Systemic Development Days
A strengths-based review in a changing world of work
Systemic, appreciative and self-directed.
Systemic Development Days are a strengths-based approach to taking stock and career orientation. The benchmark is not the requirements of a specific role or level of responsibility, but the individual: their resources, goals and development opportunities. Participants reflect intensively on their self-image and how others see them, and develop their own development plan.
- Strengths-based review and career orientation. Tailored to different career paths
- The benchmark is the individual – irrespective of specific job requirements
- Focus on resources, feedback, self-responsibility and a diversity of perspectives
- Assessment and learning combined: simulations, tests, reflection, peer feedback, learning impulses and coaching sessions
- One or more days, in person, remotely or hybrid
-
Outcome: detailed feedback, a report (optionally written by the participants themselves)
a personal development plan, a reflective discussion
Trusted by businesses, the public sector and higher education institutions
When Systemic Development Days are appropriate
As a review, they are always useful when employees are to gain additional perspectives on their potential and reflect intensively on their self-image and how others see them.
New role or changed responsibilities
Prepare for an upcoming change of role or gain confidence in a newly assumed role.
Career orientation
Gain clarity about your own goals and the right specialist, leadership or project management career path.
Strengthen motivation and commitment
A respectful learning experience that fosters personal development and provides new impetus.
Targeted design of talent programmes
A well-founded start with an assessment of the current situation, networking opportunities and the development of needs-based development measures
Taking stock for a changing world of work
The rapid adaptation of organisations and employees to changing conditions is an important prerequisite for innovation. This requires people who are able to learn and take responsibility for shaping their own development.
Systemic Development Days combine evidence-based potential assessment with systemic approaches. They not only identify competencies and potential, but also foster self-reflection, self-responsibility and new learning experiences during the process itself. Different perspectives are incorporated, individuals’ own resources are made visible, and concrete development steps are derived. In this way, they strengthen participants’ self-efficacy while also contributing to the organisation’s capacity for learning and development.
Systemic thinking – a new perspective on individual potential
Feedback on an equal footing
The less reliable the environmental factors are, the more useful it is to become aware of your own potential in context – so that it can then be detached from that context. These principles guide us:
Consistent focus on resources
We focus on strengths and identify how they can be further developed and put to beneficial use. We identify development areas when they can also be addressed in the medium term.
Focus on the individual
The benchmark is not the requirements of a role or the performance of others, but the individual themselves – their potential and personal goals.
Appreciative approach
All those involved treat one another with appreciation for each other’s strengths – and recognise people’s differences as an added value for every organisation.
Self-responsibility
Participants develop their own outcomes and take responsibility for how they are used. Ideally, the process concludes with a development plan containing specific measures – agreed with their manager and, where appropriate, HR.
Systemic elements – flexibly combined
Depending on the objective, with a stronger focus on either assessment or learning. We combine the right elements for your format:
Collegial (peer) feedback
Structured feedback among participants – on an equal footing and focused on resources.
Observation tasks
Participants set focused observation tasks – for maximum impact.
Reflecting Team
Multiple perspectives on a situation – a core element of systemic work.
Training inputs
Short, practical learning units that immediately prompt reflection and development.
Participants as experts
Participants take part in the observation conference and write their own development plans
Networking
Exchange across departments and hierarchical levels – including “looking beyond one’s own area” and “learning from one another”.
How Systemic Development Days work
Self-directed and reflective – the process itself is already a learning experience.
Clarifying the brief & context
We clarify the target group, context and objectives – with a stronger focus on either assessment or learning.
Design
We combine the systemic modules to create the right format – one or several days, in person, remote or hybrid.
Delivery
Facilitated using a systemic approach. Participants take on active roles – observation, peer feedback and reflection.
A self-developed outcome
Participants create their own profile of strengths and development areas and reflect on it directly – feedback between equals.
Your own development plan
Specific, practical measures – discussions with line managers and HR ensure transfer into day-to-day practice.
Organisational development as a welcome side effect
Regular Development Days improve the feedback culture and appreciative interactions within the organisation, while strengthening employees’ sense of personal responsibility. This means that, beyond individual development, they make an effective contribution to organisational development.
Frequently asked questions
What distinguishes Systemic Development Days from a development centre?
Both develop potential – but the benchmark is different. A Development Center is competency-based and aligned with the requirements of a (target) role. Systemic Development Days focus on the individual: the benchmark is the individual person (‘individual benchmark’), their resources and goals – regardless of specific job requirements. Participants actively shape the process and work out their own outcomes.
And how does it differ from an assessment centre?
An assessment centre primarily serves selection purposes and measures fit with requirements. Systemic Development Days are primarily a development and orientation format with no selection element – focusing on reflection, feedback among equals and personal responsibility.
When are Systemic Development Days the right choice – and when might a Development Center or the Talent Journey be more suitable?
Systemic Development Days are suitable when orientation, self-reflection and resource development are the priority, and alignment with specific requirements is not the focus. A Development Center is the right choice when the aim is to develop a detailed profile of strengths and development areas based on competencies and with regard to particular requirements or professional roles. The Talent Journey is suitable when a flexible, digital and scalable assessment of current position is required.
The boundaries between the different approaches are fluid and depend on the particular objective: we would be happy to advise you.
Who are Systemic Development Days suitable for?
For employees and managers seeking orientation for specialist, leadership or project management career paths, or wishing to prepare for current and upcoming roles.
What does ‘systemic’ mean?
Systemic occupational assessment considers people and their potential in interaction with their respective environment. It brings together different perspectives, makes the impact of competencies visible under different conditions and views assessment as a learning experience at the same time. Participants are involved as experts in their own development and actively take responsibility for their next steps.
What elements are used?
Depending on the objective – with a stronger assessment or learning focus – methods used may include assessment exercises, peer feedback, observation tasks for participants, reflecting teams, training input, peer coaching and networking.
One special format is sharing: observers share what they themselves have taken away from the process. This reduces the power imbalance and makes everyone involved a learner.
One format that promotes personal responsibility is ‘The Wall’: after each exercise, participants record their strengths and development areas and bring them to the observation conference. The principle is to talk with one another, not about one another.
What format are Systemic Development Days delivered in, and how long do they last?
Depending on the objective and available resources, they can last one or several days and be delivered face-to-face, remotely or in a hybrid format. In some cases, internal HR professionals also take on the role of facilitators. Together, we will find the best format.
Our recommendation: the results should not simply be set out in the report, but explored in more depth in reflective discussions. Participants summarise their key insights themselves and derive specific next steps from them.
Who develops the development plan and is responsible for implementing it?
Participants generally take responsibility for this process themselves. Supported by the facilitators where needed, they develop their personal profile of strengths and learning areas, reflect on the results immediately and derive specific, actionable measures from them. These form the basis for further discussion with their manager and HR. The principle is that responsibility for one’s own development lies with participants – not solely with HR and/or managers.
What does an organisation gain from using Systemic Development Days?
Development Days are an intensive learning experience while they are taking place – development does not only begin afterwards with the development plan. They strengthen feedback culture, respectful interaction and personal responsibility, and make an effective contribution to organisational development even when resources are limited.
Let us design your Development Days
Would you like to give employees direction, develop potential with a focus on resources or strengthen the feedback culture in your organisation? In a no-obligation conversation, we can show you what Systemic Development Days could look like for your target group.
