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Over 40 years of experience from D-SCOR and consultancy for some of the country's leading companies

Cathrine is a trained agronomist, has worked at the University of Agriculture in Ås in connection with research on the use of pesticides and artificial fertilizers. She then took an education in psychology, pedagogy and sociology and then worked for 10 years as a therapist and manager in child welfare in Oslo Municipality. The target group was young people with behavioral problems aged 14-18.

Cathrine Juell AS was founded in 1984, is today run and owned 100% by Cathrine Juell and her husband Olle Hellstrand, 40 years of business in 2024.

In 2022, Cathrine established D-SCOR AS together with 4 computer engineers from NTNU in Trondheim, aiming to digitize and further develop the profile tools and the D-SCOR model.

Cathrine has always focused on the fact that conscious management of human capital is just as important as the management of financial capital and knowledge capital.  

The D-SCOR model is business support with a focus on establishing  a performance culture and self-performing teams combined with cooperation skills training and leadership development.

D-SCOR is a common language that makes it easy to establish a culture of feedback, absolutely essential for increasing the performance of the individual as well as of the entire organization, something Cathrine took from sports in the build-up of the Olympic summit in Norway in the 90s in collaboration with Bjørge Stensbøl and Åsne Havnelid. Team sports in particular focus on ensuring different playing styles in the team line-up in order to reach goals.

The D-SCOR model began to take shape, but an essential part was missing and that was social competence. There were many models and personality tests that mapped work styles, but none that emphasized social skills, behavior and dialogue competence. Cathrine therefore added 4 dialogue styles to the model in addition to 4 work styles, this as a filter to reduce misunderstandings in collaboration which often lead to infighting and inefficiency in the work processes.

D-SCOR is a team formation model, an educational tool to ensure the building of efficient and self-performing teams with different skills and different personalities, and established a common language as support to ensure a feed back culture.

The D-SCOR method/model emphasizes training and frequent feedback, self-development is not a "quick fix" that we do through lectures and intellectual exercises, it is practical work in everyday life in an environment with ceiling height that ensures a culture of feedback, based on honesty, openness, trust and insight into each other's reaction patterns, we talk to and not about.

D-SCOR emphasizes clear training goals and training periods in our leadership training and organizational development programs. In order to perform optimally, training is as important as the talent itself, experience from, among other things, sports shows that athletes with average talent who train systematically achieve better results than those who have the best talent, but who do not train.

Cathrine has long and wide experience through 10 years as a therapist in child protection in Oslo Municipality and 40 years as a counsellor. She has experience in most types of organizations and at various levels in Norway and internationally. Everything from heavy industry, media, production environments, nursing homes, hair/stylist, non-profit organizations etc.

In the 1990s, Cathrine was given the opportunity to test the D-SCOR model in start-up environments such as Olympiatoppen, TV2, Telenor Mobil, P4 and experienced that D-SCOR worked in practice.

The model is today used in all phases of the company's life, in start-up and operation, in turnarounds, mergers and  in connection with acquisitions etc. D-SCOR emphasizes that all profiles have the same value in a common cabinet, dysfunctionality occurs when it becomes too many similar profiles in a team or in an organisation. The group easily defines the normal based on the characteristics that are dominant in the group, often rejects those who do not resemble the majority and it is perhaps the people the group needs most to move forward.

Our services are used by some of the country's leading companies

Over 200 companies have used D-SCOR and our consultancy since the start 

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Get in touch if you have any questions about our services, D-SCOR or just want a chat

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