For example, a current investment decision, poor performing part of the business, or market opportunity. helping, motivating and changing Our centres work in partnership with participants. We involve participants in every part of the process, we expect more for them, and we provide much more. More more feedback, honesty, coaching, openness, and development planning. Assessors become coaches and mentors. Reports become tools for clarifying thinking and persuading others.
Development plans change skills and careers.
There has to be strong links with appraisal, succession planning and training. Managers and HR professionals have to contribute - not just at a design level, but also at an individual level. And, every career plan and development plan has to aim for, then be measured against, clear business benefits. Here is a sample - Pilkington, British Sugar, Radio Rentals, Perkins Engines, Cooperative Insurance, Debenhams, Thomas Cook, East Midlands Electricity and GA Life. There is an impressive research history too - 18 academic publications on centre design and methods.