Our Management Development Centre methodology is a value-adding process brought to you by FULLRAY. We provide direction, focus and guidance to organisations with regard to Management Leadership assessment and development solutions. Whether you need to assess suitable candidates for various Management Leadership positions in your organisation or whether you need to identify where your Management Leadership talent lies in the organisation and how to develop them for current and/or future roles, we have the professional staff, the experience and the products and solutions to assist you in the identification and development of your management potential.

 Management Development Centre Technology Structure

A Management Development Centre is a structured process that uses group and individual simulations to determine an individual’s current ability, skills, and training needs in a Management Leadership context. The individual’s performance is evaluated against a number of Management Leadership competencies regarded as being of critical importance for an effective manager-leader. It is therefore an approach to obtain an indication of an individual’s competence to perform at a target managerial level. The Centre focuses on the individual’s behaviour during simulations (exercises). The set of simulations capture the major aspects of the job.

Several individuals participate simultaneously in the Management Development Centre and their behaviour is observed by Psychologists/Observers. Assessment is done by using a combination of methods (i.e. interactive versus paper/e-mail, strategic versus day-to-day, individual versus group simulations, etc.). The information generated from the assessments is classified under behavioural competencies.

Our Management Development Centres are fully constructed, validated and written in a neutral and generic context. The generic competency profiles and simulations are available to use off- the-shelf in any industry and in any organisation.


A simulation is an exercise which simulates a typical situation faced by people in a specific job or role. It requires the same outputs as the real situation. To perform effectively during a simulation, the delegate is expected to use a variety of behavioural competencies. The different exercises/simulations typically used during a Management Development Centre are briefly described below:

 Career and Self-Development Evaluation

The Career and Self-Development Evaluation is not a formal management simulation but an evaluation of the delegate’s career and self-development progress. Information on the delegate’s career and self-development is obtained by means of a detailed biographical questionnaire. The delegate’s career progress, both in a functional and managerial context, is then evaluated by the Observer/Psychologist and reported on. Future career development recommendations are also specified.


The In-Basket is a realistic simulation of typical day-to-day problems faced by a manager/leader. The delegate is presented with letters, memoranda, e-mails, messages and other papers on which he/she must act within a specific time.

Counselling Interview

The Counselling Interview is designed to determine to what extent the delegate is able to integrate and act on information about poor performance of a subordinate. He/she must address the past performance of a subordinate in such a manner that it will lead him/her to insight into his/her strengths and areas requiring development. The subordinate must be motivated to improve performance within a framework of agreed-upon development actions.

Group Discussion

The Group Discussion is an assigned role group interaction with a built-in conflict structure. The delegate is assigned to the chairperson role and must lead and facilitate the discussion in order to reach consensus on the road ahead.

Analysis Exercise and Formal Presentation

The Analysis Exercise simulates a situation where a manager/leader is required to analyse the current situation in his/her department/business unit/division to identify strategies and actions that will turn the department/business around and will give it a competitive advantage. The delegate has to conduct a thorough, multi-disciplinary investigation of the problems and opportunities and submit a business report/plan with detailed recommendations to an executive committee. The delegate is also expected to present his/her findings and recommendations to the committee during a formal business presentation.

Psychometric Instruments

Psychometric instruments can also be used in a Management Development Centre. In this regard, clients have a choice of instruments ranging from Personality Questionnaires to a variety of Cognitive Instruments. The psychometric data and the information generated from the simulations are interpreted and carefully integrated and presented in a comprehensive integrated report.

Our Management Development Centres adhere to the Assessment Centre Study Group (SA) requirements and standards as well as international best practice. We only use psychometric instruments that are accredited with the Health Professions Council of South Africa. In this regard, we are licensed to use a variety of quality and carefully selected psychometric instruments. These psychometric instruments are backed by extensive research and validation studies and are administered by qualified Psychologists. Details are available on request.

Observers and Facilitators

All our observers and facilitators are hand-picked and adequately trained in behaviour observation and managerial assessment. All our observers/facilitators are registered Psychologists and registered with the Health Professions Council of South Africa.


Comprehensive and carefully integrated competency-based reports and detailed management development plans are prepared for each delegate who attended a Management Development Centre. Face-to-face feedback to the delegate and his/her direct manager usually takes place between one to two weeks after attending the Management Development Centre

Organisational Levels: Senior, Middle, Supervisory

The Management Development Centres are presented on three levels, Supervisory, Middle and Senior Management levels. The different Centres adequately reflect the competencies and levels of complexity associated with each managerial level. Depending on the final selection of simulations and psychometric instruments, Management Development Centres are presented over 1 or 2 days.

Management Development Centres: A Few Benefits

Some of the major benefits of using Management Development Centres are:

  • Structured and focused approach to developing leadership potential.
  • Validated and scientifically based information to assist organisations in making the right management development decisions.
  • Cost effective, because training and development interventions are based on individualised and actual needs as determined in the Management Development Centre.
  • Positive impact on the retention of top talent in the organisation because their development is focused and they can see that the organisation is serious about their development.
  • Structured and scientifically based information for each delegate to integrate with talent succession planning processes.
  • Delegates have buy-in into their development and are committed to address their management/leadership development needs.
  • Delegates have a very specific frame of reference of what constitutes effective management/leadership.
  • Positive effect on organisational culture, as delegates start to implement and role- model successful managerial behaviours.

Links with other HR practices and processes

Career Planning

Management Development Centre methodology is a powerful tool to facilitate career planning processes. Delegates who attended a Management Development Centre have an in-depth understanding and frame of reference of what constitutes effective management and leadership and they have a very good understanding of their own areas of development. Their career development is supported with focused development interventions based on individual needs. The information is very often used as key input during coaching and mentoring processes.

Talent Succession Management

Talent succession management is one of the most important processes in any organisation, yet it is often neglected or ineffectively managed. Management Development Centre methodology plays an instrumental role in this regard because it provides detailed and scientifically based information in the identification and development of manager-leader potential.

Talent succession management and performance management work in synchrony with management/leadership development to obtain the right skills in the right place. The new employee contract is based on performance rather than on loyalty or seniority. Therefore, talent succession management needs to be transparent through forthright manager-leader assessment and performance management systems.

Developmental Journeys

Delegate’s future development focuses on their unique management-leadership development needs. Delegates understand why a competency is a development area and are therefore more committed to turning it into an area of strength. The overall development process is focused, blended in nature and results-oriented to provide a good return on investment.