We offer collaborative Development Centres. The Centres are based on the principles of experiential learning and continuous feedback, using Centre methodology.

Process followed during a Collaborative Centre

• The delegate participates in a simulation
• The delegate and his/her facilitator discuss and assess his/her performance during the simulation
• The facilitator counsels and coaches the delegate on the identified development areas in an environment where trust and confidentiality are guaranteed
• The delegate participates in the next simulation to explore the new behavioural skills
• The delegate, with the assistance of the facilitator, writes a report reflecting the individual strengths and development areas of the delegate.  The delegate, with the assistance of the facilitator, formulates a development plan

Objectives
The objectives of a Development Centre are:

• To effectively coach delegates on leadership principles.
• To establish insight with delegates into their own behaviour and the consequences thereof.
• To obtain buy-in and understanding of development needs from the delegates.
• To give delegates the opportunity to experiment with new behaviour in a safe environment and receive objective feedback.

Target Group
The Centres are aimed at people on:

• Senior Management Level
• Middle Management Level
• First-line Management Level.

Techniques Used (depending on your Needs)

• Simulations:
• In-Basket
• Counselling Discussion
• Assigned Role Group Discussion
• Analysis Exercise
• Business Presentation
• Psychometrics
• Questionnaires
• Interviews

Deliverables

• A detailed individual report for each delegate.  The report is written by the delegate him/herself with the guidance of his/her facilitator.
• An individual development plan for each delegate.  The development plan is prepared by the delegate him/herself with the guidance of his/her facilitator.
• A feedback session with each delegate and his/her manager after the centre.
• Follow-up discussions with each delegate every six to eight months, until his/her development plan is completed.
• Optional extras.

Duration 
Three days.

Assessment Centres are used to assess various competencies of candidates that applied for a specific position or entry into an organisation, succession pool, institution, etc.

Objectives
The objectives of an Assessment Centre are:

• To select the most suitable candidate(s) for a position or management-leadership level in an organisation.
• To determine candidate(s) managerial-leadership potential for various positions/levels.

Target group
The Centres are aimed at:

• Senior Management Level
• Middle Management Level
• First-line Management Level.

Techniques Used (depending on your Needs)

• Simulations:
  - In-Basket
  - Counselling Discussion
  - Assigned-leader Group Discussion
  - Analysis Exercise
  - Business Presentation
• Psychometrics
• Questionnaires
• Interviews 

Deliverables

• An integrated report, with recommendations, tailored to your needs.
• A feedback session, discussing the recommendations.
• Optional extras.

Duration of an Assessment Centre
One-and-a-half days, depending on the choice of techniques.

Functional Centres uses Centre Methodology in a functional context.  The purpose of a Functional Centre can either be selection OR development. 

Objectives

The Following are Functional Centre objectives:

• To identify development needs in a functional capacity (Sales, Marketing, Human Resources).
• To do functional development planning.

OR

• To select the most suitable candidate for a functional position.

Target group
People working in a specialist or functional capacity. 

Techniques Used (depending on your needs)

• Simulations:
  Competency-based simulations are developed in line with your needs.  The simulations reflect the uniqueness and complexity of the specific functional position/job.
• Psychometrics
• Interviews
• Questionnaires

Deliverables

• A detailed individual report for each delegate
• An individual development plan for each delegate
• A feedback session with each delegate and his/her manager after the centre.
• Follow-up discussions with each delegate every six to eight months, until his/her development plan is completed.
• Optional extras

OR

• An integrated report, with recommendations, tailored to your needs.
• A feedback session, discussing the recommendations.
• Optional extras.

Duration
One-and-a-half day (non-collaborative version).
Three days (collaborative version).

You can enjoy the benefits of using results from various personality, interests, values and motives and ability measurements as part of any selection process by using LeMaSa’s psychologists to select, administer, interpret and feedback these instruments.

The selection of instruments will depend on your unique need.

The deliverables are also negotiated with you.