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Development Centres
The key to successful company performance lies in its employees. Development Centres are the ideal way to measure the strengths, potential and development needs of these people. By using a range of carefully designed exercises, managers can be assessed on their performance in senior roles while avoiding the risk of expensive mistakes.Exercises can be based on existing roles, or roles that will be required in the future, they can also be above the manager’s existing position. In this way your high flyers can be identified and placed on a focused development programme to ensure succession without the risk of mistakes that can be made while developing in the job.
A properly designed and managed Development Centre will enable you to recognise individual’s potential and ensure that they have the skills required for the future of your organisation. Your employees will realise that you are serious about developing people. They will be more motivated to own their development, focussing on improving their performance against the company’s job competencies.
Defining
Competencies
We can help you to identify and define the competencies or
abilities
required for excellent management performance. These may be
company wide or designed for a single unit or department.
Design
Our
psychologists have wide experience in the design of
Development Centres and exercises. We provide you
with a process
that will use realistic situations to challenge
and stimulate candidates.
They will allow you to select and develop your
future senior managers
to ensure succession.
Once the Development Centre is ready our psychologists can facilitate the Centre providing assistance and advice to internal assessors. We can use personality instruments and interviews to provide an in-depth profile of your managers’ potential.
Feedback
Feedback is a crucially important part of any
Development Centre. This must be given sensitively, backed with
examples of behaviour
and a properly thought out development programme.
There are
considerable benefits if this process is carried
out by external
psychologists rather than by an existing manager
who may not
always be objective.
We prefer to take a positive approach to development, focusing on people's strengths and how they can develop and make use of their strengths for everyone's benefit.
Report
At the end of each Management development
programme we
can provide you with a full and confidential
report outlining the
strengths of your company’s management
potential.