Development Center, the inspirational development

During the Development Center, we assess the potential of employees through specific tasks. During the DC, in addition to skills and knowledge, necessary competences and attitudes are observed that are needed in our increasingly challenging world but cannot be learned in the classroom (e.g. resilience, change management, flexibility, loyalty, ...).

As colleagues are examined from many perspectives, from many angles and using many methods during the DC, individual strengths and areas for improvement are identified in depth and in a complex way.

The DC is always tailored to the organisation, taking the challenges it is currently facing into account. During the DC, participants are tested by stimulating concrete workplace situations, so that real-life examples and focused attention on pre-defined competences provide an up-to-date picture of the colleague.

Who is it for?

It is recommended for organisations that want to work with workers who can make a difference in the VUCA world.

They want to do this by providing recognition and inspiration, as well as opportunities for continuous learning. They welcome professional support in developing and/or updating a DC process tailored to their organisation.

Project length: 2 weeks - several months. Depending on the number of workers to be surveyed, the exact number will be determined after the initial consultation.

Interested in our Development Center service?

Then send us your request for a quote and our staff will contact you with a tailor-made solution.

Request an offer from us!

Why is it good for the company, what results will the organisation achieve after the project?

Potential analysis is a motivating tool for all colleagues in a job, as everyone receives up-to-date feedback (even if it deepens their self-awareness). It gives the organisation the opportunity to develop a sound training plan, so that staff development is targeted and inspiring. DC is also the cornerstone of succession planning and career planning.

Feedback to the employee on current strengths and areas for improvement
Providing superiors with more information about their own employee
A personalised career plan
Targeted and effective training plan
Motivational tool
Unlocking hidden potential
An established promotion system
Preparation of a competence map at organisational level

Steps in the DC process

1. Preparation (2-8 days)

  • Learning about organisational culture and work processes, job roles
  • Definition of competences required (to be assessed)
  • Developing the DC process
  • Preparation of materials
  • Organising the DC

2. Training of observers (0,5-1 day)

  • Introducing DC
  • Overview of the specific programme (timetable)
  • Presentation of competences to be observed
  • Review and test the exercises
  • Evaluation practice
  • Awareness of observation errors

3. Implement DC (1-2 days)

Possible tasks:

  • Roleplaying
  • Case study
  • Presentation
  • Mailbox task
  • Debate
  • Group discussion, discussion points
  • Construction task
  • Solving problems in a foreign language

4. Observer consultation (4-8 hours)

  • Evaluation of some participants
  • Discussion of potentials
  • Identifying areas for improvement

5. Preparation of written reports (3-5 days)

  • Competence matrix
  • Identifying strengths
  • Development proposals (area, method)

6. Individual feedback (1 hour per person)

  • Evaluation discussion with all participants
  • Identifying next steps

Project follow-up

About 1 month after the new employee starts working, we propose a discussion with the client (HR, management, line manager) on how they see the employee's development. In the light of this (if required), it is worth supporting the colleague with individual coaching or shadow coaching to enable him/her to use his/her strengths more effectively in everyday life.