 | |
| Courage & risk-taking | 69 | |
| Consistency of interests | 59 | Training focus |
| Self-discipline | 56 | Training focus |
The results and the workshop
- 1The resultsLong-term vision and perseverance of effort score highest for the group. Consistency of interests and self-discipline score lowest. In conversation with the managers it emerges that urgent tasks often crowd out long-term projects. The results and the conversation shape the focus of the training.
- 2The workshopThe workshop is built around the managers’ own challenges. The group explores how a clear long-term vision can help sustain motivation, and how perseverance can be used to strengthen self-discipline and follow through on goals when it counts.
- 3The follow-upIn Tankurinn, Profectus’s online learning platform, participants find learning material and exercises for every part of the training. They use the material at their own pace and try out the methods in their daily work. The follow-up reviews what has worked and where further support could help.
- 4The re-assessmentWe repeat the assessment and compare the results with the baseline. We also look at what has changed in daily work. This is how we evaluate the impact of the training and whether further training is needed.
The Power Series
Books and tools for professional development
Nine books by Ingvar Jónsson are scheduled for publication from January to September 2027. Each book offers ideas, methods and self-development that readers can use in life and work.
January 2027The Power of Cognitive ClarityFour questions help you look at an issue from more angles before you decide. What? How? Who? Why?
360° Thinking
February 2027The Power of Emotional CurrencyHelps you see how emotions affect communication and decisions, and discover that only you can change how you respond.
360° Emotional Intelligence
March 2027The Power of GRITExplores how passion, perseverance, purpose and self-knowledge support long-term goals, and how codependency can weaken them.
360° Grit
April 2027The Power of Self-DiscoveryHelps you identify what matters to you and make decisions in line with it. The English edition of Hver ertu og hvað viltu?
360° Wellbeing
May 2027The Power of MomentumA 21-day plan that helps you get started and make new habits stick. The English edition of Sigraðu sjálfan þig!
June 2027The Power of QuestionsShows how questions shape our lives and how we can take charge simply by finding the courage to ask the right ones.
Coach training
July 2027The Power of the MultiplierA guide for managers who want to empower their people through coaching conversations in daily work.
Empowering Leadership
August 2027The Power of Conscious EvolutionExplores how people can navigate and come through transformation in life and work in the age of AI.
September 2027The Power of Vertical MaturityExplores how managers can broaden their horizons and make a conscious choice about their own growth and development at work.
Client testimonials
Clients on training with Profectus
The courses Profectus has run for us are unlike any others. They have a unique knack for making the complex simple and can always explain the purpose of what they teach.
These are the courses that have stayed with us the longest. Ingvar is an exceptionally entertaining and inspiring teacher, one of my favourites.
A great deal of material was covered in remarkably little time, without a dull moment. I can recommend Profectus without hesitation.
I have turned to Profectus for a range of courses for different groups of staff. The experience has been very good and the service is highly professional.
Testimonials translated from Icelandic.
For individuals and professionals
Programmes at Profectus
Foundation coach training
Over eight teaching days you try out the role of a coach. You practise listening attentively, asking with curiosity and giving people room to think out loud. You learn to lead conversations that help people work out what matters and choose their next steps.
The next course starts on 5 February 2027Eight teaching days in three modules. Taught in Icelandic.
360° HPM consultant training · The Basic 3
An open course for HR professionals, consultants, coaches and others who want to use 360° assessments in their work. You learn to interpret results from 360° Thinking, 360° Grit and 360° Wellbeing and use them in consulting and training. Once certified, you can offer the assessments in your own services and use ready-made talks and presentations under your own brand.
19–20 January 2027 · 08:30–16:30 both daysCourse fee ·
Next step
Let’s discuss what fits you
Tell us what you would like to improve in your workplace. We will review the situation with you and suggest the next step.
- Phone +354 565 9111
- Email info@profectus.is
- Strandgata 11, 220 Hafnarfjörður, Iceland
Home / Five steps
Five steps from assessment to follow-up
Training built on a confirmed need
Five steps make sure time and money go into the needs the data confirms, and that the learning carries over into daily work. Profectus has worked by this process for about a decade.
Why
The same training for different groups wastes time and money
When everyone gets the same content, part of the group sits through what it already knows while others don’t get what they need. The cost is the same, but the benefit is spread across fewer people.
Different gaps
Two teams can have the same overall score but a different weakest factor. They need different training.
The wrong priority
The problem discussed most is not always the one holding the group back most. The baseline shows the difference.
Invisible results
Without a baseline and re-assessment, there is no way to say whether the training changed anything.
The process
Each step delivers an output that shapes the next
Needs analysis with the HR team
We review goals, current state and target groups with the HR team and managers. What should change, for whom, and how will we know it worked?
Output
A written scope: goals, target groups and measures.
Determines which assessment fits in step 2.
Assessing key challenges and the baseline
The group takes the relevant assessment, for example the Workplace Assessment, 360° Thinking, 360° Grit or 360° Emotional Intelligence. Profectus interprets the results at group level.
Output
A group summary and a priority list of the biggest gaps.
Determines content, focus and grouping in step 3.
Tailored training that targets the biggest gaps
Workshops or longer training shaped by the priority list. Exercises are chosen based on patterns in the group’s results.
Output
A training plan and workshops aimed at confirmed needs.
Defines the exercises followed up in step 4.
Embedding skills in daily work
Participants practise new skills in real projects. Support material, exercises and tools are available in Tankurinn, Profectus’s learning platform.
Output
A practice plan, assignments between sessions and access to Tankurinn.
Provides progress data for the re-assessment in step 5.
