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Executive Development Strategies

Development involves improving executive performance through planned programs. It is a continuous process aimed at preparing managers for better performance in response to organizational changes. The key steps in development include analyzing needs, appraising talent, creating individual programs, and evaluating outcomes. Common methods include assignments, courses, job rotation, coaching, and role-playing to develop skills in areas like leadership, decision-making, and interpersonal relationships.

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ruchi11
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6 views35 pages

Executive Development Strategies

Development involves improving executive performance through planned programs. It is a continuous process aimed at preparing managers for better performance in response to organizational changes. The key steps in development include analyzing needs, appraising talent, creating individual programs, and evaluating outcomes. Common methods include assignments, courses, job rotation, coaching, and role-playing to develop skills in areas like leadership, decision-making, and interpersonal relationships.

Uploaded by

ruchi11
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd

Development

PPT By Ruchi Khanna


Meaning & Definition of Development

It includes all those activities by which executives learn to


improve their behavior & level of performance.

It is the programme by which executive capacities to


achieve desired objectives are increased.

PPT By Ruchi Khanna


Features of Development

It is a planned, organized & systematic process.


It is a continuous process.
It cannot be developed over night or one shot.
It is guided self-development.
To prepare managers for better performance.

PPT By Ruchi Khanna


Importance of Development
 Increase in size of organization.
 Shortage of trained managers.
 Technological changes.
Socio cultural changes
Changing labour management relations
Social responsibility of management
Shift in nature of management
Unending Process

PPT By Ruchi Khanna


Process of Development

Analyzing of Development Needs Appraisal of Managerial Talent

Individual Development Program Inventory of Executive Manpower

Establishment of T & D program Evaluating Development Program

PPT By Ruchi Khanna


Process of Development
It is a close & critical
Analyzing of Development Needs
examination of the present &
future developmental needs
of the organization.

Management should
Appraisal of Managerial Talent appraise the talent of its
present staff by comparing
the actual performance with
the standard performance

PPT By Ruchi Khanna


Process of Development
Inventory of qualified
Inventory of Executive Manpower
executive personnel should
be prepared to have a
complete information
about each executive in
each position.

Special programs for


development of executives
Individual Development Program may be chalked out on the
basis of the performance
appraisal of each executive.

PPT By Ruchi Khanna


Process of Development
HRD should prepare
Establishment of T & D program comprehensive & well
conceived programs. A
systematic procedure should
be introduced for the develo-
-pment of executives.
Evaluation should be made,
to see whether the objectives
Evaluating Development Program of the program have been
achieved or not & if any
deficiency if any should be
rectified.

PPT By Ruchi Khanna


Methods of Development
 Specific Individual Needs
1. Special Project Assignments
2. Committee Assignments
3. Conferences

 General Knowledge
1. Special Courses
2. Special Meetings
3. Specific Readings
 Organizational Knowledge
1. Job Rotation

PPT By Ruchi Khanna


Methods of Development
 Job Knowledge
1. Coaching
2. Understudy

 Interpersonal skills
1. Role Playing
2. Sensitivity Training

 Decision Making Skills


1. In basket Exercises
2. Business Games
3. Case Study

PPT By Ruchi Khanna


Methods of Development
 Specific Individual Needs
 Special Project Assignment
o A trainee is assigned a project that is closely related to his
[Link] trainees studies the problems & submit the written
recommendations upon it

 Committee Assignments
o An adhoc committee is constituted & is assigned a subject
related to the business to discuss & to make
recommendations

PPT By Ruchi Khanna


Methods of Development
 Specific Individual Needs

 Conferences
o It is a group meeting. Members participate in oral discussion
Of a particular problem & thus develop their knowledge &
understanding.

PPT By Ruchi Khanna


Methods of Development
 General Knowledge
 Special Courses
o Executives can attend the workshops or executive development
Program organized by the mgmt institutes, universities & college.

 Special Meetings
o Some outside organization & voluntary organization, like
Consumer forum, chamber of industry & commerce, organize
Special meeting from time to time

PPT By Ruchi Khanna


Methods of Development
 General Knowledge

 Specific Readings
o Articles published by journals, specific portions of important
books are provided to the trainees

PPT By Ruchi Khanna


Methods of Development
 Organizational Knowledge

 Job Rotation
o It implies systematic, planned & coordinated effort to transfer an
executive from job to job & from plant to plant

PPT By Ruchi Khanna


Methods of Development
 Organizational Knowledge
 Job Rotation:
 Merits
o It works to bring down the feeling of superiority of one departmen
executive from job to job & from plant to plant.
o Develops interdepartmental cooperation.
o Boredom, monotony are reduced.
o Inject new ideas.
o It learn the nature & significance of management principles.
o Executives abilities & talents are best tested in variety of jobs.

