Methods of Management Development

What is management?

Simply it is the art of getting work done through people, the way you would have done it yourself and with the available resources. Optimum utilization of resources is the first rule of management. Making the best out of whatever is available with you is a management art. It involves four major functions viz planning, organizing, staffing and controlling/coordinating.

What is development?

As the word suggests, it is progress i.e. a growth or success over a period of time.  For a business, it can be expansion and diversification and for an individual may be a promotion or a salary hike.

So, what is management development?

If we put the two together, it simple means one’s improved abilities to manage businesses or self. It is a conscious effort, planned in nature, which makes a person capable and increases their capacity to manage an organization, its people and also their own self.

Best explained, it is the process by which managers discover as well as improve their abilities and skills, which would not only be advantageous to them but also to the organizations for which they work.

The most common traits required in a manger are good communication skills, leadership qualities, problem identification and solving, and most importantly persuading and encouraging others to give in their best.  These traits if not present in a manager or are dormant, can be identified and developed over a period of time through proper management development programs.

Why is it needed?

  • It is acknowledged as one of the determinants for organizational success having a direct impact on its economical benefits.
  • For organizations, making available such techniques to their managers helps the company to hold on to their prized employees.
  • It also helps the organization to serve their customers better.
  • The productivity of the managers as well as employees increases.
  • Leadership and risk taking ability of the manager is enhanced, making the overall working environment of an organization, challenging.
  • It helps in exploring skills of a manager and the employees which were till now not active or unresponsive.

How to do it? (Methods)

  • Ø Dysfunction Analysis

Simply put, this is a sort of test carried out in order to check a person’s mental stability and whether or not he has any psychological disorder.  This can also help in assessing a person’s mental strength and ultimately also guides us whether or not the individual needs to undergo a psychological training program.

  • Ø Professional Development

As the words suggests, it means undergoing a professional training program for both personal progress and career enhancement. Under this, the manager is also made aware of the functioning of the organization. Some of the most common methods include.

  • Case study learning
  • Lesson study
  • Technical assistance
  • Consultation
  • Regulation

Some others include

  • Apprenticeship
  • Competency evaluation
  • Induction
  • Training and development


Under this, a senior person in the same organization guides the manager, as to develop their skills and solve the organizational problems. They teach them out of their own experiences. He also helps in building up the confidence of the manager, by asking questions and providing them challenges while also providing the necessary assistance and encouragement. It gives the manager a chance to look more closely at themselves, their issues and what they want in life.  It makes them self aware, responsible and gives a direction to their life.

Action Learning

Individuals are given the freedom to solve a problem according to their understanding and technique they think best. This lets them to attempt varied approaches to solve various issues and problems. This approach recognizes that individuals learn best from experience so that the process is structured.

Internal Training Programs

The organization itself develops a training program for the managers. The advantage here is, that they get trained under your eyes, and they do not need to be provided training externally. It also helps in breaking the communication barriers between the old and new employees. On- the job training is the most common internal training program where in the manager learns while doing the work itself.

Job Rotation

It is a technique in which an employee is moved between two or more jobs at regular intervals in a planned manner. This helps the manager in learning the aspects, roles and responsibilities of all the jobs, and ultimately of all the employees that are going to be working under him.

Vendor Provided Training

Your own vendors and clients are invited in to provide training. You can select from the many trainers, costs, locations and programs. You can choose the one that can train your managers on skills and techniques that you find useful and can make a difference to your organization.

Business Workflow Analysis

It is a method allowing managers and businesses to have an improved understanding of their requirements and also in establishing feasible objectives. The aim here is to reduce the costs and improve overall performance.

Upward Feedback

This concept relies on the on subsidiary’s judgment and viewpoint of their managers as a key element of assessing managerial effectiveness. This is based on the 360 degree principle that managers can only be as excellent as per their employees’ opinions.

Over and above this, a firm can also formulate its own methods of management development, which are flexible and are or can be formulated keeping in mind the working patterns of an organization and the skill sets they’re looking for in the manager and the employees.

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