Re-measurement and/or re-assessment
The assessment is repeated, or the situation is reviewed with the HR team, and compared with the baseline.
Output
A comparison with the baseline and a proposal for next steps.
The next round targets the factor that then weighs most.
Next step
Let’s start with the needs analysis
The first conversation is about your current situation and what should change. From there we propose an assessment and scope.
Home / Workplace Assessment
Workplace Assessment
Do you know where your workplace needs to step in?
An assessment of workplace culture and job satisfaction shows where the strengths lie and which factors fall below the threshold, by department and division. Three open questions add the employees’ own voice. Action then goes where it is needed.
Why first
The real situation before the action
Ambitious work needs a healthy environment. Without an assessment of the real situation, it is easy to invest in actions that treat the symptoms rather than the root cause.
- You get information about the situation as it is, not as managers think it is.
- Job satisfaction is measured and linked to every sub-factor.
- The assessment shows both positive and negative factors in the environment.
- Departments and divisions where factors such as trust or communication fall below the threshold are identified straight away.
- Results are available as soon as everyone has responded, so you can act before the problem grows.
What is measured
Ten key factors of workplace culture
For each factor, the assessment shows whether the workplace is above or below the threshold.
Trust
Above the threshold
- Managers and employees trust each other and seek dialogue.
- People speak up without fear of consequences.
- Mistakes are part of the learning process.
Below the threshold
- People hesitate to express their views.
- Decisions are made behind closed doors.
- Disagreement leads to suspicion rather than dialogue.
Learning and training
Above the threshold
- Development opportunities match needs.
- Learning and growth are part of the culture.
- Employees’ knowledge is valued and used.
Below the threshold
- Little education or training is on offer.
- People feel they are not developing in their jobs.
- Knowledge is neither used nor strengthened systematically.
Energy and satisfaction
Above the threshold
- People show genuine interest in their work.
- Satisfaction shows in energy, creativity and positivity.
- Lightness and humour are part of the work.
Below the threshold
- A heavy atmosphere, apathy and fatigue.
- Work is experienced as a chore.
- Daily work lacks joy and purpose.
Initiative
Above the threshold
- Ideas get support.
- Change is seen as an opportunity to improve.
- People believe their contribution makes a difference.
Below the threshold
- New ideas are ignored.
- Change meets resistance or suspicion.
- Established habits are rarely reconsidered.
Ownership and responsibility
Above the threshold
- People feel they have influence and responsibility.
- Consultation is part of everyday decisions.
- Solidarity and shared responsibility for results.
Below the threshold
- People feel they matter little.
- Responsibility seems to rest only with managers.
- An “us and them” attitude dominates.
Communication and discourse
Above the threshold
- Expression is open, clear and encouraging.
- Discourse is marked by mutual respect.
- Information flows efficiently.
Below the threshold
- Negative language and sarcasm.
- Expression is forced or unclear.
- Information flows poorly between groups and departments.
Relationships and collaboration
Above the threshold
- Relationships are marked by respect and sincerity.
- Teamwork is effective and people turn to each other.
- Warmth and empathy are part of daily interaction.
Below the threshold
- Relationships are strained or marked by suspicion.
- People work in silos and avoid collaboration.
- Little warmth or empathy in daily interaction.
Change and flexibility
Above the threshold
- Change is part of progress.
- New possibilities are tried regularly.
- Flexibility in thinking and execution is valued.
Below the threshold
- Change is seen as a threat to security.
- “It has always been done this way.”
- Suspicion of anything new.
Clarity and purpose
Above the threshold
- People understand the purpose of their work.
- Strategy and vision are clear.
- Daily tasks are connected to goals.
Below the threshold
- People don’t know where the company is heading.
- Roles are unclear.
- Tasks are not connected to goals.
Respect and safety
Above the threshold
- There is psychological safety and people can be themselves.
- Diversity is celebrated.
- Open discussion is safe.
Below the threshold
- People feel they cannot be themselves.
- Speaking up leads to insecurity.
- Prejudice or exclusion is present.
Job satisfaction
Job satisfaction is measured with Paul E. Spector’s Job Satisfaction Survey, a recognised instrument that has been used to measure thousands of employees. The result shows the position on a three-level scale and is divided into nine sub-categories.
Three open questions
Explanation and context behind the numbers
In addition to the ten key factors, employees answer three open questions. The answers provide deeper explanation and context for the results and are presented anonymously.
What do you like best about working at the company?
Helps identify the workplace’s perceived strengths and the qualities of the working environment that employees consider important to protect.
If you were CEO of the company for a day, what is the first thing you would change?
Draws on employees’ experience to highlight the changes they consider most urgent, which can support managers in setting priorities.
What would you advise your managers to do more of, less of, stop doing or start doing?
Helps turn employees’ experience into proposals on management behaviour that can be discussed, developed and followed up.
Interpretation and priorities
From results to decisions
- ResponsesAnonymous, 15–20 minutes per employee.
- ResultsAvailable as soon as everyone has responded.
- InterpretationFactors above and below the threshold are reviewed with managers.
- PrioritiesA few actions where the gap is largest.
- ActionLinked to the five-step process and re-assessment.
Confidentiality. The assessment is anonymous and responses cannot be traced to individual employees. Results are reported at group level.
Next step
Get a proposal for an assessment
Tell us about the size of your workplace and what you want to understand better. We will propose a scope and timing.
Home / 360° assessments / 360° Thinking
360° Thinking
Why do good people fail to understand each other?
Usually it is neither willingness nor ability that is missing; people simply think differently. 360° Thinking shows how people prefer to think, and the workshop teaches the group to use those differences instead of colliding over them.
