Approaches To Development

Manager development can either be internal or external. It is internal when it happens within the organization.

Internal Techniques

•    Formal Orientation

Usually done by members of the personnel department when a new person joins the company. The person is given a general view of the policies and functioning of the organization.

•    Informal Orientation

This is usually done by other colleagues as the new person interacts with his co-workers. They tell him who is who in the firm, and the accepted practices and habits. This informal contact is outside the control of management but management can influence it through proper leadership and effective communication.

Rotation

An employee can be rotated within departments to give him a feel of how each works. This is practised by banks in their management training programs.

Employees can also be rotated on basis of the geographical areas, practised very much by both business and non business firms. The manager is able to see how different branches approach problems. It also exposes managers to different problems, different environment, different customs, consumption patterns etc. and this gives the manager a more wider view of the organization.However, geographical rotation may encounter resistance from employees who do not want to be moved and it is also costly to the organization.

Growth through the levels, training is provided on a level to level basis. As manager rises he is given additional training needed to function at the higher level. This method has certain

Advantages:

•    one only gets the skills when needed;
•    it is systematic and logical;
•    it deals with immediate performance needs, the trainee is more motivated;
•    training is only given to those who need it.

However, this form of training limits the trainers skills and knowledge to only one area or department so one may become very poor in other areas.

Coaching

It is informal and done on a person to person basis, usually only the manager and subordinate are present. It is private therefore even sensitive issues can be handled.

It’s the most intimate form of training. When used for manager development it involves giving advice. Since it is face to face both the superior and the subordinate must establish mutual trust and confidence therefore the superior should be ready to see the subordinates develop managment skills.

However, some superiors are afraid to see the subordinates develop for fear of losing their jobs or being outdone by the subordinate. In such a case, coaching is not an effective way of manager development.

Other Forms

Organized development (OD) usually aimed at changing a managers opinion of himself and of the organization through modification of attitude, motives and viewpoints.
•    Taking up acting position.
•    Service on committees.
•    Assistant to positions.