How far is executive education relevant while bringing a change in the organization? Does it make us theoretical or does it draw theory close to the practices? How is education at the senior most level , put into use ? Here are a few posts from CiteHR , which reflects the need and the tone from the industry:
Managing silos: How to lessen Egos & stiffness in senior employees in the organisation : “I work in a media house where there is a huge amount of stiffness/ego with in department heads. Please help me out with some good activities which can help in reducing this gap & can bring cohesiveness and team work.”
How do we bring in change when every team player is quintessential to the delivery and success in the organization? Managing organizational development requires an in-depth understanding by the change makers, both in terms of environment and implementation of the knowledge.
Now lets consider another scenerio, where a Business Head needs to rethink his career ahead.
Executive Ph.D Program: Validity course details: “I’m currently employed as the head of the business for a multi national company wanted to study phd through distance from symbiosis. Can you help me with the information.”
Finally a need to bring in a complete cultural change in the organization environment.
How to improve culture in an organisation: “I request you all to guide me and suggest me for what can be done or what steps can be taken to improve the culture of the organization? I know the change may be slow but please share your views and guide me for the same.”
The mental pathway to accept a change with higher degree of understanding and knowledge holds the key to bring in change, of such a huge dimension. Education at this level needs a greater attenuation with the source of knowledge empowered by pedagogy. Implementation is followed by a meaningful impact of both tacit and implicit knowledge. Recently XLRI launched a Masters program for Organizational Development, to address the following needs echoed by the industry :
- Want to learn how to align organizational strengths to make weaknesses irrelevant (because deficit-based and problem-centered approaches have worn thin)
- Truly want to understand and apply what differentiates outstanding managers from average performers
- Want to help your organization achieve greater economic value by doing what is environmentally effective and socially responsible
- Are interested in improving the success ratio for managing change initiatives that exceed the norm by a factor of two
- Are interested in interacting and learning with other aspiring managers in a secure environment that allows for more than superficial feedback and stimulates innovative thinking
- Truly want to bring out the best in all those who work with you, or for you
- Believe learning and development should be fun and experience-based*
‘This program has been the outcome of our continuous efforts to build responsible future leaders of tomorrow,” says XLRI director E Abraham. “The innovative MPOD, delivered jointly by XLRI and Weatherhead, will be exceptionally beneficial to individuals interested in learning or honing their organisational, transformation and leadership skills,” he said.
Weatherhead School of Management dean Mohan Reddy said MPOD responds to the increasing demand for rigorous, relevant education in the emerging fields of positive psychology and positive organisation scholarship.
“Organisations today operate in global markets that experience volatile, non-linear changes and fluctuations, and this program enlarges the students’ world-view and enables them to shape sustainable organisations,” says Reddy.**
The foreword to real life learning will remain in combining the classroom and the workplace understanding. The moderation and inculcation in an individual will raise up the awareness. Here’s an understanding by Dr. Madhukar Shukla on the integration of active and passive learning modes. Tell us how are you conquering these deep issues and concerns in your organization.
**source:Quotes from ET