What the assessment shows
Four quadrants, eight dimensions
The assessment measures thinking preferences, not ability. Everyone uses all four quadrants, but each of us has a “favourite chair” and most readily asks the question that comes most naturally.
- Communication: understand why the same message lands differently with different people.
- Decision-making: spot the perspective the group leaves out.
- Problem-solving: look at a real challenge from every angle.
- Collaboration: turn friction between different people into a shared overview.
The FactualAnalytical · RealistAsks what? Facts, logic and realistic solutions.
The PracticalProtective · SystematicAsks how? Organisation, safety and execution.
The PersonalEmpathetic · SocialAsks who? People, feelings and relationships.
The HolisticIdeas generator · StrategistAsks why? Possibilities, context and direction.
For each individual
Your personal report
Every participant receives their own 360° Thinking results in a personal report. It belongs to them, and they can put it to good use at work and beyond.
No one else has access to a personal report unless the participant chooses to share it.
Add-on for the group
The group map
When a group takes the assessment together, a group map is produced from the combined results. It is used when working with the group, for example in courses and workshops.
The group map shows the overall picture of the group, never individual results.
Workshop for organisations
Think wider before experience corrects us
A 4–6 hour workshop based on the book The Power of Cognitive Clarity. Offered only as a tailored workshop for organisations and shaped by the group’s results.
Strengths firstWe start by making the group’s strengths visible. Under pressure, people forget what they know and can do, and then we can point back to them: How could the group’s strengths help here?
Real challengesWe work with the group’s own projects and situations, not made-up examples.
The elephant in the roomWe dare to name what everyone knows but no one says, in a safe way.
Outcomes, not coverageEach segment ends with a clear result that participants take back to work.
Preparation
Assessment and conversation
Participants take 360° Thinking. Profectus compiles the group results and gets a real challenge from the managers.
4-hour core
The workshop
The quadrants, the clashes between them and four questions applied to a real decision.
Up to 2 hours
Add-on
Chosen as needed: running meetings with the four questions, or how the eight dimensions respond to change.
Follow-up
At work
Each participant chooses how to use the insight in their next decision. A short review with the HR team.
Sample agenda and outcomes
No two workshops are the same. Each one is tailored to the needs analysis and the group’s results, so the agenda below is for guidance only.
- 0:00–0:30Strengths firstPairs describe a decision that went well and the thinking behind it. The group’s strengths are written on the wall and stay there for the whole workshop.
Outcome: The group’s strengths are visible, and it has a vocabulary to point back to them when things get harder later in the workshop.
- 0:30–1:15The group mapThe group examines its own results, starting with its strongest perspectives, and interprets them before we add anything.
Outcome: The group knows which perspectives are strong, which are thinly represented and which voices are therefore heard less often.
- 1:15–2:00The elephant in the roomWhich thinking style really dominates our meetings, and who has stopped trying to get a word in? Then we ask: how could the group’s strengths have helped there?
Outcome: The group has said out loud how the dominant thinking style shapes decisions, what it has cost and which strengths it can make better use of.
- 2:15–3:15A real challenge, four questionsGroups work on a decision waiting on the managers’ desk: What? How? Who? Why?
Outcome: One real decision has been examined from every angle, and the group knows which question it skips most often.
- 3:15–4:00The next decisionEach person picks a decision in the next two weeks, and the team agrees on one change to its meeting habits.
Outcome: The insight has become a dated commitment, not just a good intention.
What determines the choice of exercises
Pattern in group results
Focus in the workshop
One quadrant thinly represented
That quadrant’s question gets the most weight in project work.
A very homogeneous group
Exercises in bringing in missing perspectives, for example through role swaps.
Two strong opposing poles
More time on clashes and translating between quadrants.
Change ahead
An add-on on how the eight dimensions respond to change.
Confidentiality. We work with group-level summaries. No conclusions are drawn about individual employees from averages, and each person decides what they share from their own report.
“Most of what passes for personality conflict in adult life is not personality.”
“Cognitive clarity is not the disappearance of your strongest current. It is the wisdom to keep it, deepen it, and stop letting it have the last word.”
Next step
Get a workshop proposal
Tell us about the group and the challenge. We will propose a scope, preparation and timing.
Home / 360° assessments / 360° Grit
360° Grit
Where does stamina go when interest fades?
Long-term projects rarely stall on day one. They stall when the enthusiasm is gone and routine takes over. 360° Grit shows which aspect of perseverance is holding the group back, and the workshop works on it.
What the assessment shows
Grit is a compound, not a single ingredient
Passion, perseverance and purpose are the three legs of the stool. Self-knowledge multiplies the effect, while codependency divides it.
(Passion+Perseverance+Purpose)×Self-knowledge÷Codependency
01Perseverance of effort
02Consistency of interests
03Resilience to setbacks
04Self-discipline
05Long-term vision
06Growth & learning
07Courage & risk-taking
08Optimism & hope
At team level, the assessment shows which dimension limits the group as a whole. An individual can compensate for a weak dimension; a whole team rarely can.
For each individual
Your personal report
Every participant receives their own 360° Grit results in a personal report. It belongs to them, and they can put it to good use at work and beyond.
No one else has access to a personal report unless the participant chooses to share it.
Add-on for the group
The group map
When a group takes the assessment together, a group map is produced from the combined results. It is used when working with the group, for example in courses and workshops.
The group map shows the overall picture of the group, never individual results.
Workshop for organisations
Stamina in the right direction
A 4–6 hour workshop based on the book The Power of GRIT. The group works with real long-term goals and learns to tell sensible perseverance apart from pressing on down the wrong path.
