This paper seeks to better understand the workplace learning that occurs in the executive office (henceforth referred to as EO) of the NACADA: The Global Community of Academic Advising through a conversation with the association's Executive Director, Dr. Charlie Nutt. After providing a context of NACADA and its EO as well as my interview with…

Purpose: The purpose of this paper is to propose a training and development (T&D) evaluation model that includes new societal indicators, considering the growing demand to do so. Three complementary studies were done. Study I used a framework for T&D evaluation that includes societal impact in it. Study II investigated which levels of…

This paper explores the important question "how the learning entities--individual, group or organisation--are affecting organisational performance". The answer is important for promoting learning and improving performance. This empirical study in the leading power utility in India found that there is a positive relation between…

Assessment center programs can be designed to measure specific skills with validity and reliability. The results of these assessments can be used to design both individual development programs and programs for developing the skills of groups of managers who have common weaknesses. (Author/IRT)

Suggests 10 ways that meaningful managerial behavior change can be brought about in dimensions such as leadership, initiative, planning and organization, judgment, independence, and delegation. (SH)

Discusses how two-year colleges can concurrently formulate institutional development strategies and build strong executive teams through a process involving the selection of institutional development issues to be addressed and the formulation of specific institutional development strategies to address the issues. Outlines conditions for success.…

Reports on survey of 28 federal and military executives drawn from participants in seminar workshops in organizational development through team building. Participants reported improved ability to resolve interpersonal conflict, reward employees, confront unacceptable performers, motivate and communicate with subordinates, build trust, manage time,…

United Parcel Service's career development system takes multiple approaches: information from career discussions between supervisors and supervisees and a career planning workbook and guide is used for individual career planning, district master operating plans, and the management appraisal process. (SK)

A newly appointed woman dean discusses the value of a management development program involving a process of self-analysis and self-determination of leadership style and effectiveness (the University of Illinois "Executive Leadership Seminar"). (JT)

Training Manager of the University of Illinois describes steps in development of the successful series of "Executive Leadership Seminars." Basic questions answered are, "What organizational needs are to be met?""What should the enrollee learn and how should his behavior change?" and "What course content, from a…

A college president challenges personnel administrators to play a leadership role in human resource management. Notes the need for career development programs for middle managers particularly and recommends an organizational development approach to faculty and staff career development. (JT)

Presents a management training workshop/program design (based on organization development principles) which is applicable to a wide range of organizations and different organizational levels. (EM)

Conducted a management and organization development program in eight mental health agencies. Describes the stages and activities of this 18-month effort and the results of its evaluation. There were significant, positive results for almost all the participating management teams as well as for their organizations. (Author)

Purpose: The author's interest in learning organisation development leads him to examine large French companies' practices regarding "high potential" executives policies and to question their selection and development processes and their capabilities to develop learning oriented organisations.The author also tries to explain why most…

In this account of practice, the authors introduce a variant of classic action learning, called developmental action learning (DAL). The DAL model, derived from cognitive development theory, introduces conventional learning modules prior to the more intensive set experience. It also calls for facilitation designed to help participants, selected…