Organizational Change Management Shadowmatch (Organization Choice)

The process of unfreezing involves practical implementation of correctly driving the change management process, in which the Benchmarks which are performance based are linked to a series of steps which leads to un-freezing, shifting the organization culture, employee attitudes, behavior and values into a new dimension, and re-freezing (i.e. anchoring the shift).  The entire process can be measured in the organizations’ performance management system and essentially induces a paradigm shift in thinking and strategy.

Shadowmatch in Organizational Transformation (Organization Choice)


Examples of Shadowmatch in organization development which is driven by transformation and change are provided. Transformation can be defined as a process of re-calibrating existing practises and belief systems by comparing one’s own operations with leading competitors in one’s own industry.

Career Student Shadowmatch (Organization Choice)


This is based on linking internships and career guidance workshop events to enable potential employees/students to experience first-hand what is involved and what is required regarding responsibility and accountability within the specific career path.

Perspectives on Strategies of Shadowmatch: An Evolutionary Focus within Organizational Project Management Practice.

Explore the concept and footprints of the Shadowmatch concept by subscribing. and enrolling for the complimentary session.

Scholar Shadowmatch (Seeking Career Options)


Scholar Shadowmatch assist the scholar to choose an appropriate career by matching their natural inborn talents prior to engaging in higher educational programs of study. This pertains to early stage career options, exploring and choosing a possible career path.

Student Shadowmatch (Seeking Career guidance)


Enables students to experience the requirements of the specific career path and what each job demands. The purpose is to expand the student’s conscious awareness and abilities, and align expectations related to the reality within chosen careers.


Organizational Culture Excellence Shadowmatch (Organization Choice)

The word “culturescape” (synonymous with societal culture) is a broad term and is an underlying part of the fabric termed ‘organizational culture’. The former aspect refers to one’s society grouping in which one is rooted comprising of its norms, values and beliefs which have been traditionally fostered and impregnated into one’s belief system and behavior. In many counties multi-racial society groups are intermingled within a country’s mesh. The term organizational culture itself represents a central belief system how employees must think, act, and respond within their job-roles by giving expression to the central values defined by the collective leadership within the organization.


An apprenticeship is a system of training for practitioners of a trade and lasts for 3 to 7 years. The trade or profession is accomplished with on-the-job training which is accompanied by study (classroom work and reading). Most of the training is done while working for an employer who helps the apprentice to learn their trade or profession in exchange for their continued work with remuneration for an agreed period after they have achieved measurable competencies. Apprenticeship also enables practitioners to gain a license to practice their skill in a regulated profession. Individuals who successfully complete an apprenticeship then acquire a professional certification (level of competence.)

Intern Shadowmatch programs (Organization Choice)


The Intern Shadowmatch process is based on linking internships and career guidance events with active involvement of out-side experts or inside experienced experts within the specific topic fields to share their experience regarding the realities pertaining to job-roles, responsibilities and accountability of management within the career streams.

Specialist Intern Shadowmatch programs (Organization Choice)


A high performing specialist is selected within the organization to acquire a specific skillset to further their career.

Career Shadowmatch Holistic bottom-up top-down organizational/individual view (Organization Choice)


This is a holistic bottom-up top-down intra-organizational process. Individuals are earmarked for positions within a functional department requiring their talents and experience; upward mobility. For example, a large power generating organization may have three specialist streams of engineers. After careful assessment against established benchmarks, engineers are shadow matched into the correct engineering stream that aligns best with their talents, skill sets, and professional interest.

The focus is on individual coach and coachee self-development through use of a development scorecard. The process tool engenders a bottom-up and top-down interpersonal interactive engagement which benchmarks both coach and coachee’s self-development, self-esteem, self-worth, and self-empowerment.

Right-fit job-Shadowmatch Benchmarking (Organization Choice)

This process is used in job unique benchmarking for specific situations in recruitment and selection of employees through use of modern leading-edge HR technology aimed at talent identification and job role matching by shadow matching employee profiles with a specific job to be filled, and when employed, providing them with a Shadower Coach.

Talent Shadowmatch (Organization Choice)

The process entails identifying top performing employees in specific job roles. A profiling process enables an employer to create a benchmark of the most talented individuals within the business who fit these role categories. The company database of employees can be searched for other talented individuals that could be deployed into matching positions and developed within the organization.

Double Shadowmatch Integration (Organization Choice)


The process allows Cross matching expectations within job-specific contextual situations by synchronization of job, career, and organizational culture within a coaching process of an evolving learning organization. Focus is on aligning perceptions and expectations to perceived reality and conative aspects of required performance.

