ipm ndthrd-management development
TRANSCRIPT
MANAGEMENT & LEADERSHIP DEVELOPMENT
Organizations today are implementing a multitude of tools to identify management potential, along with intensive efforts to develop those future leaders
How are the future leaders of an
organization selected?
How are those future leaders
developed?
“Management development must embrace all managers in the enterprise; it must aim at challenging all to growth & self development. It must focus on performance rather than on promise & on tomorrow’s requirements rather than those of today.”
-Drucker, 1955, The Practice of Management
“Management Development is an aspect of organizational development that covers recruitment and assessment of executive level employees and training them in leadership to equip them for higher positions.
This process generally includes development of cognitive(thinking, idea generation, and decision making), behavioural(choosing appropriate attitudes and values), and environmental(suiting management style to the situation) skills.”
-Walden University
Equip them with:Analytical,
problem
solving,
decision
making &
judgment
skills
Command of
basic facts
Relevant
professional
knowledge
Self
knowledge
Updated
information
on current
changes &
developments
in respective
field of work
MD process can also be used for:
Attracting
potential
employees to
organization
Retaining
employees
Monitoring
and
maintaining a
stock of
managerial
talent
Obtaining
competitive
advantages
Reinforcing or
reshaping of
organizational
strategy
Management
CompetenciesTasksResponsibilitiesRoles
Marketing
Growth in
Market Share
Planning
Knowledge
Skills
AttitudesOrganizing
Implementing
Monitoring
Customer
Satisfaction
Bottom-line
growth
Developing
People
Where the MD Programmes are conducted?
In-house
by Professional Institutes
at Colleges and Universities
Traditional
Management
Development
Management
Education
Management
Training
Experiential
Learning
Business Strategy
Critical Success Factors
Organizations Capability
Business Performance
Management Capability
Business Environment
Developed within
the
Organization
The Process
Vision, Mission &
Values
Determine
Competencies,
Tools, Roles &
Accountabilities and
Sustaining methods
Identify candidates
selection for
Opportunities
Development
Assessment, Re-
assessment Lessons
Learnt
Career Planning
Individual Career
planning
Organizational
Career Planning
Objectives of career planning
More effective
development
of available
talent
Satisfaction of
employees
personal
development
needs
Increased
employee
loyalty &
motivation
A method of
determining
training &
development
needs
Improvement
of
performance
through OJT
experiences
Assign
Responsibility
for career
development
Responsibility for career development
Top
management
must first
make a strong
commitment
to support
career
development
The HR
professional
are then
responsible for
implementing.
The immediate
supervisors
responsible for
providing
support,
advice and
feed back
Individual
employees are
then finally
responsible for
developing
their own
careers
Organizational
Projection
Review
management
skill inventory
Management
replacement
chart
Identify
person’s
development
needs
Execute
development
programs
Fast track management development programs are being used as an integral part of today’s management development effort as organizations use this development process to help identify leadership potential, outline areas for growth, and supplement managerial skills.
Identify Leadership Potential
9-box grid
High potential
individuals usually
are smart (yes, IQ
matters);
they want to stay
with the
organization;
they have
emotional maturity
and strategic
thinking skills; and
they are engaged in
their job and find
meaning in their
work.
What are the key
attributes that
differentiate
someone with
potential from
someone without
potential?
5 Commonalities
Picked
early in
their
careers
Engage in
a fast rate
of lateral
movement
Maintain a
carefully
monitored
career
Receive
special
coaching
or
mentoring
Are
expected
to quickly
ascend to
leadership
M.D. TO BE TRULY EFFECTIVE
an
organization’s
culture,
organizational
infrastructure
management
support,
process
orientation,
clarity of
vision, and
current level
of
management
development
structure