Optimising potential

Identify the potential and ambition in your organisation. It is the surest way to address your Talent challenges.

Development centres apply the same methodology as an assessment centre, but are performed in a different setting. Well applied they have a positive impact in your organisation.
Given the purpose is development, the atmosphere is open and constructive yet sufficiently challenging and stretching.
It is an excellent way to evaluate employees against the organisation's competencies.
They are the perfect starting point for a focused development plan.

Failing to provide people with development opportunities will ultimately make them look elsewhere.
It provides both parties with an objective insight into the strengths, development areas and ambitions.
People acquire a better insight into their capabilities and needs.
They often lead to better Performance results.

87 %

Of millenials say development opportunities determine their career decisions (Gallup/ATD)

Of employees claim they would stay longer in a job if the organisation invests in helping them learn(Paycor)

Analyse and decide on the functional and competency requirements for the DC.

The employee receives a detailed feedback on the findings & recommendations.

Define the required tests and exercises, the self-assessment and plan the DC.

The conclusions are drafted in a report that is discussed with all the stakeholders.

Organised in an open constructive setting, a DC should be a positive experience.

A development plan is drafted between the manager, the employee and the assessor.