This tool, while it can be generally helpful, is particularly valuable when dealing with highly challenging human resources situations such as filling a middle or top management position. External recruiting is costly, while finding potential candidates from inside your company can suffer from both limited options and the risk that you will simply create a different empty space to fill. Interview-based evaluations, CV selection, and recommendations are often inadequate to identify “the right person in the right place”.
There is also the problem that any freshly recruited manager needs time to understand your business and its markets, and adapt to a new environment and organizational culture. Even once the initiation period is past, the risk of the newcomer not meeting the company’s requirements remains high.
It is far better in the long run to ensure that you will be able to fill middle and top management positions by spotting and training people with potential who are already part of your organization before the need arises. Defining succession plans should be a first step. Once the expectations are clear, your organization can follow several paths to identify appropriate successors for key positions.
The Assessment and Development Center is the most efficient method to identify and nurture new leaders. It employs a wide range of assessment techniques and multiple specialized observers who thoroughly examine the relevant behaviors and identify the potential in your people.