Strengths firstWe start by making the group’s strengths visible. Under pressure, people forget what they know and can do, and then we can point back to them: How could the group’s strengths help here?
Real challengesWe work with the group’s own projects and situations, not made-up examples.
The elephant in the roomWe dare to name what everyone knows but no one says, in a safe way.
Outcomes, not coverageEach segment ends with a clear result that participants take back to work.
Preparation
Assessment and goals
Participants take 360° Grit and bring one real long-term goal from their work.
4-hour core
The workshop
The equation, the eight dimensions, the group map and work on goals, obstacles and tension pairs.
Up to 2 hours
Add-on
Chosen as needed: codependency and boundaries, energy management or considered courage.
Follow-up
A rhythm, not an event
Weekly commitments, support material and re-measurement for comparison with the baseline.
Sample agenda and outcomes
No two workshops are the same. Each one is tailored to the needs analysis and the group’s results, so the agenda below is for guidance only.
- 0:00–0:30Strengths firstWhen did we hold on when it mattered, and what made it possible? The strengths named go up on the wall.
Outcome: The group sees which strengths have carried it through adversity and can point back to them later in the workshop.
- 0:30–1:15The group mapThe group interprets the averages and spread of the eight dimensions itself, starting with the strongest.
Outcome: The group knows where its strengths lie and which factor limits it as a whole.
- 1:15–2:00The elephant in the roomIs the lack of stamina our fault, or is the system designed so that urgent tasks always win? And how could the group’s strengths protect long-term projects?
Outcome: The group has separated what is in each person’s power from what managers need to fix, and knows which strengths it can use in the meantime.
- 2:15–3:15Is the goal still right?Each participant tests their own long-term goal: purpose, obstacles, where energy leaks away, for example into other people’s tasks, and which of their own strengths can carry it forward.
Outcome: Each person has made a conscious decision to keep, change or drop the goal.
- 3:15–4:00A rhythm, not a pushEach person chooses one weekly step, puts it in the calendar and gets a partner for follow-up.
Outcome: The long-term vision now has a weekly rhythm, and someone will ask how it is going.
What determines the choice of exercises
Pattern in group results
Focus in the workshop
Lowest group average
That dimension gets the most time in exercises and follow-up.
Wide spread in a dimension
Pair work across the spread so the group learns from each other.
Low for everyone
Shared habits and support for the whole group.
A prominent tension pair
An exercise linking the strong dimension to the weak one.
Confidentiality. Focus areas are chosen from group averages and spread where the data allows. No conclusions are drawn about individual employees from averages.
“Perseverance without the multiplier is a high-thrust engine pointed at the wrong horizon.”
“Resilience, in this reading, is the outcome of conditions that can be installed rather than a property of remarkable individuals.”
Next step
Get a workshop proposal
Tell us about the group and the long-term projects that matter. We will propose a scope and timing.
Home / 360° assessments / 360° Emotional Intelligence
360° Emotional Intelligence
What does the conversation that never happened cost?
Unspoken feedback, difficult conversations that get postponed and decisions made in a bad mood cost more than they seem. 360° Emotional Intelligence shows where the group’s emotional intelligence is strong and which factor is holding it back.
What the assessment shows
Eight layers of emotional life at work
Emotional intelligence is not a single trait. It is a system in which one narrow factor can restrict everything that follows.
FoundationSelf-awarenessWhat we tell ourselves first.
DirectionGrowth and purposeSpending energy on what matters.
ExpressionEmotional expressionSaying things before they gather interest.
GroundingSelf-confidenceStanding steady without waiting for permission.
ConnectionEmpathyMeeting people instead of steering them.
ContributionSocial responsibilityWhat exists because we were there.
ClarityDecision-makingNot letting one bad moment set the course.
MaintenancePerseveranceDoing the upkeep before the season changes.
For each individual
Your personal report
Every participant receives their own 360° Emotional Intelligence results in a personal report. It belongs to them, and they can put it to good use at work and beyond.
No one else has access to a personal report unless the participant chooses to share it.
Add-on for the group
The group map
When a group takes the assessment together, a group map is produced from the combined results. It is used when working with the group, for example in courses and workshops.
The group map shows the overall picture of the group, never individual results.
Workshop for organisations
Emotional intelligence you can see in conversations
A 4–6 hour workshop based on the core of the book The Power of Emotional Currency. Self-awareness, emotional regulation, empathy and communication skills linked to real situations such as difficult conversations and feedback.
Strengths firstWe start by making the group’s strengths visible. Under pressure, people forget what they know and can do, and then we can point back to them: How could the group’s strengths help here?
Real challengesWe work with the group’s own projects and situations, not made-up examples.
The elephant in the roomWe dare to name what everyone knows but no one says, in a safe way.
Outcomes, not coverageEach segment ends with a clear result that participants take back to work.
Preparation
Assessment and situations
Participants take 360° Emotional Intelligence. Managers name typical difficult conversations and feedback situations from their work.
4-hour core
The workshop
The eight layers, the group map and practice in difficult conversations and feedback.
Up to 2 hours
Add-on
Chosen as needed: decisions under pressure, resilience, or boundaries when helpfulness stops helping.
Follow-up
In conversations
Each person chooses one conversation to have and follows it up with a short reflection.
Sample agenda and outcomes
No two workshops are the same. Each one is tailored to the needs analysis and the group’s results, so the agenda below is for guidance only.
- 0:00–0:30Strengths firstEach participant recalls a difficult conversation that went well and what they did that made the difference. The strengths are written down and made visible.
Outcome: The group sees that it knows more about difficult conversations than it thinks, and has strengths to point back to later in the workshop.
- 0:30–1:15The group mapThe group interprets the eight layers itself, starting with the strongest, and then finds the bottleneck.
