By the end of the feedback process to the participants in a Development Centre you should have both individual data specific to each person and also group data relating to the cohorts of managers who have gone through the process.
This data will cover the strengths, weaknesses and potential development areas & solutions for each individual as well as for the larger group. It will have been further informed by the input of the line managers when they have been involved in the feedback discussions with their participants and any development needs related to the needs of the current and future jobs.
The Organisation clearly has a responsibility to make productive use of this data for the direct benefit of the participants especially and also for the Organisation as a whole.
In addition you may also have some additional data about the future potential of the participants and their suitability or unsuitability for other roles in the future.
This data can further inform career development and succession plans for this group of managers.
Hopefully each participant would leave the development centre with a greater sense of their strengths and a personal development plan that they can follow. The Organisation should support this by providing resource, funding and access to any suitable training courses, development events, projects or individual coaching and mentoring initiatives to help the participants to grow and develop their competencies and performance.
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