PPT By Ruchi Khanna


Methods of Development
 Organizational Knowledge

 Demerits
o Productive work may suffer
o Executives can’t gain specialized knowledge in one particular
branch of work.
o It upsets home & family life.
o It develops friction, jealousy & other non-cooperative &
dysfunctional forms of human behavior.
o Interpersonal relationship takes time for adjustment & employees
o With frequent moves are apt to feel insecure

PPT By Ruchi Khanna


Methods of Development
 Job Knowledge
 Coaching
o The immediate superior guides the subordinates about the
Various method & skills to do the job.. He briefs the trainees
in what is expected of them & guides them how to get it.

PPT By Ruchi Khanna


Methods of Development
 Coaching

 Merits:
o Increased motivation of the trainee.
o Minimization of the problems of transferring learning from theory
to practice.
o Feedback on performance is received quickly.
o Less centralized staff coordination is required

PPT By Ruchi Khanna


Methods of Development
 Coaching

 Demerits:
o The training atmosphere is not available in this method.
o It is authoritarian.
o The learner cannot develop much beyond the limits of his own
boss’s abilities.
o It relies on the ability of the coach to be a good teacher, which
he may not necessarily be.

PPT By Ruchi Khanna


Methods of Development
 Job Knowledge
 Understudy
o It is the person who is specially designated as heir apparent.
The trainee is prepared to perform the work or fill position of his
Superior.

PPT By Ruchi Khanna


Methods of Development
 Understudy

 Merits
o It creates a practical & realistic situation in which the training
is conducted.
o It emphasizes learning by doing.
o It ensures that the organization will not be in a disadvantageous
Situation.
o It relieves the boss of some of his workload by delegating some
portion of the workload to the understudy.

PPT By Ruchi Khanna


Methods of Development
 Understudy
 Demerits
o It reduces the motivation level of both the one who is designated
& the other personnel.

PPT By Ruchi Khanna


Methods of Development
 Interpersonal Skill

 Role Playing
o A conflicting situation is artificially created & two or more
trainees are assigned different roles to play. No dialogues are
given beforehand.

PPT By Ruchi Khanna


Methods of Development
 Interpersonal Skill

 Role Playing
 Merits
o Learning by doing is emphasized.
o Human interactions & sensitivity are stressed.
o The knowledge of result is immediate.
o Training interest & involvement tend to be high.
o It brings about desired changes in behavior & attitudes.
o Competitive atmosphere spurs active participations.

PPT By Ruchi Khanna


Methods of Development
 Interpersonal Skill
 Role Playing
 Demerits
o Realism is sometimes lacking in role playing so that the learning
experience is diminished.
o It is not easy to duplicate the pressures & realities of actual
decision making on the job.
o Individuals are very differently in real life than they do in acting
out a simulated exercise.
o Many trainees often feel uncomfortable in role playing situation.

PPT By Ruchi Khanna


Methods of Development
 Interpersonal Skill

 Sensitivity Training
o It is a group experience designed to provide maximum possible
o Opportunity for the individuals to expose their behavior, give &
receive feedback, experiment with new behavior & develop
awareness of self & of others.

PPT By Ruchi Khanna


Methods of Development
 Interpersonal Skill

 Sensitivity Training
 Features
o It consists of 10-12 persons.
o A leader acts as a catalyst & provides a free & open environment
for discussion.
o There is no specified agenda.
o Trainees express their ideas, opinions & feelings freely & openly.
o The focus is on behavior.
o The aim is to achieve behavior effectiveness in transactions
with one’s environment.
PPT By Ruchi Khanna
Methods of Development
 Interpersonal Skill

 Sensitivity Training
 Merits
o Learn more about themselves, especially their own weaknesses
& emotions.
o Develop insights into how they react to others & how others
react to them.
o Discover how group work & how to diagnose human relations
problem.
o Develop more component & authentic relations in which feelings
are expressed openly.

PPT By Ruchi Khanna


Methods of Development
 Interpersonal Skill

 Sensitivity Training
 Demerits
o It is considered waste of time.
o It makes the trainees so sensitive.
o It induces anxiety among participants.
o It is less effective in technical professionals.
o It creates stress situation.

PPT By Ruchi Khanna


Methods of Development
 Decision Making Skill

 In Basket Exercise
o After the trainees are given background information on a
o simulated exercise about a company & its products, organization
o & key personnel, they are provided with an in-basket of assorted
o Memoranda, requests & data pertaining to the firm.

PPT By Ruchi Khanna


Methods of Development
 Decision Making skills

 In Basket Exercise
 Merits
o It is simple & easy to follow.
o It is inexpensive.
o It can be organized easily.
o Trainees are learn quickly.
o Since participants are from different departments, it is easy to
o put out inter-department fires.

