Management Development: Approaches for Developing Managers

Management Development Approaches for Developing Managers

Managers are responsible for overseeing multiple aspects of a company’s functionality, including the productivity of employees and monthly expenditures for departments. Managers often rise up through the ranks to manage the same positions they used to hold. However, experience is not a prerequisite for becoming a great manager. A provider of leadership development resources will also provide management development training.


Mentoring is a classic method of developing employees. It involves an experienced employee advising a less experienced colleague on both the personal and professional aspects of their job. Mentoring relationships may be casual or professional and can last for a long time to maximize growth.


Coaching is similar in concept to mentoring. However, the focus is on the individual’s performance and giving advice. Coaching is similar to mentoring. It helps people adapt to new situations and face unique challenges in the workplace.

Positive Feedback

Sometimes, the people overseeing a manager are the ones who best evaluate their performance. Employees who work with the manager provide upward feedback. They comment on their strengths and suggest areas for improvement. The feedback process is anonymous.

Rotation of Jobs

Job rotation is a method of management development in which a trainee is assigned over many years to various job departments. These assignments provide the trainee with inside knowledge of the operations and needs of the departments they might one day be responsible for.

Professional Development

A crucial part of becoming a manager is professional development. This is especially true for companies that require managers to have degrees from specific fields. Many companies offer resources for leadership development that allow trainees to pay for their education. This makes it easier for them to climb the corporate ladder.

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Executive Education

The trainee can attend seminars and executive education classes at higher learning institutions, depending on their level of management. Executive education is not always degree-oriented. However, it can provide valuable certificates for resume building and help with securing higher pay scales.

Dysfunction Analysis

Simply put, dysfunction analysis is a way to determine if a candidate suffers from a psychological disorder. It involves testing the candidate’s mental stability. A psychological training program may be offered to anyone who finds that a person’s mental health needs to be improved in order to succeed in a job.

Supervisory Training

In the early stages of management training, supervisory training is most often used to help a new graduate or an employee who moves into a new position. Supervisory training is similar to coaching. The person receives feedback in real-time about their performance.


Management development can be divided into several sub-disciplines. These include mentoring, coaching, and job rotation. Contact a provider of leadership education resources for more information on development techniques.



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