Outcome: The group knows which layers it can build on and which factor holds back its communication and decisions the most.
- 1:15–2:00The elephant in the roomWhich conversations do we avoid here, and who pays the bill? How could the group’s strengths have helped in them?
Outcome: Avoidance patterns have been named without pointing at individuals, their cost assessed, and the group sees which strengths it has for having these conversations.
- 2:15–3:15Practising difficult conversationsParticipants practise real conversations in small groups and get peer feedback that starts with what went well.
Outcome: Each participant has rehearsed one conversation that matters to them and knows what they are going to say.
- 3:15–4:00One conversationEach person chooses a conversation to have in the next two weeks and how they will reflect on it afterwards.
Outcome: A commitment to have the conversation, with a deadline.
What determines the choice of exercises
Pattern in group results
Focus in the workshop
The group’s lowest layer
The bottleneck gets the most time, because it restricts the layers that follow.
Low expression, high empathy
Difficult conversations and clear feedback without codependency.
Low decision-making
An add-on on decisions under pressure.
Wide spread
Pair work across the spread.
Confidentiality. Focus areas are chosen from group averages and spread where the data allows. No conclusions are drawn about individual employees from averages.
“Every honest thing you do not say goes somewhere. It does not evaporate because you decided to be the bigger person.”
“The person receiving your impact does not live inside your intention.”
Next step
Get a workshop proposal
Tell us about the group and the conversations that are hardest. We will propose a scope and timing.
Home / 360° assessments / 360° Wellbeing
360° Wellbeing
Are results achieved at the expense of your people?
Heavy pressure can deliver results for a while, but not in the long run. 360° Wellbeing shows how eight key factors of wellbeing form a whole that is easy to work with and strengthen, so that performance becomes sustainable.
What the assessment shows
Eight key factors of wellbeing
The assessment gives an overall picture rather than a single number. It shows where the group is strong and where the pressure shows.
01Physical Vitality
02Mental Clarity
03Emotional Equilibrium
04Relational Synergy
05Purpose Alignment
06Financial Wellness
07Occupational Health
08Rest & Recovery
For each individual
Your personal report
Every participant receives their own 360° Wellbeing results in a personal report. It belongs to them, and they can put it to good use at work and beyond.
No one else has access to a personal report unless the participant chooses to share it.
Add-on for the group
The group map
When a group takes the assessment together, a group map is produced from the combined results. It is used when working with the group, for example in courses and workshops.
The group map shows the overall picture of the group, never individual results.
How the results are used
From the overall picture to action
The results support decisions about workload, priorities and support, and show which factors most affect the group’s wellbeing and performance.
- Baseline: a group summary showing the strongest and weakest factors.
- Priorities: a few actions where the need is greatest.
- Tailored training: a workshop or support shaped by the results.
- Re-assessment: the assessment is repeated and compared with the baseline.
Alongside other assessments
360° Wellbeing can be used on its own or together with 360° Thinking and 360° Grit. Together they show how people think, where their stamina lies and whether it comes at the expense of wellbeing.
Confidentiality. Wellbeing is personal. We work with group-level summaries, no conclusions are drawn about individual employees from averages, and each person decides what they share from their own report.
Workshop for organisations · Suited to a staff development day
A voice that is heard
A four-hour workshop built on 360° Wellbeing. It is well suited to a staff development day when the organisation wants to increase engagement and strengthen employees’ ownership of their own ideas, so they feel they have a voice that is listened to.
Strengths firstWe start by making the group’s strengths visible. Under pressure, people forget what they know and can do, and then we can point back to them: How could the group’s strengths help here?
Real challengesWe work with the group’s own projects and situations, not made-up examples.
The elephant in the roomWe dare to name what everyone knows but no one says, in a safe way.
Outcomes, not coverageEach segment ends with a clear result that participants take back to work.
Preparation
Assessment and ground rules
Participants take 360° Wellbeing. Profectus compiles the group results and agrees with managers how they will take part and respond to proposals.
4 hours
The workshop
The group picture, the elephant in the room and employee-owned proposals that managers respond to on the spot.
Staff development day
Part of the day’s programme
Fits well into a staff development day, for example in the morning or afternoon, and gives the day a clear outcome.
Follow-up
30 and 90 days
A short status update on the proposals after 30 and 90 days, and re-measurement for comparison with the baseline.
Sample agenda and outcomes
No two workshops are the same. Each one is tailored to the needs analysis and the group’s results, so the agenda below is for guidance only.
- 0:00–0:25When we are at our bestShort conversations in pairs: when have we been at our best as a group, and what gave us energy then? Everyone speaks within ten minutes and the strengths go up on the wall.
Outcome: The group’s strengths are visible, and it has a shared vocabulary for wellbeing that goes beyond “how are you?”.
- 0:25–1:05The group pictureThe group examines the eight factors of wellbeing, starting with the strongest, and interprets the results itself before we add anything.
Outcome: The group knows its strongest and weakest factors and owns the interpretation; it was not handed to them.
- 1:05–1:50The elephant in the roomWhat do we all know but never say out loud? Anonymous input, for example on posters.
Outcome: What is discussed in the coffee room is out on the table in a safe way, sorted by whether it is in the hands of the group, the managers or neither.
- 2:05–2:55From complaint to proposalGroups choose obstacles and turn them into proposals, asking: how can the group’s strengths help here? What should change, who is responsible and what is the first step?
Outcome: Three to five proposals owned by employees, each with an owner and a first step that can be taken within 30 days.
- 2:55–3:35A voice that is heardManagers listen to the proposals and respond on the spot: yes, yes if, or not now and why.
