ABSTRACT
This chapter shows how a global organization developed a talent management solution to help stimulate cultural change. Conventional assessment centers (ACs) tend to be quite specific with a focus on one job-related set of competencies, so typical assignments in talent management are to design and deliver centres for just one type of role, usually set at one level, such as graduate, functional head or country manager. The AC was designed in such a way as to expose the participants to some of the principles of positive psychology throughout the centre. In terms of stability, AC participants often respond to a brief that is given at the beginning of an exercise, and the information remains static throughout. The choice of participants was based on only two key criteria: they should be enthusiastic about the purpose, and they should be strong drivers of the Talent Engine in their local environment.
