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Development Centres
Over the past ten years we have taken an individual approach in the design and delivery of every development centre.
Whatever leadership model, it is assumed the elements of leadership remain consistent in that it will:
• Be about influencing others
• Have followers
• Have leaders who come to the front when there is a crisis or major problem to resolve
• Have people who have vision and clear idea of what they want to achieve and why
Leaders are people who are able to think and act creatively in situations that are different and non routine and they will be people who set out to influence the actions, beliefs and feelings of others. These characteristics have been consistent themes in business across centuries and are just as relevant with today’s challenges of mergers, transfers of engagements, efficient expense ratios, winning new customers, creating and sustaining new cultures and above all making the brand a living experience in leadership behaviour.
There is typically two constituent parts to the development centre programme:
• A leadership experience (DC) shared by the target population that sets out the values and norms of the leadership culture required by the business
• An ongoing programme of interventions and metrics that sustain the new awareness
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“Visions has added tremendous value to our business by bringing a new dimension to assessment and development that has phenomenal impact on those involved, leading to sustainable changes in behaviour.”
Gillian Graham, MCIPD C.Psychol.
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