Outcome: Every proposal has a clear answer or a date for one. Employees see that they were heard.
- 3:35–4:00CommitmentEach person chooses one change in their own wellbeing, and the group decides how progress on the proposals will be reviewed.
Outcome: Responsibility is clear: who does what, and when the group will next hear about progress.
A precondition for success
A voice only matters if it is heard. Managers take part in the second half of the workshop and commit in advance to respond to every proposal, either on the spot or by a set date. Without that commitment, it is better to skip the workshop.
What determines the focus
Pattern in group results
Focus in the workshop
Low purpose alignment
Connecting proposals to the organisation’s purpose and strategy.
Low occupational health
Workload, ways of working and conditions the group can influence itself.
Low rest and recovery
Boundaries, meeting culture and when people are expected to respond.
Strong relational synergy
Used as a foundation for collaborating on the proposals.
Confidentiality. Wellbeing is personal. We work with group-level summaries and anonymous input. No conclusions are drawn about individual employees.
“Part of self-discovery is learning to sort the cargo: what strengthens you, what burdens you, and what was never yours to carry.”
“You may begin to believe that life is the problem when, in fact, the engine has been running for years without proper maintenance.”
Next step
Get a proposal for an assessment
Tell us about the group and the situation. We will propose a scope, delivery and timing.
Home / Coach training
Foundation coach training
Learn to help others find their own answers
Over eight teaching days you try out the role of a coach. You practise listening attentively, asking with curiosity and giving people room to think out loud. You learn to lead conversations that help people work out what matters and choose their next steps.
Length80 hours8 teaching days in modules
AccreditationICF-accredited foundation programme“Certified coach”
HomeworkAbout 30 hoursbetween modules
SupportTankurinnfor 12 months after the programme
Who it is for
For people who want to empower others
The programme suits managers who want to coach their people as well as those who want to work as coaches or deepen their own self-knowledge.
What you learn
- To apply the eight ICF core competencies and the ICF code of ethics in conversation.
- Powerful questioning and active, deep listening.
- To help others set clear goals and follow through on them.
- To map your own values, strengths and what holds you back.
- To understand and manage your own emotions so you can meet others with greater insight.
How it works
What happens between modules matters most
Teaching modules
Visual teaching with hundreds of illustrations by the artist Jim Ridge instead of dry text slides.
Triads
You work closely with fellow students in support groups between modules.
Real coaching
You coach external clients for at least 12 hours to ground your knowledge.
Mentor sessions
Four mentor sessions with a teacher to work through obstacles and get answers.
Accreditation status
On completion you are a “Certified coach” with an 80-hour ICF-accredited foundation programme. Completing the programme does not automatically give you a personal ICF credential (ACC). That requires, among other things, ten mentor sessions, four of which are included, and logged coaching experience in line with ICF requirements.
Included in the programme
- Teaching by experienced coaches (ACC, PCC)
- A personal 360° assessment with report
- Four mentor sessions
- Workbook, books and Profectus card tools
- Access to Tankurinn for 12 months after the programme
- Full meals on teaching days
Schedule
The next course starts on 5 February 2027
Eight teaching days in three modules.
ModuleDatesTeaching hours
Module one5–7 February 202709:00–16:00 all days
Module two6–7 March 202709:00–16:00 both days
Module three2–4 April 202709:00–16:00 all days
Price and terms
What does the programme cost?
- PriceISK 598,000
- Price if paid in fullISK 558,000 if paid at registration
- DepositISK 59,800 (10%) secures your place
- InstalmentsInterest-free instalments over up to 6 months, or a payment plan
- Trade unionsMost Icelandic trade unions subsidise the programme. Check your entitlement.
- Next cohort
Prices and payment terms are shown as on the current website and will be confirmed before publication. Registration is subject to the Profectus terms and conditions.
Teachers
Experienced coaches
The programme’s teachers are credentialed by the International Coaching Federation (ICF).
MBA from CBS, NBI Master Trainer and EQ-i Practitioner. Has written and developed almost all of Profectus’s course material.
The third Icelander to earn the ICF MCC credential and a mentor coach since 2015.
Has taught in both foundation and advanced coach training for more than a decade.
Registration
Register for the programme
The next course starts on 5 February 2027. Eight teaching days in three modules. Fill in the form and we will contact you with a confirmation.
- Questions? Phone +354 565 9111
- info@profectus.is
Coach training
Your registration has been received
Thank you. We will contact you to confirm your place and send further information.
Preview: the registration is stored under the reference number above. Email confirmation will be active once form handling is connected.
Course registration is separate from the newsletter. Information is not sent to web analytics. See our privacy policy.
Home / Empowering Leadership
Transformational leadership programme, tailored for organisations
Managers who empower others
Managers’ biggest challenges are rarely about processes. They are about people: resistance to change, lack of alignment and conversations that never happen. Empowering Leadership is an action-oriented programme in which managers put what they learn into practice at work while the programme is running.
Who it is for
For everyone responsible for the success of others
The programme is for people with formal or informal management responsibility, or who are responsible for the work, communication, results or growth of others. There is a strong emphasis on self-knowledge and communication skills.
Managing directorsMiddle managersHR managersDepartment headsTeam leadersProject managersSupervisorsShift managersService managersStore managersProduction managersQuality managersEntrepreneurs
Programme modules
From self-knowledge to change management
The programme is largely based on the book Leiðtoginn – valdeflandi forysta (The Leader – Empowering Leadership) by Ingvar Jónsson and on the social sciences.
Part 1
Self-knowledge, current reality and personal growth
Strengths as a leader, values, horizontal and vertical leadership development, leading across generations and engagement at work.
