MBA (General)IV – Semester, Training and Development Unit 5.1
Approaches to Management Development
method of directing, instructing and training a person or group of people, with the aim to achieve some goal or develop specific skills. There are many ways to coach, types of coaching and methods to coaching. Direction may include motivational speaking. Training may include seminars, workshops, and supervised practice
Approaches to Management Development
Dysfunction analysis
Mentoring
Coaching
Job rotation
Professional development
Business Workflow
Analysis
Upward feedback
Executive education
Supervisory training
Coaching is a method of directing,
instructing and training a person or group of
people, with the aim to achieve some goal or develop specific skills.
There are many ways to coach, types
of coaching and methods to coaching. Direction may include motivational speaking.
Training may include seminars, workshops,
and supervised practice
Today, coaching
is a recognized discipline used by many professionals engaged
in people development. However, as a distinct profession it is
relatively new and self- regulating. There are six self-appointed accreditation bodies for business
and life coaching:
the
International Coaching Council (ICC), the International Coach Federation (ICF),
the International Association of Coaching (IAC), the
Certified Coaches Federation (CCF), the European Coaching Institute (ECI) and the
International Guild of Coaches (IGC). No independent supervisory board evaluates these programs
and they are all privately owned. These bodies
all accredit various
coaching schools as well as individual coaches,
except the IAC and ECI which only accredits individuals.
Job rotation is an approach to
management development where an individual is
moved
through a schedule of assignments designed to give him or her a breadth of
exposure to the entire
operation.
Job rotation
is also practiced to allow qualified employees to gain more insights
into the processes of a company,
and to reduce boredom and increase job satisfaction through
job variation.
The
term job rotation can also mean the scheduled exchange of persons in offices, especially in public offices, prior to the
end of incumbency or the legislative period. This has been practiced by the German green party for some time but has been discontinued.
At
the senior management levels, job rotation - frequently referred to as
management rotation, is tightly linked with
succession planning - developing a pool of people capable of stepping into an existing job. Here the
goal is to provide learning experiences which
facilitate
changes in thinking and perspective equivalent to the “horizon” of the level of
the succession planning.
For
lower management levels job rotation has normally one of two purposes: promotability or skill enhancement.
In
many cases senior managers seem unwilling to risk instability in their units by moving qualified people from jobs where
the lower level manager is being successful and reflecting positively on the actions
of the senior manager.
Many
military forces use the job rotation strategy to allow the soldiers to develop
a wider
range of experiences, and an exposure
to the different jobs of an occupation.
Professional development refers to skills and knowledge attained for both personal development and career advancement. Professional development encompasses all types of facilitated learning opportunities, ranging from college degrees to formal coursework, conferences and informal learning opportunities situated in practice. It has been described as intensive and collaborative, ideally incorporating an evaluative stage There are a variety of approaches to professional development, including consultation, coaching, communities of practice, lesson study, mentoring, reflective supervision and technical assistance.
