While Virtual Development Centers can have more or less a similar framework to that of physically conducted Development Centers, the way participants experience it is very different from physical Development Centers. If you have traditionally delivered your DCs physically, you may find that you need to adjust your approach to DC delivery in order to ensure that participants are properly engaged and are able to deliver their best performance across exercises.
In a physical Development Center, participants and assessors are present together in one common physical location. In a virtual Development Center, typically participants and assessors are dispersed across multiple locations. In a virtual DC, participants can feel disoriented and unclear about the entire process unless they are provided clear orientation material and instructions on how to go through the entire process.
Here are some questions which can help you review the suitability of your current orientation material for virtual DCs.
We have also captured below some good practices shared with us by our Consulting partners based on their experience of conducting virtual DCs.
You are likely to confuse participants if you send piecemeal information in multiple emails from multiple stakeholders. Try and use one common email ID for all Program related information. Try and put information answering most of the above questions in a common orientation document or video. Ideally, if you can put the orientation material, support aids and instructions for accessing exercises on the same platform, it just simplifies things for the participant.
Participants feel much more focused and confident about the process if they are clear about what they need to do in case they have a question or need technical assistance.
One very powerful way to get this engagement from them is to clearly address the questions “what is in it for me?” or “why should I put in this effort?”.
DC orientation material, especially in physical DCs, often focuses on explaining the process. In case of virtual DCs, you need stronger engagement and focus from the participants since you need them to plan for the process, block time and complete the exercises – all by themselves and in the middle of their normal work. One very powerful way to get this engagement from them is to clearly address the questions “what is in it for me?” or “why should I put in this effort?”. Sometimes the answer to these question lies in the process, especially in case of promotion or selection Assessment centres i.e. you need to complete this in order to get promoted or selected for that role. What about personal development or learning focused DCs? In those cases, linking the outcome to career aspirations or role effectiveness can be an option e.g. feedback inputs from the process will allow you to prepare for a GM level role or working on feedback inputs from the process will allow you to become a more effective people manager. Participants are more likely to invest mental space and time in the process if they see the process as linked to their priorities than if they see it as only an organizational priority.
Participant communication and orientation remains a crucial ingredient for any DC – physical or virtual. However, taking into consideration additional elements, as outlined above, can allow you to ensure that your communication strategy retains its relevance and effectiveness in the new format.
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