Part 2
360° leadership skills
How different leaders think, the eight dimensions of thinking and tools for micro-coaching and running meetings. Based on NBI assessments.
Part 3
Emotional intelligence – the inner wealth
An EQ-i 2.0 assessment and a detailed report on strengths and growth opportunities across all areas of emotional intelligence.
Part 4
The skills of the coaching leader and coaching in practice
ICF core competencies, the coaching conversation, questioning, listening and feedback, and how coaching leadership is embedded in the workplace.
Part 5
Change and change management
Leading versus managing change, energy and stress management, and Kotter’s eight steps with a cross-functional leadership team.
Delivery and implementation
The learning goes straight into the job
In-person teaching
The whole group meets for discussions and tasks that require active participation.
Tankurinn
Before and between modules there is self-study in Tankurinn: teaching videos, assignments and self-assessment. Access for 12 months after the programme.
Personal mentor session
A coaching conversation with a teacher and feedback on performance in the programme and in the leadership role.
The try–observe–evaluate–embed cycle
Try, observe, evaluate and embed. Participants try out new skills in real situations between modules.
Assessments included
An EQ-i 2.0 emotional intelligence assessment and NBI assessments of thinking and leadership style. These are different from the 360° HPM assessments.
Course materials
The books Leiðtoginn – valdeflandi forysta and Sigraðu sjálfan þig – aftur og aftur, and a card deck of values, strengths, emotions and powerful questions.
Price and scope: depend on the number of participants and how the programme is adapted to your group. The programme is eligible for funding from many Icelandic vocational training funds. We send a written proposal after the first conversation.
Next step
Get an introduction for your management team
We will go through the programme, how it can be adapted to your needs and possible timing. Choose an introductory meeting, a phone call or more information.
Home / 360° HPM certification
Open course · 360° HPM consultant training · The Basic 3
Learn to use three 360° assessments in consulting and training
What happens when people get a clearer picture of how they think, how they respond to adversity and how they look after their own wellbeing? In this practitioner training you learn to interpret results from three assessments and use them in conversations that help people choose what to develop and how to begin.
Who is the course for?
Open to HR professionals, consultants, coaches and managers
The course is open to HR professionals, consultants, coaches, managers and others who want to use assessments in their work. You can apply them in one-to-one consulting, use them to choose the focus of a workshop or build on them in career development conversations.
The three assessments
Get to know the three assessments
360° Thinking
Why do two people approach the same task in different ways?
360° Thinking shows which perspectives people turn to first when they process information, solve problems and make decisions. The assessment maps eight dimensions of thinking style and gives people a vocabulary for discussing different routes to the same challenge.
In a workshop you might, for example, help a team understand why some want to see the data before a decision is made while others want to start by exploring the options. By using both perspectives, the team can examine the issue more thoroughly before choosing a path.
360° Grit
What helps people keep going when it gets hard?
The grit assessment looks at how people sustain interest and stamina, cope with adversity and respond when plans don’t work out. The results highlight strengths people can build on and factors they can develop, such as self-discipline or the ability to adapt how they work.
In consulting you might, for example, use the assessment with a manager who finds it easy to set a clear direction but harder to follow through when urgent tasks take over. The results give you a basis for discussing where the problem lies and which strengths could help address it.
360° Wellbeing
What gives people energy, and where might support be needed?
The wellbeing assessment gives an overview of eight factors of wellbeing, including physical energy, emotional balance, relationships, purpose, occupational health and rest. The results help people see how these factors connect in daily life and choose where a change could matter most.
If a client describes a lack of energy at work, for example, the assessment can help you explore whether the conversation should start with working conditions, rest or other factors affecting their wellbeing.
How it works
How the practitioner training runs
You take the three assessments yourself and experience what it is like to receive your own results. In the training you learn to choose an assessment to suit the challenge, read and interpret the reports and lead a conversation about what the results draw attention to. You practise giving feedback and helping the client shape their next steps.
Included are 15 practice assessments, five of each type, for practising interpretation and feedback.
Certification and rights
Profectus is the Master Trainer for 360° HPM in Iceland and is authorised to train and certify independent consultants. When you have completed the course and passed the final exam, you receive 360° HPM Basic 3 certification and the right to offer the three assessments to your clients.
Material and support after certification
- Ready-made talks and presentations. You may use the material freely in your own work and brand it as your own. That gives you material to build on when you present the assessments, give a talk or run a workshop.
- Learning material and exercises in Tankurinn. In Profectus’s online learning platform you will find videos, workbooks and exercises linked to each assessment. You can use the material to prepare and choose assignments for clients to work on between sessions.
- Ongoing support for your consulting. In Tankurinn you will find consulting cases, self-assessments and optional learning material. You also get support in marketing the service and identifying where clients can benefit from the assessments.
Registration
Register for the practitioner training
19–20 January 2027 · 08:30–16:30 both days
Course fee ·
Fill in the form below. We will contact you with a confirmation and further information about the course.
360° HPM consultant training
Your registration has been received
Thank you. We will contact you with a confirmation and further information about the course.
Preview: the registration is stored under the reference number above. Email confirmation will be active once form handling is connected.
The information is only used for your registration. See our privacy policy.
Home / Terms and conditions
Profectus terms and conditions
English translation for information. In case of any discrepancy, the Icelandic version prevails.
