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HOW TO DESIGN AN EFFECTIVE SYSTEM FOR DEVELOPING MANAGERS AND EXECUTIVES
HOW TO DESIGN AN EFFECTIVE SYSTEM FOR DEVELOPING MANAGERS AND EXECUTIVES
Maxine A. Dalton
George P. Hollenbeck
Center for Creative Leadership
Greensboro, North Carolina
The Center for Creative Leadership is an international, nonprofit educational institution founded in 1970 to advance the understanding, practice, and development of leadership for the benefit of society worldwide. As a part of this mission, it publishes books and reports that aim to contribute to a general process of inquiry and understanding in which ideas related to leadership are raised, exchanged, and evaluated. The ideas presented in its publications are those of the author or authors.
The Center thanks you for supporting its work through the purchase of this volume. If you have comments, suggestions, or questions about any CCL Press publication, please contact the Director of Publications at the address below.
Center for Creative Leadership
Post Office Box 26300
Greensboro, North Carolina 27438-6300
336-288-7210 • www.ccl.org
©1996 Center for Creative Leadership
All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of the publisher.
CCL No. 158
Library of Congress Cataloging-in-Publication Data
Dalton, Maxine A.
How to design an effective system for developing managers and executives / Maxine A. Dalton, George P. Hollenbeck.
p. cm.
Includes bibliographical references.
ISBN 1-882197-24-0 [ISBN-13: 978-1-882197-24-8]
1. Executives—Training of. 2. Industrial management—Study and teaching. I. Hollenbeck, George P. II. Title.
HD30.4.D355 1996
658.4'0712404—dc20
96-28862
CIP
Table of Contents
STEP 1: Find and Use Organizational Support for Creating a Process, Not an Event
Seek a Developmentally Friendly Manager as Your Partner
Employ Patience and Persistence
STEP 2: Define the Program Purpose and the Behaviors to Be Developed
STEP 3: Use Feedback as the Baseline for Executive Development
Necessary Conditions for Developmental Feedback
Who Changes as a Result of Feedback?
STEP 4: Define and Communicate the Critical Role of the Manager
Provide developmental experiences
Provide access to organizational resources
