ime Management Consulting AG: Development Center

Use future opportunities

Design
The entire DC process is developed by us in close co-operation with our customers during planning and in line with their own particular situation. We define the instruments required to achieve this and determine and prepare the individual exercises. And we also guarantee a binding time schedule for the entire process.

Presentation
The developed concept is presented to and approved by the management.

Briefing
Both the participants and internal assessors are given separate information on the process in advance. General information gives the participants transparency. The internal assessors are trained and sensitized for their pending assignment in training events.

Implementation
We implement the process, including the analyses and assessors' meetings in a highly efficient manner.

Feedback
We create an individual and detailed feedback report for each participant. This is disclosed to the candidate individually by an ime consultant. The reports are also discussed with the candidates' superiors and mentors. Special attention is given to the defined factors for development.

Reality check
The reality check is a comparison between the employee's qualification and the results derived from the development centre. On the basis of this gained knowledge, effective development measures are discussed and proposed in follow-up talks.

Nomination
The most suitable DC participants are allocated to the development pool projects on the strength of clear performance targets. These are employees with potential which is far above the average.

Results
The results of the development centre are consolidated and presented to the management. The management obtains valuable information for executive development.

Objectives:
	Purposeful identification of future executives
	Corporate-wide analysis of specific areas of competence

Methods:
	Single DC or group DC (to a maximum of 12 candidates)
	Basis: Requirement profile of the respective management level
	Based on customer's management culture

Instruments:
	Assessment instruments from instrument mix.
	Additional project work, simulations, outdoor activities
	Check lists

Deployment:
	Fixed planning prior to one or several implementations

Benefits:
	Systematic detection of management potential at company level
	First step towards building a talent pool (See Development Pool)
	Benchmarking of important potential contributors

	Strong performers are pivotal for the future success of a company. There is stiff competition to secure the competitive lead. With the aid of DCs we recognize the potential of top achievers and make them visible for the company. Planning is founded on today's challenges. Our suggestions for solutions can offer valuable inspiration for top management.		Moreover, DCs build a strong communication platform where top management can network with the key contributors of tomorrow. These potential contributors can be transferred to the development pool after a development centre.

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