1. General provisions
These terms apply to purchases on the website www.profectus.is, owned by Profectus ehf., ID no. 410304-3760, Strandgata 11, 220 Hafnarfjörður, Iceland – referred to in these terms as Profectus. The terms define the rights and obligations of Profectus on the one hand and the buyer on the other. “Seller” means a company offering goods or services for sale on profectus.is. “Buyer” means an individual who is party to the contract but is not engaged in business or other commercial activity, i.e. an individual who buys goods or services within the meaning of the Icelandic Consumer Sales Act No. 48/2003. Prices on the website include VAT where applicable, according to available data and information from the seller, and are published subject to typing, printing and image errors. Shipping costs are not included for goods sent to buyers; this does not apply to services, programmes or courses that the buyer attends in person.
2. Personal data
Profectus processes personal data in accordance with the Icelandic Act No. 90/2018 on Data Protection and the Processing of Personal Data. Personal data received by Profectus is recorded electronically in Profectus’s database, and only the system administrator has access to it. Personal data is never provided to third parties. When purchasing goods or services, the buyer consents to Profectus collecting and processing personal data from the company’s database. Processing continues for as long as the buyer does not object to it. If the buyer wishes to comment on the handling of personal data or asks for their personal data to be deleted from the database, they should contact Profectus by email at info@profectus.is or by post at Strandgata 11, 220 Hafnarfjörður, Iceland. The buyer’s information will then be deleted from the database and the buyer informed of this separately.
Profectus reserves the right to use personal data to send customers marketing messages by email and/or SMS, in order to provide customers with the best possible service. No cookies are set to offer personalised advertising. Profectus does not collect any information for marketing purposes, neither to sell advertising nor for profit.
3. Completion of purchases
By paying, the buyer confirms that they are aware of Profectus’s current terms. Each purchase is binding on the buyer in accordance with Profectus’s terms and conditions. If goods are to be sent to the buyer, Profectus undertakes to post them within three working days. If the goods are not in stock, the buyer is informed within three working days and offered a refund if they prefer that to waiting for the goods to become available again.
To complete registration for a programme or course, the customer must pay a 10% deposit and state how they intend to pay the remaining course fees. The deposit for a programme or course is always non-refundable. Payment of the balance must be made or agreed no later than 14 days before the programme starts. If this is not done, Profectus will consider that the customer does not intend to take part and has given up their place. Profectus may then sell the place to someone else.
4. Returns policy
Non-defective goods can be returned within 30 days against a receipt or equivalent proof of purchase, such as a card statement or a Profectus label. Goods must be returned in saleable condition, both in content and packaging. For returned goods in saleable condition, Profectus will refund the customer. Returns should be notified to info@profectus.is. Please note that when goods are returned, the buyer is responsible for them until they reach us. The buyer pays the shipping costs for returns. Returned goods must be sent to Profectus’s address.
The refund amount is the price shown on the receipt. If there is no receipt, the refund amount is the price applicable in the shop on the day of the return. Goods cannot be returned if they have been discontinued by Profectus, specially ordered or have expired. Shipping costs are not refunded. Course deposits are not refunded.
If a customer has received damaged or incorrect goods, they should inform us at the first opportunity, and we will take full responsibility. If goods are defective, the customer is offered a replacement and we pay all related shipping costs, or refund if requested. Otherwise, reference is made to the Icelandic Consumer Contracts Act No. 16/2016 and the Consumer Sales Act No. 48/2003. If goods are proven to be defective, they can be returned against a receipt or equivalent proof of purchase, such as a card statement or a Profectus label. Defective goods can be exchanged for new ones or fully refunded.
5. Refund of programme and course fees
Please note that if a customer cancels their participation in a Profectus programme or course within two weeks before it starts, the customer has no right to a refund of either the course fee or the deposit. If the student has not paid the course in full within two weeks before it starts, they will nevertheless be required to pay in full.
If a student has paid for a programme or course in part or in full and withdraws within two weeks before it is due to start, or after it has started, they may register for a comparable programme within two years and use what they have already paid as payment. If the price of the programme or course has increased in the meantime, the student must pay the difference. All of the above must be agreed with Profectus and applies only if the course in question is not fully booked when it starts.
6. Confidentiality
The seller promises the buyer full confidentiality regarding all information the buyer provides in connection with the transaction. Information will not be handed over to third parties under any circumstances unless required by law. You agree to provide current, complete and accurate information for all purchases made in the shop, including your email address, credit card number and expiry date, so that we can complete your transaction and contact you as needed.
7. Governing law and jurisdiction
This agreement is governed by Icelandic law. Any dispute arising from it shall be brought before the District Court of Reykjanes.
8. About Profectus
- CompanyProfectus ehf.
- AddressStrandgata 11, 220 Hafnarfjörður, Iceland
- Phone+354 565 9111
- Emailinfo@profectus.is
- Company ID (kennitala)410304-3760
- VAT no.83263
- Bank account545-26-452
Controller
Profectus ehf., ID no. 410304-3760, Strandgata 11, 220 Hafnarfjörður, Iceland, info@profectus.is, phone +354 565 9111.
What information is collected
When you send an enquiry or register for a programme or course, we receive the information you enter in the form, such as your name, email, phone number, workplace, job and message. If you choose to have your employer pay, we also record the company name and an email address for the invoice.
How the information is used
The information is only used to respond to your enquiry, complete your registration and contact you about it. Newsletters are only sent to people who have specifically asked for them.
Web analytics and cookies
Personal data from forms is not sent to web analytics. No cookies are set to display personalised advertising.
Sharing and retention
Information is not sold or passed on to third parties unless required by law. It is kept for as long as needed for the enquiry or registration.
Your rights
You can request access to, correction or deletion of your information by emailing info@profectus.is. If you believe the handling of your information breaches the law, you can contact the Icelandic Data Protection Authority (Persónuvernd).
404
Page not found
This page no longer exists or has been moved. Here are the main ways forward.