Assessment Centres / Development Centres
Ever wondered if you truly know your team’s strengths and areas to grow? Assessment Center serves as an invaluable tool to understand your key people better. They help figure out what your core team is great at and where they can get even better. Moreover, they shed light on team dynamics and potential undercurrents within your core team, offering valuable insights for fostering a collaborative and harmonious work environment aligned towards a shared vision.
Our Approach
Our approach involves a two-day program with carefully chosen participants, engaging them in various assessment tools designed to assess specific competencies. The tools include psychometric assessments, simulations, role plays, case studies, and a mix of tests, as well as outbound tools like DOC (Dynamic Obstacle Course) and Commando clue hunt.
The outbound tools provide a refreshing twist to the assessment process. Participants find it easier to open up in the natural environment, and the wide space allows for less restricted tool usage. The natural setting also makes it challenging to mask behaviors, providing a more authentic evaluation.
We tailor programs using multiple tools and observers to gather diverse insights, ensuring a more well-rounded assessment. Our trained assessors observe and analyze behavior patterns related to key competencies, offering valuable insights into their impact on performance and the organization’s future.
Post-assessment, we conduct one-on-one feedback sessions, guiding participants in crafting personal development action plans. Our assessors play a crucial role in facilitating individual development plans, designing capability-building initiatives, and structuring a training calendar for participants.
360-degree Assessment
360-degree assessment is one of the effective tools for fostering Self-Awareness. It’s not just about looking in the mirror; it’s about getting insights from all around – yourself, your team, your manager, your peers, your customers. Imagine it as a team effort to see yourself better! It helps uncover hidden spots you might have missed, giving you a clearer picture of how others see you and the value you bring to the team.
Our Approach –
In initiating our 360-degree feedback process, we start by comprehending the purpose and context of the assessments through discussions with the management. We closely examine the roles, responsibilities, and necessary competencies of the participants, ensuring a seamless alignment with the organization’s objectives. Gaining participant buy-in is pivotal, instilling confidence in the developmental initiative and fostering a collaborative approach.
The subsequent critical phase involves defining the questionnaire based on competencies and descriptors for the assessment. If competency descriptors lack clarity, we take the necessary steps to define them for precision. The process kicks off with participants undertaking self-assessment, followed by meticulous planning for the 360-degree feedback. This includes identifying and finalizing the list of feedback providers, such as managers, peers, subordinates, and other stakeholders. Clear briefings are provided to feedback providers, addressing any doubts they may have. Feedback is then collected from these sources, offering a comprehensive view for comparative analysis. To deepen understanding, psychometric assessments and Behavioral Event Interviews (BEI) are conducted.
The interim report, highlighting insights and developmental needs, is prepared and discussed with the employee, manager, and HR. The final report, encompassing comprehensive developmental recommendations, is then crafted. Subsequently, a meeting with the coach takes place, sharing developmental needs and additional insights to aid in designing a tailored development plan. The process culminates in feedback discussions with participants, creating a constructive and supportive environment for their growth journey.