Development Centre: discover and develop potential
Your company is dealing with junior executives who have already gained leadership experience or whom you?d like to assign to this task? You are looking for ways to bring them forward on their path to becoming an effective executive?
We advise you to consider a Development Centre (DC) that is individually tailored to your business and your its specific requirements. A DC provides your employees with the opportunity to try themselves in challenging leadership situations and find out about their personal potential as an executive through self-reflection and feedback.
A team of experienced diagnosticians and personnel developers of PE-Solution alongside specially chosen and trained internal executives will accompany a group of 10-12 participants through the 2-3 day DC. Throughout various tasks that are individually designed according to your needs, your employees can try themselves in success-critical situations and show their innovative potential and social competencies.
Short workshops for personality diagnostics and dealing with leadership-relevant topics complete the programme, and in combination with different methods of self-reflection promote the identification of individual development areas and the direct implementation and trial of new behaviours.
A final extensive oral feedback and a written report detailing the strengths and weaknesses of the individual employee facilitate a goal-oriented, individual and self-directed development of your employees.
In this setting we frequently experience that participants make use of the opportunity to establish a network with fellow participants, their colleagues. They are then able to benefit from these contacts in the long run by exchanging opinions about professional and leadership topics.
We have experienced trainers who can continue to promote your employees? development beyond the DC by means of seminars, personal coaching or learning workshops to work individually on those topics that your employees have identified as success-critical for their own development in the
Example of the implementation of a Development Centre (DC) for junior executives of a large German automotive supplier
Day 1:
- Start at noon
- Introduction and getting-to-know of participants and observers
- Presentation of the schedule, requirements, exercises and goals of the DC
- Introduction to the participant?s manual
- Preparation and realisation of a group discussion in two small groups
- Mutual feedback of the participants
- Workshop about personal preferences according to the MBTI® (Myers Briggs Type Indicator)
- Joint closing
Day 2:
- Preparation and realisation of a conversation with an employee (role play) in parallel observer groups
- Mutual feedback of the participants
- Participants solve a complex case study and prepare a presentation of their results for the afternoon
- Lunch break
- 2nd Workshop focusing on MBTI and leadership
- Individual presentation of the results of the case study
- Participants work in small groups on an innovative topic or a strategic problem and jointly prepare a presentation
- Short feedback to the participants on the conversation with the employee and the presentation
- Joint closing
Day 3:
- Preparation and realisation of a meeting with a customer (role play) in parallel observer groups and short feedback from the observers
- Participants continue working on the problem in their small group
- Presentation of the results of the small groups to the entire group of participants and observers
- Lunch break
- 2 parallel short workshops centering on leadership abilities
- Individual documentation of the personal results by each participant
- Learning partnerships for reflection of the results and formulation of first ideas for development
- Moderators and observers provide individual feedback and impulses for development to the participants
- Joint closing
