| There are a number of ways to build a successful | | | | practices can be summarized by the following brief |
| management development program. One strategy is | | | | bullet points: |
| to break it down into a list of the top best practices. | | | | 1. Identify who is going to participate in your |
| The best HR certification programs should focus on | | | | program. (Participants are generally high level |
| these key ideas. Management training courses should | | | | employees and / or those with the most potential.) |
| also cover these topics. If you do an Internet search | | | | 2. Base your program on a competency model. |
| for "Building a Management Development Program" | | | | (Define the skills you want your employees to |
| you should find resources that elaborate on the best | | | | develop.) |
| practices outlined below. | | | | 3. Involve senior management. (You will need full |
| If your company is building, revising or overhauling a | | | | support to be successful.) |
| management or leadership development program, | | | | 4. Content is king. Blended learning should rule the |
| there are the best practices to consider on your way | | | | day. (Provide relevant information for your |
| to success. An overview of the best management | | | | participants.) |
| development practices characteristics is commonly | | | | 5. Don't underestimate the importance of financial |
| found in successful management development | | | | acumen. (Many managers and leaders need a more |
| programs. | | | | thorough understanding of financial terms and |
| The current state of the economy creates a need | | | | concepts.) |
| for efficient management development training | | | | 6. Integrate feedback, development planning and |
| programs. Dizzying economic conditions, changing | | | | coaching. (Take feedback and offer programs such |
| demographics, an impending "brain drain," and a need | | | | as mentoring or one-on-one help to develop personal |
| to enhance employee retention levels are just some | | | | plans for the leaders of the company.) |
| of the issues driving organizations of all sizes to | | | | 7. Leverage "action learning" as part of the process. |
| explore ways of ensuring the readiness and stability | | | | (Groups of participants work together to address |
| of their workforce. If your company hasn't yet | | | | real issues facing the company.) |
| embarked on a leadership or management | | | | 8. Adjust, adapt and improve over time. (Adapt your |
| development initiative, it's likely that you will in the | | | | program as you receive feedback and / or your |
| near future. | | | | needs change.) |
| These programs are usually significant undertakings | | | | 9. Measure and track outcomes. (Use tools to |
| and therefore highly visible within a company. They | | | | determine the usefulness of the program.) |
| may target existing, middle or new managers, | | | | It is clear that these key points need more |
| emerging leaders, high-potentials or executives. | | | | elaboration to be implemented successfully. Only a |
| Regardless of the intended audience, there are | | | | select few of the best HR certification programs |
| several characteristics common among successful | | | | have fully covered these nine best HR practices in |
| management development programs. While every | | | | depth. The top management training programs offer |
| situation is unique and you'll need to find a solution | | | | whitepapers that develop these ideas further. These |
| that works best for your organization's culture and | | | | whitepapers are available for download for free from |
| goals, there are several best practices that can be | | | | the schools that offer those management training |
| employed on your way to success. These best | | | | courses. |