BEHAVIOUR
HOW THEY ACT
How people communicate, influence and respond when situations become challenging.
ASSESSMENT AND DEVELOPMENT CENTER
Discover what
people can do
when it matters.
Realistic business simulations reveal how people behave, decide and lead. They show what people can deliver today and what they are ready to take on next.
THE BUSINESS NEED
When people decisions matter most.
The wrong people decision can cost more than time and money. It can affect team performance, productivity and the wider organisation.
Potential is difficult to judge from past performance or interviews alone. What matters is how people behave, think, decide, adapt and interact under the real demands of a role.
Our Assessment and Development Centers bring these capabilities to life through realistic scenarios that reflect your roles, business context and culture.
Three questions: The questions that bring the actual decision into focus.
- WHO IS READY FOR THE ROLE?
- WHO IS READY TO CREATE GREATER IMPACT?
- WHAT HELPS THEM SUCCEED NEXT?
We design the center around the question you need to answer, the role involved and the context in which the person will work.
OUR APPROACH
From assumption
to observable
behaviour.
atrain creates realistic situations in which participants need to think, decide, communicate and lead. Structured observation reveals how they behave, exercise judgment and adapt when faced with the demands of the role.
JUDGMENT
HOW THEY DECIDE
How they interpret information, weigh priorities and exercise judgment under pressure.
ADAPTABILITY
HOW THEY ADAPT
How they respond when circumstances change, assumptions are challenged or new information emerges.
BENEATH THE SURFACE
What performance
alone doesn’t show.
Past performance shows what someone has achieved. The deeper evidence reveals how they are likely to respond when responsibility, ambiguity and pressure increase.
ASSESSMENT CENTERS VS. DEVELOPMENT CENTERS
One methodology.
Different decisions.
ASSESSMENT CENTERS
WHEN THE DECISION COMES FIRST.When the question is selection or succession, we put people in situations that reflect the role ahead. We observe their responses against agreed criteria and bring that evidence into the decision alongside interviews, experience and other information.
WHO IS READY FOR THE ROLE?
DEVELOPMENT CENTERS
WHEN DEVELOPMENT COMES FIRST.When the question is growth, the center helps people understand where they are strong, what may hold them back and which next steps are worth taking. The observations become the starting point for feedback and a focused development plan.
WHAT WILL HELP THIS PERSON SUCCEED NEXT?
SHARED FOUNDATION
THE PURPOSE DETERMINES THE SITUATIONS WE USE,
WHAT WE OBSERVE AND HOW THE FINDINGS ARE DISCUSSED AFTERWARDS.
WHAT WE OBSERVE AND HOW THE FINDINGS ARE DISCUSSED AFTERWARDS.
CASES & PROOF
Built on experience.
Validated in practice.
SELECTED ASSESSMENT AND DEVELOPMENT CENTER EXPERIENCE.
GROWTH · LEADERSHIP · CULTURE
BUILDING LEADERS FOR GROWTH
- CONTEXT
- A fast-growing global biopharma strengthening an entrepreneurial culture of collaboration, excellence and impact.
- APPROACH
- Assessment and Development Centers reveal leadership potential, strengths and development priorities against evolving business needs.
IMPACTSTRONGER EVIDENCE FOR LEADERSHIP AND TALENT DECISIONS.
GLOBAL GROWTH · KEY TALENT
HIRING FOR GROWTH
- CONTEXT
- A growing global biopharma expanding internationally while protecting a culture of agility, ownership and innovation.
- APPROACH
- Assessment Centers provide deeper evidence to select key hires against role demands and cultural expectations.
IMPACTGREATER CONFIDENCE IN CRITICAL HIRING DECISIONS.
ENERGY TRANSFORMATION · LEADERSHIP
LEADING THROUGH TRANSFORMATION
- CONTEXT
- A major energy company navigating fundamental industry transformation and the transition to a more sustainable energy future.
- APPROACH
- Assessment and Development Centers reveal the capabilities and potential to navigate complexity, drive change and lead transformation.
IMPACTIDENTIFYING AND DEVELOPING LEADERS FOR TRANSFORMATION.
WHY ATRAIN
Scientifically grounded.
Deeply human.
Built for decisions that matter.
RIGOROUS EVIDENCE.
RESPECTFUL EXPERIENCE.
