Development Center
Do you know where your employees stand? Which talent has evolved into a high performer? Who might be a suitable successor for a leading position? We answer these and similar questions at the ITO Development Center. ITO’s Development Center aims to support people in organisations in their development and to offer them work that suits them best.
The process enables the identification of characteristics, skills and development potential with exceptional accuracy and reliability. You can choose to receive a structured profile of individual employees, of a team or of the entire organisation.
Development Center as a Reflection of the Workplace
Development Centers are tailored to the individual needs and core competencies of the individual, job or company. The tools used in our Development Center reflect day-to-day work and provide a realistic picture of how participants behave in comparable situations. This enables us to accurately identify which strengths and potential they already have and where there is still need for development. Immediate feedback after each activity transforms the Development Center itself into a development measure.
The following tools form the basis for our work:
- Management simulations via customised role plays
- Case Study: Preparation of a written concept in advance and presentation thereof on day of DC
- Interview in the absence of colleagues, with subsequent feedback from consultants. This fosters discussion and learning in a safe environment.
- Electronic profiling questionnaire based on thought style, motivation, personality, professional interests and cognitive abilities, resulting in a meaningful, multifaceted profile
- Self-assessment based on company-specific (management) competencies
- To support introspection, we also use video analysis and provide constructive feedback.
- Intensive, professional feedback based on the four-eye principle and a report as a guideline for self-reflection and independent learning, as well as recommendations for individual areas of focus for self-study.
Advantages of a Digital Development Centre
Internationally experienced diagnosticians, the right mix of methods and a unique platform ensure that development centers can also be carried out in digital form. All measures – from interviews and leadership simulations to management conferences and feedback sessions – are implemented digitally and professionally supported by ITO.
At ITO, we have many years of experience in the implementation of online measures on an international level and across time zones. Therefore, we can map and implement proven methods virtually with the help of tested tools.
Thanks to an inspiring atmosphere as well as personal support and preparation of the participants by the ITO team, it is possible to ensure the comparability of the methods by mapping the previously used methods in the online environment.
A completely digital implementation is particularly suitable for international companies with worldwide locations and virtual teams. The advantages of online implementation also include:
- Cost efficiency by eliminating all travel costs on the client and consultancy side
- Time efficiency and improvement of your carbon footprint by eliminating travel
- Individual and practical implementation through online concepts tailored to your company, which digitally map your working reality
- Flexible implementation due to location-independent participation options
What is a Development Center?
A Development Center (DC), also known as a developmental assessment, is a well-established method for systematically analysing potential and fostering the development of managers, experts and emerging talent. Participants engage in realistic exercises, structured interviews and diagnostic assessments designed to evaluate a range of competencies. The process provides detailed feedback, making strengths, development areas and potential visible – serving as a solid foundation for individual development and strategic HR decisions.
ITO Development Centers combine psychological expertise with sound business practice. The process is scientifically grounded, role-specific and tailored to your specific requirements.
Each ITO Development Center is custom-designed, multidimensional and integrates observation, interaction and self-reflection. The result is a sustainable foundation for development and sound personnel decisions.
Application Areas & Use Cases
Development Centers are versatile HR tools suitable for a wide range of target groups and use cases:
- Leadership development, management audits and top management assessments
- Positioning for individual development planning
- Succession planning across various organisational levels
- Talent programmes for high potentials and young professionals
- Career development and progression planning
- Potential analyses during reorganisations and change processes
- Decision support for promotions or restructuring initiatives
Components & Methods
- Leadership simulations & role plays (realistic business settings)
- Case studies & presentations (organisation-specific challenges)
- Structured, competency-based interviews
- Group tasks & collaboration scenarios
- Self-reflection tasks & one-on-one feedback
- MINDONEpotential – online potential analysis for multidimensional profiling (thinking and learning style, motivation, personality, interests, numerical-analytical skills) – a sound diagnostic foundation for the Development Center
The Process
The Development Center follows a clearly structured process, tailored to your needs and combining observation, interaction and self-reflection. The blend of diagnostic tools, practice-oriented tasks and well-founded feedback ensures a sustainable basis for development:
- Design & Objective Definition
Define target groups, competency models and objectives. - Concept & Preparation
Select a suitable method mix (simulations, interviews, case studies); ensure communication and participant engagement. - Online Potential Analysis (MINDONEpotential)
Multidimensional profile as diagnostic foundation. - Implementation
Practical, role-relevant tasks with observation, interaction and self-reflection; feedback after each task. - Observer Conference
Structured consolidation of observations; consensus on strengths, development areas and potential. - Analysis & Reporting
Creation of individual competence profiles, development recommendations and action plans. - Feedback & Transfer
One-on-one debriefs, coaching and follow-up to support development planning.
Formats
- Onsite: Direct personal interaction, intensive observation, immediate feedback.
- Hybrid: Combination of in-person and online elements.
- Online: Location-independent, efficient and GDPR-compliant via our MINDONE platform.
Frequently Asked Questions (FAQ)
What is the difference between an Assessment and a Development Centre?
Assessment Centres focus on selection decisions, while Development Centres focus on potential analysis and further development. In practice, combined approaches are often used.
Find out more about our Assessment & Development Centre offering.
Which competencies are assessed?
We base our assessments on company-specific leadership principles and competency models – e.g. leadership, strategic thinking, communication or innovation capability.
How is participant acceptance ensured?
Through clear communication, transparent processes, constructive feedback and respectful support.
How valid are the results?
Our methods are scientifically sound and well-tested. The variety of formats enables a holistic evaluation.
How long does a Development Centre take?
Depending on the target group and scope, it can range from half a day to several days.
How are the results used?
As a basis for individual development plans, leadership discussions, career planning or HR decisions.
What technical options are available?
Our MINDONE platform offers flexible, secure and intuitive solutions for online, hybrid or face-to-face formats.
Which typical exercises are used?
Leadership simulations, case studies, presentations, group tasks, structured interviews and self-reflection tasks – depending on the objective.
What is MINDONEpotential?
An online potential analysis that delivers a multidimensional profile (thinking style, motivation, personality, career interests, numerical reasoning) – as a solid foundation for the Development Centre.
Who are Development Centres designed for?
For executives, experts and high-potential talents at all levels – for example, in the context of development planning, succession management, talent programmes or management audits.
What does the DC report include?
An individual competency profile outlining strengths and development areas, clear development recommendations and a concrete action plan. We optionally support the transfer with coaching and follow-ups.
How ITO implements Development Centres professionally
ITO Development Centres stand for methodological variety, psychological rigour and strong practical relevance. All procedures are tailored to your organisation and guided by experienced assessors. Our digital MINDONE platform ensures remote, efficient implementation and immediate result availability. We deliver our programmes online, hybrid or onsite – tailored precisely to your needs.
Our Development Centres are used worldwide – from international corporations to mid-sized companies. In the DACH region, our clients come from Austria, Germany and Switzerland.
Would you like to get to know the ITO Development Center?
Send us your enquiry today – we look forward to talking with you.