Development Centres
»An intensive reflection, feedback and learning experience«
A development centre offers your employees an intensive learning and feedback experience. With robust diagnostics and practical exercises, it provides insight into individual strengths and development areas – laying the foundation for sustainable growth, motivation, and retention within your organisation.
Our services
- Design of development centres focusing on reflection, feedback and learnings
- Conduction of individual development centres
- Conduction of group development centres
- DC Audit: Optimisation of your development centres
Development centres aim at initiating and promoting the development of internal employees. With the help of the multimethodological approach used for assessment centres, a set of methods is determined to make visible the individual strengths and development potentials of the employees. In addition to the diagnostic accuracy, development centres focus on promoting the further development of the participants during the day of the assessment.
By combining different diagnostic approaches (e.g. simulations, interviews, personality questionnaires) and different simulation situations (e.g. interview situations, case studies, presentations), it is possible to develop a differentiated picture of the strengths and development areas of applicants. In addition, applicants also get a concrete idea of the requirements of their future position. The benefit of the assessment centre is that it provides a transparent and well-founded decision-making basis for filling a position and significantly reduces the risk of making the wrong choice.
Additional success factors include creating a respectful and trust-based learning environment, as well as taking participants’ motivational structures into account.
Detailed outcome reports with specific behavioural observations, combined with the use of a learning journal, support the transfer of insights into ongoing development processes.
The benefit of a Development Centre lies in the transparency it provides – both for participants and the organisation – regarding individual strengths, development areas, and personal development goals.
To ensure long-term development, we recommend creating a development plan together with the participant’s line manager. This should incorporate not only the results of the Development Centre but also everyday behavioural observations.
