how to maximize the roi in talent development · top talents – middle management level (10)...

How to Maximize the ROI in Talent Development

A New Approach to Development Centers

Progress Centers

Copyright @ Progress-U Ltd.

1. TradiHonal Approach to Assessment & Development

Centers

2. How Progress Centers are Different

3. Your QuesHons

Agenda

Progress Centers


About Assessment & Development Centers

DisHncHon

Assessment Centers

Development Centers

Progress Centers


TradiHonal Assessment/Development Centers

STEP 1: SelecHon of ParHcipants (5-15 per center)

STEP 3: Various Role-Plays & Exercises – short preparaHon Hme

STEP 4: Observers (External / Company) note observaHons

STEP 5: A\er compleHon of all exercises à Observer Conference

STEP 2: Briefing of ParHcipants on Process

STEP 6: External Observers provide extensive feedback & finalize the report (including development recommendaHons)

(STEP 7: ParHcipant has follow-up meeHng with line manager / HR to discuss implementaHon of development plan)

Assessment Center: SelecHon of best candidates Development Center:

Progress Centers


TradiHonal Assessment/Development Centers


STEP 3: Various Role-Plays & Exercises – short preparaHon Hme

STEP 4: Observers (External / Company) note observaHons

STEP 5: A\er compleHon of all exercises à Observer Conference

STEP 2: Briefing of ParHcipants on Process

STEP 6: External Observers provide extensive feedback & finalize the report (including development recommendaHons)

(STEP 7: ParHcipant has follow-up meeHng with line manager / HR to discuss implementaHon of development plan)

Assessment Center: SelecHon of best candidates Development Center:

What’s Possibly Wrong with this Process?

Progress Centers


The Paradox Shadow Problem

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SoluHon 1: Paradox Pre-Assessment before Progress Center

SoluHon 2: Minimize ‘pressure’ through preparaHon day

Progress Centers


The Ownership Problem

TradiHonal Development Centers give no/lifle ownership over the development to

the parHcipant!

SoluHon 1: Ensure sufficient insight for parHcipants during the Center

SoluHon 2: ParHcipants write the Development Report (with assistance)

Progress Centers


The Learning Problem

TradiHonal Development Centers provide learning only through feedback and lifle /

no self-reflecHon.

SoluHon: Structured laser coaching session (1:1) including a\er feedback a\er each exercise

Progress Centers


The Competency Problem

TradiHonal Development/Assessment Centers o\en insufficiently assess the

behavioral tendencies underlying the key competencies.

SoluHon: Tailored Behavioral Competency Assessment

Progress Centers


Progress Center Structure


STEP 3: Informal get-together of all observers and parHcipants

STEP 5: Short Coaching Session (approx. 10-15mins) per Exercise

STEP 4: Various Exercises (depending on purpose/competencies)

STEP 2: Pre-Assessment (Harrison Paradox & Behavioral Competency Report)

STEP 6: Extensive Coaching Session (1.5-2hrs) to consolidate learning and dra\ development plan

STEP 7: ParHcipant has follow-up meeHng with line manager / HR to discuss implementaHon of development plan

Progress Centers


Stakeholders (example of Progress Center)

Target ParHcipants: Top Talents – Middle Management Level (10)

Internal Observers: Senior HR ExecuHves (2)

External Observers: Progress-U Lead Coach (1) + ExecuHve Coaches (4)

Role-Players: From Client or Progress-U (2) [prof. actors]

Onsite Coordinator: From Client or Progress-U (1)

Project Manager: From Progress-U (1)

Progress Centers


Competency Framework

The Progress Center is typically oriented along the Client’s Core Competencies & Values Model

1. ….

2. ….

3. ….

4. ….

5. ….

6. ….

Progress Centers


Suggested Structure (Example Progress Center)

Day I (a\ernoon) !   Briefing of Observers & Role-Players

!   Briefing of ParHcipants (for assessment centers: done on Day II morning)

!   Opening Ceremony

!   Networking Cocktail/Dinner

Day II (all day) !   One 1:1 Interview

!   Two different 1:1 Role-Plays or one 1:1 and one 1:2 Matrix Role-Play

!   One Group Discussion

!   One PresentaHon

!   Observer Conference

Day III (morning) !   1:1 Coaching & Development Plan Sessions (2 hours / parHcipant)

Pre-Progress Center: Harrison Assessments (online)

Progress Centers


3. Any QuesHons?

Contact

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how to maximize the roi in talent development · top talents – middle management level (10)...

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