We present an outline for a year-long training session for potential departmental leaders. This outline is based on training led by the author over one academic year. The training consists of nine sessions with an emphasis on active learning among the participants.

Any organization with a comprehensive training program has a leadership development curriculum. These programs include everything from conventional classroom learning with guest speakers to high-tech simulations and lavish retreats. There also may be mentorship thrown in, as well as multiple job rotations. Despite the well-rounded curricula, many…

The significance of effective leadership and management for successful school and student outcomes is increasingly being recognised. This has led to consideration of the nature of preparation and development required to promote good leadership. There is now widespread acknowledgement of the need for specialised training for school principals. This…

This dissertation explored the Best Practices of Executive Coaches who coach C-Level Executives. The set of best practices developed was differentiated from best practices as applied with middle-manager executive clients. C-level executives were deemed to have a role within the organization with unusual influence and complexity and thus worthy of…

This paper examines the underlying assumptions that competency-based frameworks are based upon in relation to leadership development. It examines the impetus for this framework becoming the prevailing theoretical base for developing leaders and tracks the historical path to this phenomenon. Research suggests that a competency-based framework may…

The author discusses his definitions of training and education and presents his suggestions for the solution of management and supervisory training problems: (1) that training should meet real, identified needs, (2) that training responsibilities lie with each manager's superior, and (3) that all training should be results-oriented. (SA)

When managers apply the skills they learn, the techniques associated with leadership training often do not translate to improvements in employee productivity or in organizational productivity or profitability. (JOW)

The laboratory approach in managerial training generated a learning design seeking to reverse degenerative communication sequences and to reinforce regenerative communication sequences. (DS)

How to establish an integrated training system which balances the training requirements of the present, routine training, against those of the future, development training; and concentrates on that which is needed and that which contributes to departmental and company effectiveness. (RB)

Article presents a progression training model as a possible approach for minimizing the conflict that often emerges between superiors and subordinates when management by objectives programs are initiated. (GB)

Charges that there are few studies linking training with observed organizational change. (DS)

The author argues that curriculum design requires viewing the whole fabric of management training in its totality; individual training programs are created from this perspective. The challenge in this case is to build a coherent plan that will provide structure and unity to the whole management training program. (Author/SSH)

A collection of papers concerned with the Federal Government's efforts in the area of executive development are presented. The booklet is organized in three parts. The first three essays deal with problems, needs, and theories of executive manpower management. The problems of the Federal Government, as seen from an analysis of a small sample at…

Activities in the field of senior staff training for secondary school administrators in five European countries--Norway, Sweden, Denmark, The Netherlands, and France--are reviewed. Underlying problems and areas needing study are identified, and possibilities for international cooperation in professional development are noted. (Author/PP)