Just like Alice found adventure and insight by looking into mirrors, participants find mirrors in our assessment process which allow them to see who they really are; to look at interesting and meaningful interpretations.
Why do organizations want assessments? The growing need for learning to be effective, for creating self-awareness which is an important component and to help employees perceive their strengths and focus areas.The assessment helps them have a sharper focus as they walk into the learning interventions/workshops.
We run assessments as an extended part of our leadership programs. We create simulated environments called development centres for participants to demonstrate their skills.
The basic blocks or foundation of assessments are well-defined competencies. We work with our own competency dictionary that we have built over the years. We also incorporate the client organization’s framework if they have one. |
The next layer is a robust design in terms of simulations. We use activities/tools like role plays, group discussions, in tray, presentations and case studies. The design offers multiple opportunities for participants to demonstrate skills thus making it a fair and objective process. We, at Navgati ensure that we make each assessment customized to the organizations need the group’s requirements. |
The top layer is the independent observation made by a group of trained assessors. As participants respond to the simulations, assessors put on multiple hats (interviewer, observer, role player) to skillfully gain more insight into their behaviours. The outcome is a detailed report that presents nuanced observations and calls out the strengths and focus areas of each participant. |
Together, these three layers form a rock-solid structure of assessment to help evaluate the potential of individuals.
We are proud to say that the Navgati team has designed and implemented assessments for over 2500 participants from multiple organizations across industries.
We have helped first time managers evaluate their skills in terms of delegation, goal setting, providing feedback, prioritization etc.
We have worked with women leaders to help them see how they own their power, how active a role they play in building their career and asking for opportunities and how comfortable they are in communicating their expectations and boundaries.
For leaders at senior and executive levels, we have worked on building awareness on competencies like thought leadership, managerial courage, communicating with power, executive presence, storytelling and persuasive influencing.
This range of assessments reflects how excited we are about design and are raring to facilitate assessments for any leadership skill.
The end of the DC process is the start of the development journey for participants. A process like this helps leaders pause and look inwards - to analyse, validate, plan and take steps towards their growth.
It also gives organizations rich data that helps them evaluate their investment in the learning process and design further interventions. It enables better streamlining of decisions in the learning journey.
Top three ways in which organizations can utilize insights from Development Centres:
We strongly recommend that organisations evaluate participant skills before and after a learning intervention. These could take the form of
Apart from providing feedback to the organisation on the impact of the learning intervention and to the learners on gaps in their own learning, post-program assessments provide several other advantages. They:
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