Index:

1. Assessment Centres
2. Development Centres
3. Learning Centres
4. Collaborative Centres
5. Functional Centres

Overview
We use a variety of techniques to assess Manager-Leader behaviour. These techniques include behavioural simulation exercises, questionnaires, interviews and tests. The techniques are combined into a Centre to ensure comprehensive coverage of the competencies measured.

The reliability and validity of Centres to assess Manager-Leader behaviour has been well researched internationally. The reliability of our Centres have also been researched and documented.

THE CENTRES WE USE HAVE BEEN DEVELOPED FOR SPECIFIC MANAGEMENT LEVELS AND THEREFORE REFLECT THE COMPLEXITY AT THE RESPECTIVE LEVELS.

Our Centres can be used for various purposes: Selection and determining managerial-leadership potential, identifying management development needs and management development planning. The purposes therefore determine the various applications of our Centres. The applications are: Assessment Centres, Development Centres, Learning Centres, Collaborative Centres and Functional Centres.

1. ASSESSMENT CENTRES
Assessment Centres are used to assess various competencies of candidates who applied for a specific position or entry into an organisation, succession pool, institution, etc.

Objectives
The objectives of an Assessment Centre are

Target group
The Centres are aimed at:

Techniques Used (depending on your Needs)

Deliverables

Duration of an Assessment Centre
One-and-a-half days, depending on the choice of techniques.

Benefits of Using our Assessment Centres
Your selection decision is based on results from a cultural neutral scientific process. This minimises subjectivity and the chances of unfair discrimination.

Since the competencies evaluated during the Assessment Centre are the competencies required of the incumbent of the position, the Assessment Centre adheres to the selection requirements stipulated in the Employment Equity Act number 55 of 1998.

The choice of techniques provide a more comprehensive picture of the candidates. This allows for more information to be considered in the selection decision.

2. DEVELOPMENT CENTRES
Development Centres are used to identify a delegate's current unique manager-leader areas of strengths and areas needing further development. A debriefing session dealing with the various techniques used during the Development Centre, is held at the end of the Centre. Delegates attending a Development Centre receive feedback about their performance after the centre.

Objectives
The objectives of a Development Centre are:

Target Group
The Centres are aimed at:

Techniques Used (depending on your Needs)

Deliverables

Duration
Two days.

Benefits of Using our Development Centres
Each delegate has a unique development plan, tailored to his/her current manager-leader development needs.

Cost effective training and development can take place since only needs driven training is reacquired.

Workplace Skills Plans can accurately reflect the needs of the organisation's manager-leaders.

Skills levies can be easier claimed back, since the training is reflected in the Workplace Skills Plans and it is truly needs driven.

3. LEARNING CENTRES
Learning Centres are Development Centres; delegates attending Learning Centres attend a debriefing session after each technique used. Theoretical inputs are also given during the debriefing sessions.

Objectives
The objectives of a Learning Centre are similar to those of a Development Centre, namely:

Target Group
The Centres are aimed at:

Techniques Used (depending on your Needs)

Deliverables

Duration
Two-and-a-half days.

Benefits of Using our Learning Centres
Additional to the benefits of a Development Centre, learn can also take place during a Learning Centre. During the de-brief sessions delegates receive generic feedback on the technique used and theoretical input that they can apply during the next exercise.

Delegates have better insight into their performance during an exercise and are therefore more open to accepting development recommendations.

4. COLLABORATIVE CENTRES
A Collaborative Centre is also a specific variation of a Development Centre. Collaborative Centres are based on the principles of experiential learning and continuous feedback, using Centre Methodology.

Objectives
In addition to the objectives of a Learning Centre, the Collaborative Centre also has the following objectives:

Target Group
The Centres are aimed at:

Techniques Used (depending on your Needs)

Deliverables

Duration
Three days.

Benefits from using our Collaborative Centres
In addition to the benefits of a Learning Centre, a Collaborative Centre offers the following benefits:

5. FUNCTIONAL CENTRES
Functional Centres use Centre Methodology in a functional context. The purpose of a Functional Centre can either be selection OR development. An example of a Functional Centre is our Sales Development Centre.

Although we have a standardised Sales Centre, we develop centres specific to your needs.

Objectives
The Following are Functional Centre objectives:

Target group
People working in a specialist or functional capacity.

Techniques Used (depending on your needs)

Deliverables

Duration
One-and-a-half day (non-collaborative version).
Three days (collaborative version).

Benefits of Using our Functional Centres
Depending on the purpose of the Centre, the same benefits as for Assessment and Development Centres can be experienced.

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