Same methodology and content as Assessment Center but with a development perspective – Development Center is used for existing employees to identify their strengths and development opportunities/needs. We clearly identify what the participant needs to address or develop in order to reach her/his full potential – in general, for a specific position or in order to reach a future position. We bring you conclusions and recommendations on what the participant can do to develop his/her competencies going forward.
The participant goes through a full day of tests, analysis, interview and simulation exercises including role play. We make sure the participant is challenged on the right level and bring you a clear recommendation regarding the participant’s current and/or future potential. This is how it’s done:
Prior to the center
Analysis of the current situation
Stardust Executive has developed a process to analyze the current situation in order to gain understanding of your organisation, your culture, what is to be achieved in the future – and the job profile for the current role or a possible future role.
We team up with you to identify the most relevant competencies, the competencies that are truly crucial for success. Depending on how much time you wish to invest, this can be done in a large plenary meeting or in a smaller one-to-one meeting – alternatively we can recommend competencies based on a generic job profile.
The participant(s) is invited by Stardust Executive. We present information of what a development center is and what to can expect. Arrangements for when the center is to be carried out are made. The participant receives an invitation to fill out some of the questionnaires and tests online prior to the center. We also provide background information to one of the cases that the participant will be working on during the center.
Tests and analysis online
The tools used varies with the competencies chosen but normally we always include personality analysis, motivational drives analysis and an abstract reasoning ability test. These parts can be filled out online prior to the center at a time and place of the participant’s choice.
Carrying out the center
Full day development center
During a full day (usually at our venue) the participant goes through several different tasks. This is a common setup:
- In-tray exercise. Starts off with a task to organize the first two weeks in his/her new fictitious new job. This is followed by a decision making task where the participant needs to make decisions in four central issues of operational and/or strategic kind. The last task is to form a strategic plan for the coming three years and present them to a board of directors in an interactive role play.
- Management role-play where the participant plays a manager that needs to have a difficult talk with an employee/subordinate manager. The participant needs to show her/his ability to lead, listen, communicate and react. Following the meeting the participant is asked to write a report on the meeting.
- Competency based interview where we ask the participant for examples based on his/her experience concerning the competencies we wish to measure.
- Additional ability tests – for example numerical and/or verbal.
The center results in a written report. The report goes through what we have measured (and how) as well as the participant’s aspirations and motivations. Competency for competency we cover the individual results, listing and describing what was good and what could be improved. in the last part you find our summary of what we have observed and our final assessment.
After the center
The participant receives verbal feedback on top of the written report in an individual feedback-meeting where time is also used to reflect on and discuss our observations. Usually there is great agreement regarding the results since the participant performed in the exercises and knows what he/ she did, how he/she acted etc. The report is a powerful tool for own development as the report also comes with recommendations for further development and suggests development activities. This part aims at constructive advice regarding what the participant can do to develop his/her skills further and improve competencies further. The client also gets a verbal run-through of all participants that have gone through the development center in the same setup – including dialogue regarding strengths and development needs for each participant. This can also be conducted as a three-way feedback where we facilitate the discussion between manager and participant.