Case Study: Developing Talent

An international automotive supplier created a talent development program aimed at systematically developing high potentials in the company into tomorrow’s leaders and top specialists.

The Leadership Development Center (LPC) is employed as a central building block in the talent development program. All participants in the program go through the Leadership Development Center as a first step of the talent development program. In the Leadership Potential Center, participants are confronted with realistic, challenging tasks such as a computer-simulated business game, a conversation with an employee, or a conflict meeting with a colleague. The behavior of participants in these tasks is recorded and assessed by several trained observers on a set of pre-defined competencies. At the end of the Leadership Potential Center, participants receive detailed feedback on their strengths and areas of improvement in the Leadership Potential Center. This feedback is recorded in a detailed report. The report provides the basis for individual development measures such as seminars, projects, or rotations for each participant.

The Leadership Potential Center (LPC) enables the customer to individually develop tomorrow’s talents based on a detailed and accurate analysis of each participant’s strengths and weaknesses. It has been established as a central building block in the company’s efforts to develop talent systematically.