Where else could you use an Assessment or Development Centers (ADCs)? 👇
Here are some scenarios to consider:
- Employee Selection: ADCs help make more informed decisions when hiring for specific roles by assessing candidates' skills and potential.
- Mergers & Acquisitions: When companies merge, there may be duplicate roles or organizational changes. Instead of relying solely on subjective opinions, mature companies use ADCs to objectively assess employees' skills and decide who stays or goes.
- Long-Term Succession Planning: Development Centers are perfect for building a pipeline of future leaders. They identify high-potential employees who demonstrate leadership qualities, strategic thinking, and problem-solving skills, ensuring your organization is prepared for the future. 🌟
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Have you used an Assessment or Development Center in your organization?
Share your experience in the comments below! 💬
More here👇
🔍 Map Out Your Career Vision: Think long-term. Where do you want to be in 5 years? What kind of impact do you want to make? Knowing this will help you choose the right opportunities now.
📝 Build a Skills Matrix: List your current skills and those needed for your dream role. Rank them by importance and focus on mastering the top 2-3. Skills in digital learning, data analysis, and strategic thinking are in high demand now!
🤝 Network with Intention: Connect with industry leaders and join professional L&D groups. Your next opportunity might come from someone in your extended network.
✨ Track Your Progress: Have you applied for 8 jobs, messaged 20 people on LinkedIn, and still haven’t heard back? Remember, it’s not just about the results—it’s about your efforts and persistence! Keep a log of every application and connection. Celebrate the small wins, learn from the “no’s,” and stay patient. Every step, even the setbacks, brings you closer to your goal.
Ready to take your L&D career to the next level? Check out L&D Interview Preparation Service and different mentoring packages at Lizastus.com. Let’s get you prepared for your next dream L&D role.
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Take Your L&D Career to the Next Level withThis Guide
What Does 4.4/5 or 8.7/10 Actually Mean? 🤔
While a "good" training satisfaction score is nice to have, remember that it doesn’t automatically translate into behavior change, knowledge retention, or tangible business results. Most of the time, it simply means:
❄️ People were comfy with the AC and catering ☕
🤓 The facilitator was “digestible ” - relatively knowledgeable, entertaining, and polite.
📚 The content was ok — not too hard, not too easy.
⏰ It wasn't a complete waste of people’s time.
On top of that, remember that employees would generally give decent feedback scores to avoid negative attention or post-training questions from HR or L&D.
I’m not saying the feedback is useless, but perhaps it doesn’t hold as much value as you might think. It mainly measures the “Reaction” level of the Kirkpatrick Training Evaluation Model. A positive reaction is great, but it means little if it doesn’t lead to behavior change, knowledge retention and application, and desired business outcomes.
What your thoughts on this? Leave a comment below.
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