RESPECTFUL EXPERIENCE.
atrain combines scientifically grounded diagnostics, realistic simulations and structured observation to generate robust evidence, delivered through a deeply human and respectful experience.
EVIDENCE BASED
Structured methodology creates robust evidence for important people decisions.
REAL WORLD
Realistic simulations reveal how people think, decide and act when it counts.
DEVELOPMENT FOCUSED
Insights become the starting point for development, coaching and transition.
BUSINESS RELEVANT
A consistent approach that reflects organisational and cultural context.
REALISTIC SITUATIONS
What people do in the moment
tells us more than
what they say they would do.
A difficult stakeholder conversation. Conflicting priorities with no perfect answer. A decision that must be made before all the information is available. We recreate the moments people may actually face—and observe how they respond.
01
A CONVERSATION UNDER PRESSURE
OBSERVE HOW PEOPLE COMMUNICATE, LISTEN AND RESPOND WHEN INTERESTS CONFLICT.
02
A COMPLEX DECISION
SEE HOW PEOPLE ANALYSE INCOMPLETE INFORMATION, EXERCISE JUDGMENT AND MAKE TRADE-OFFS.
03
A TEAM CHALLENGE
UNDERSTAND HOW PEOPLE COLLABORATE, INFLUENCE AND ADAPT AS PRIORITIES SHIFT.
HOW WE WORK.
A structured approach,
built around your context.
- 01
UNDERSTAND
DEFINE THE BUSINESS CONTEXT, TARGET ROLES, FUTURE REQUIREMENTS AND DECISION CRITERIA.
- 02
DESIGN
SELECT AND TAILOR SIMULATIONS, EXERCISES AND ASSESSMENT METHODS AROUND RELEVANT CHALLENGES.
- 03
EXPERIENCE & OBSERVE
PARTICIPANTS NAVIGATE REALISTIC SITUATIONS WHILE TRAINED OBSERVERS GATHER STRUCTURED BEHAVIOURAL EVIDENCE.
- 04
REFLECT & FEEDBACK
SELF-REFLECTION AND EVIDENCE-BASED FEEDBACK REVEAL STRENGTHS, DEVELOPMENT AREAS AND ADAPTABILITY.
- 05
DECIDE & DEVELOP
TURN THE EVIDENCE INTO BETTER PEOPLE DECISIONS AND FOCUSED NEXT STEPS.
WHAT YOU GET
Clear evidence.
Confident decisions.
Focused next steps.
SELECTION & SUCCESSION
Clear, calibrated evidence of role readiness, demonstrated strengths and potential risks to support confident selection and succession decisions, and focused onboarding.
DEVELOPMENT
Actionable insight into unique strengths, development priorities and readiness for greater responsibility, giving participants and managers a clear focus for growth.
ACROSS BOTH
A SHARED, EVIDENCE-BASED UNDERSTANDING OF WHAT SUCCESS IN THE ROLE REQUIRES, WHAT EACH PERSON DEMONSTRATES TODAY AND WHAT WILL HELP THEM SUCCEED NEXT.
FAQ
Frequently asked questions
01WHAT IS THE DIFFERENCE BETWEEN AN ASSESSMENT CENTER AND A DEVELOPMENT CENTER?
An Assessment Center supports a selection or succession decision. A Development Center focuses on strengths, growth areas and what a person should work on next. Both are designed around criteria agreed in advance.
02CAN THE CENTER REFLECT OUR ORGANISATION?
Yes. We start with the role and the situation in which the person will work. That shapes the exercises, what we observe and the feedback we give.
03WHAT HAPPENS AFTER THE CENTER?
We discuss what was observed and how to use the findings. That may mean supporting a selection decision or agreeing on specific development steps with the participant and their manager.
START THE CONVERSATION
What do you need to know before you decide?
Tell us about the role, the people involved and the decision ahead. We will help you shape a center that gives you evidence you can use.
YOUR CONTACT
MAURICIO
FRANCO
SENIOR LEAD, MARKET DEVELOPMENT | ENTERPRISE
- SPANISH
- PORTUGUESE
- ENGLISH
YOUR CONTACT
DOMINIK
RODRIGUES
SENIOR LEAD, MARKET DEVELOPMENT | ENTERPRISE
- GERMAN
- ENGLISH