Current realities
In today's volatile competitive environment no business can
afford to neglect management development. But many organisations
become trapped by self-limiting mindsets. These sometimes equate
management development with expensive programmes for senior executives.
They may equate development with training, failing to make the
important distinction between learning that releases and expands
people's diverse talents, and learning that converges skills around
best practice. Significantly, developers may be excluded from
executive recruitment and retention decisions. Many companies'
approaches to management development are tactical and solutions
driven, choosing from what the market offers rather than what
their organisation uniquely needs at a particular time.
The need
Such mental cobwebs must be blown away before improvements can
be made to the organisation's approach to management development.
Organisations need a strategy for making management development
more strategic so that it directly impacts on the company's fortunes.
A strategy for development
Prometheus's service is based on the following ten principles:-
- Utilise the full range of management development activity
- Distinguish between manager and management development
- Extend the remit of management developers
- Use strategic methods alongside tactical ones
- Differentiate between educational, developmental and training
approaches
- Ensure that development serves the company's agenda
- Use management development to enhance stakeholder relationships
- Understand and optimise the learning transfer process
- Take into account the impact of the organisation's shadow
side
- Distinguish between managerial 'success' and 'effectiveness'
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