Team Building Shadowmatch (Organization Choice)


This specific unique Shadowmatch process is applied in team building by combining and building on the strength of individual team members through:


  • improving job-role fits

  • bartering talent as we get to know each other

  • improve communication in conflict resolution

  • promoting development of individual and team-emotional intelligence

  • collaborative effort leading to enhanced performance

  • social skills development

Intrapreneur Shadowmatch (Organization Choice)


The word intrapreneur is defined as an employee who is given the authority and support to create a new product without having to be concerned about whether the product actually becomes a source of revenue for the company. A good example is the ‘Post It Note’ which has its origin in the glue division of 3M in Minneapolis.

Shadowmatch in the arena of sport and Team Sport (Co-ordinating Body)


Learning from successful role models who serve as mentor / coaches. Available tools and techniques enable individuals and teams in sport to develop and engage in winning operational strategies by shadow matching selected competent shadower role models.

Entrepreneur Shadowmatch (Individual / Business Owner)


To avoid confusion, a distinction needs to be made between what is the difference between the terminology entrepreneur and intrapreneur?

“The primary difference between an entrepreneur and intrapreneur is that the former refers to a person who starts his own business with a new idea or concept; the latter represents an employee who promotes innovation within the limits of the organization.

Shadowmatch in the arena of art (Individual)


A Shadower seeks exceptionally talented individuals (the Shadow). In art or sculpture the Shadower can select the Shadow based on the natural innate expression and demonstration their inborn creativity in accordance with their designer and implementer ability. The Shadower as role model provides specific training that shapes and encapsulates the Shadow’s individual’s style in bringing forth and expanding their unique abilities to become more of themselves in terms of their innate potential. The selection of students and the awarding of bursaries is based on promising potential.

Shadowmatch in the arena of Music (Individual)


In the arena of music, the Shadower selects a Shadow reflecting the potential for future growth and development (Bursary awarded to high performance students) and thus the Shadower becomes the role model that provides specific training in accordance with the capability of the selected Shadow (Student). This has a direct impact on how knowledge is conveyed to the Shadow.  This will enable the Shadow to enhance the application of practical techniques and to develop an individual’s style and ability.

Strategies Of ShadowMatch

In This First Course Module of the multi module course series we will be Exploring the Global ShadowMatch Platform. During this module candidates will move through various evolution sections to prepare candidates for the integrated ShadowMatch Processes.


What is Shadowmatch?

Research has shown that success at work is the match between the experience and abilities of an individual and the task or job at hand in a given context or environment. It is argued that by understanding and discovering what makes successful people work effectively in a specific environment and selected tasks, future incumbents can be better job matched against established benchmarks.

In Which Arenas can Shadowmatch be Applied?


The concept Shadowmatch is based on collaborative efforts culminating into a series of solutions sought for solving challenging problems around human performance and development centred within organization realities. The perspectives and challenges in thinking within management how to introduce practical application for an improved match between individuals’ creative talents and abilities within a job, and choice of a befitting career. Distilled job-criteria are used to match a new potential hire (referred to as the Shadow, or also visitor / employee), to the job.

Our approach is unique in the combination of differentiating individual potential, and linking these aspects in team and organization dynamics which form an interlinking co-supportive framework that bridges the:

Cognitive, emotive, and conative aspects of personality dynamic as positioned through three levels of organizational performance.

In matching individuals for success to jobs, individuals complete several reliable questionnaires that provide accurate profile reports of who they are.

There is no fear involved as the interactive process one engages in taps into one’s innate potential which is one hundred percent and does not change over time.

There is no right or wrong way to be and all that is required is honesty in engaging oneself.

The process is fun, produces learning and growth, and is empowering.

Courses & Course Groups In The Global Overview Of The ShadowMatch Program Structure

Apprenticeship Shadowmatch programs (Organization Choice) Trade

An apprenticeship is a Trade. It is someone who provides help to a skilled worker in order to learn the trade himself. who specializes in a particular occupation that requires work experience, on-the-job hands-on training, and often formal vocational education, and not a degree? It is a job with training that includes gaining recognised qualifications and essential skills whilst you are working and earning an income.

Shadowmatch research and development, technology, and IT systems (Organization Choice)


The Shadowmatch process can assist with transformation in the workplace.  IT has become a critical part of an organization with many challenges in the fields of technology evolution and development.  IT systems development comprises of numerous facets that can bring about opportunities within individual growth with exposure to new evolving frontiers triggered through innovation.