DC (Development Center) is one of the most important tools for the companies that provide a long term career path for their associates and have career management programs. In a DC, participants have the chance to try themselves out in exercises and demonstrate their competencies related to their function and the observer has the chance to evaluate the level of existing competencies. When using a DC, the emphasis is on the word "development".
Comparing it with the AC, in a DC there are no immediate consequences. After a successful performance in a DC one can get a higher position, but nobody loses his/her original position when failing. All participants get detailed feedback that sets goals what and how to develop in order to win a higher position.

Why to organize a DC?

• DC provides a feeling of being important and raises participants' awareness of the need of constant development.
• DC establishes the "learning organization culture".
• DC develops and sharpens the perception and makes feedback more professional.
  Leaders can use these skills during coaching and mentoring programs as well and it is useful to run the Performance appraisals.
• The participants observe each other as well and during the observer workshop they give feedback to each other. It results in an intensive development of observing skills and feedback-giving.
• DC creates clarity in the internal career options, increases the level of motivation as it provides a long term perspective for everybody.