| A
Self-Directed Development Process Only
those managers who take primary responsibility for their own development are likely to
acquire the knowledge, skills, and experience they need to increase their effectiveness
and improve the performance of their organizations. But self-directed development cannot
be forced. Managers must recognize a need to change their practices and must decide for
themselves that they want to change them.
It is important therefore to give participants an opportunity
to assess their effectiveness in the areas related to the program objectives. By
diagnosing their current effectiveness and identifying the opportunities they have to
improve performance, participants will take an important step in the development process -
a step that increases the likelihood of their taking action on the job.
Our programs help participants change by enabling them to
look at themselves objectively and to identify specific opportunities to increase their
effectiveness on the job. We establish this mind-set by helping participants assess their
management and technical skills, evaluate their management practices on the basis of
feedback from those who report to them and discuss and defend their management decisions
with their peers. Our programs give participants the chance to see themselves as others
see them. This diagnostic approach to the learning process stimulates self-analysis and
self-discovery. It also motivates participants to identify opportunities for improvement
that they are willing to work on. When managers decide for themselves what they can do to
improve performance, they take a major step toward their own development.
Sterling Institute does not attempt to tell participants what
their development needs are. Rather, it provides an environment in which participants
discover those needs for themselves. Unless managers discover for themselves the
opportunities they have to improve their own performance, it is unlikely that they will be
motivated to change their management styles and practices. The assessment exercises used
in our programs help create a psychological commitment to change and encourage
participants to take responsibility for their own performance and career development.
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Introduction
How
Managers
Develop
Sterling
Institute's
Approach
to Applied
Management
Development
Feature 1: A
Self-Directed
Development
Process
Feature 2:
An Applied
Development
Program
Feature 3:
An Integrated
Training
Experience
Feature 4:
Custom Designed
to Ensure
Relevance
Feature 5:
An Ongoing
Development
and Evaluation
Effort |
