Performance Development Centres

The client is a multi-national manufacturer and distributor of hi-tech aerospace and defence systems.

Our relationships with the client

• Ten year partnership with the client 
• Broad client base across 4 continents
• Wide experience
• Accessible, client focused responsive approach
• Detailed knowledge of process / logistics
• Capacity to deliver
• Commitment to further improvement

The OPS Performance Development Centres

• Designed in partnership with the client 
• Client credible scenarios for each level - “A day in the life of…”
• Actors to add credibility, challenge, fun
• Developmental face to face feedback
• Individual report
• Summary for the business
• Regular management reports

Overview

• Covered wide range of senior management behaviours
• Took people out of comfort zones / silos
• Encouraged different functions / programmes to work together
• Gave individuals time to focus on their development
• Used psychometrics positively to increase insight and understanding
• Showed general areas of strength for management population
• Provided basis for an action plan / targeted investment

Comment after Day 1: “An excellent day – many thanks”
Comment after feedback: “This has been the best time, bar none, that I have ever spent on my development”

Follow up

For the candidate

Line manager's report

Telephone conversation with OPS

Discussion with candidate, HR and line manager

Action Plan

For the business

Identification of areas to target for training investment

Identification of pool of potential leaders for the future

Relevance to Talent Management Strategy

• Identifying high performers for the Performance Development Centre
• Developing their leadership skills through practice and feedback
• Motivating them by focusing on their strengths and value to the business
• Creating a common “language of leadership” via PDC and LOM
• Targeted investment in their development needs
• Targeted succession planning

Triple Return on Investment

• Development - Direct improvement in performance, motivation and morale
• Targeted investment - What do we need to do better?
• Succession planning - Who are the leaders of the future?

Quality Assurance

• Regular management reports
• Quarterly project meetings with client
• Telephone interviews with delegates, assessors and line managers to sample satisfaction ratings
• Regular evaluation of output against agreed criteria
• Spot check monitoring of feedback sessions to ensure quality
• Double reading of all reports sent to client

Summary

• Proven capability and experience of delivering capacity required
• Effective allocation of time and resource
• Increased motivation for delegates
• High developmental content
• Targeted reports for business
• Strong Return on Investment
• Effective quality assurance