LDC
What are the needs?
- Top Managers have the need to practice their skills of giving feedback and coaching
- Middle managers have the need to have a clear development path so that they know where they need to improve
- HR has the need to add keep its best people
- The organisation has the duty to know who its future leaders are
Key benefits of a development center
- Gives hands on experience to top managers of giving feedback, and receive feedback in turn from facilitators
- Top managers create a “space in time” to discuss the future of their company, and who will run it
- Participants leave with a clear view of their future, carreeer path and development needs
- The organisation benefits from a living breathing succession planning process
Benefits for the candidates
Future development plan and recommendations from experienced managers regarding these questions:
- Where do you think I can develop further (skills)
- What is the next logical career step for me?
- Is there a goal / aspired target within the organisation that I can work towards?
- What about the topic of promotion / increased responsibility?
Benefits for the observers
- Practice key leadership skills; Coaching, Giving and receiving feedback; making suggestions, Active listening.
- Be active in deciding the future of the company, based on helping shape the people who will eventually (potentially) run it.
- Be involved in creating the sense of organisational development, and take back learnings into other people management situations.
Benefits for the organisation
- Use as a source of employee motivation
- Ensure business continuity over time. Advancement planning, succession planning, or simply having the confidence that top positions can be filled easily.
- Send a positive message to the employment market, and could certainly act as a retainer for some people in the organization.
- Create a platform to address & discuss corporate change initiatives.
- Live and breathe the competency set – use as a foundation for organisational development.