Continuation of a two-part feature on how the exigencies of recession can spark a change of training direction from activity to results. (See CE 512 717 for part one.) (JOW)

Surveys assessing issues related to management training and education were completed by 611 companies with at least 1,000 employees per company. Findings revealed that less than one-third of companies surveyed conducted needs assessment to determine development needs of managers. Nonetheless, companies reported using formal training programs, task…

Reforms such as technology-enhanced instruction require principal leadership. Yet, many principals report that they need help to guide implementation of science and technology reforms. We identify strategies for helping principals provide this leadership. A two-phase design is employed. In the first phase we elicit principals' varied ideas about…

Purpose: The purpose of this paper is to show that most small business owner-managers are technically competent in their area of business activity however they do not always have equal managerial competence. For example, deficiency in human resource management competence may lead to difficulties in attracting, retaining or leading staff. These…

The purpose of this study was to investigate Pakistani Workplace Learning and Performance (WLP) practitioners' perceptions of the importance of WLP competencies at the present time and in the next five years. The goals were to: (1) identify and characterize a profile of Pakistani WLP practitioners; (2) analyze perceptions of the current and future…

Purpose: This paper is intended to provide an overview of trends in European education and to offer a framework for considering the elements of school management. Design/methodology/approach: This paper reports elements of the planning and implementation of a graduate-level leadership development initiative in Bulgaria. Findings: Several lessons…

We need an eclectic management development approach combining the best features of both classroom based systems (T groups, sensitivity training, games, university programs) and of such job based systems as coaching, counseling, and planned rotation. (LY)

A brief classification scheme groups management development resources, experiences, and techniques by major purposes. A table. Five references. (LY)

Discusses the Managerial Grid versus Situational Leadership approach to management development. Suggests that they need to be supplemented by new theoretical models, called "Living Systems." (JOW)

Offers a four-step approach that highlights the key issues at each stage of the coaching process: (1) contract with the client; (2) observe and assess needs; (3) constructively challenge; and (4) handle resistance. (JOW)

The National Professional Qualification in Integrated Centre Leadership (NPQICL) is a programme that supports children's centre leaders to develop their own leadership capability. This research highlights the effect the particular constructivist teaching and learning methodology has had on individual tutors' and mentors' professional development.…

Four ideas to improve the results of training are: choose students carefully, utilize pre-training preparation, be supportive, and employ a scheduled follow-up and evaluation. (Author/BP)

The author discusses management principles in general and in relation to time management. Stating that most managers and trainers do not understand these principles, he describes how to put them to work in planning time management programs. (MF)