PPT By Ruchi Khanna


Methods of Development
 Decision Making skills

 In Basket Exercise
 Demerits
o It is somewhat academic & removed from real life situations.
o It discourages originality.
o It may not fully commit themselves to the task.

PPT By Ruchi Khanna


Methods of Development
 Decision Making skills

 Case Study
 Merits
o It improves the problem solving skills of the participant.
o It is a way of learning by doing.
o It can provide stimulating discussions among participants.
o Trainees get a feel of how others work at a problem & begin to
appreciate & learn from each others thinking.

PPT By Ruchi Khanna


Methods of Development
 Decision Making skills

 Case Study
 Demerits
o It is expensive & time consuming method.
o Case are sometimes not sufficiently realistic to be useful.
o It may fail to develop the analytical & reasoning abilities of the
participants.
o A trainee who is not skilled in this technique may undermine its
usefulness.
o Cases may contain information which may not be appropriate for
the kind of decisions that the trainees would take in real life
situations
PPT By Ruchi Khanna

Common questions

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Coaching impacts the development of job knowledge by involving personalized guidance from superiors, helping trainees quickly receive feedback and apply learning directly in practice without needing centralized staff coordination . The potential drawbacks include a lack of a formal training atmosphere, a dependency on the coach's teaching abilities, and an authoritarian approach that limits the trainee's development to the coach's expertise .

Sensitivity training contributes to the development of interpersonal skills by providing a group experience of 10-12 persons where participants freely express their ideas and feelings in an environment facilitated by a leader acting as a catalyst. The participants gain insights into their own reactions and emotions, improving their capacity for open and authentic interaction and enhancing their understanding of group dynamics and human relations . However, it can also induce anxiety and is less effective among technical professionals, creating a stressful situation .

Job rotation offers several advantages, including reducing feelings of departmental superiority, developing interdepartmental cooperation, reducing boredom and monotony, injecting new ideas, and testing executive abilities across various jobs . However, it also poses disadvantages such as potential disruptions to productive work, insufficient specialization in one field, negative impacts on family life, development of workplace friction and jealousy, and feelings of insecurity due to frequent moves .

In-basket exercises develop decision-making skills by simulating real-life scenarios where trainees prioritize and handle memos, requests, and information, promoting swift decision-making in a controlled environment . Their strengths include simplicity, ease of organization, and access to inter-departmental collaboration. Weaknesses include being somewhat detached from real-life situations, demotivating originality, and potentially limiting participants' commitment to the exercise .

Organizations can address the shortcomings of understudy programs by ensuring clear communication of roles, offering additional motivational incentives and professional growth opportunities, and providing continuous feedback and learning experiences beyond the designated position. Encouraging a culture of mutual support and recognition can mitigate demotivation and improve the development experience for all parties involved, fostering ongoing commitment and skill enhancement .

Effective evaluation and development of a training program involve several processes: analyzing development needs through a close examination of the organization's current and future requirements, appraising managerial talent by comparing actual versus standard performance, preparing an inventory of executive manpower, and establishing individual development programs. Evaluation also includes assessing whether objectives are met and addressing deficiencies, ensuring alignment with organizational change needs and enhancing training strategies .

Executive development programs enhance managerial performance by systematically preparing managers to meet the growing needs of an organization. These programs are planned, organized, and continuous processes aimed at improving behavior and performance levels. They incorporate a close examination of current and future developmental needs, as well as an appraisal of managerial talent . As organizations expand, these programs address shortages in trained managers and adapt to technological, socio-cultural changes, and shifting labor-management relations, ultimately improving organizational capability and adaptability .

Committee assignments fulfill specific individual needs by creating ad hoc committees tasked with tackling business-related subjects. Members engage in discussions, allowing them to develop problem-solving skills, gain diverse perspectives, understand group dynamics, and practice recommendation formulation, thereby enhancing their competencies related to organizational multi-functional tasks and cooperation .

Role-playing develops interpersonal skills by placing executives in artificially created conflicts to enact and resolve, enhancing understanding of human interactions, encouraging competitive participation, and providing immediate feedback . Challenges include potential lack of realism, discomfort among participants, and difficulties in simulating real-life job pressures, which can undermine the exercise's effectiveness .

The case study method improves decision-making skills by enhancing problem-solving abilities, promoting learning by doing, facilitating stimulating discussions, and offering perspectives on others' problem-solving approaches . However, it is expensive, time-consuming, sometimes lacks realism, and may not effectively develop analytical skills for all trainees. It can also contain inappropriate information for real-life decision-making, potentially undermining its effectiveness .

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