A survey asked respondents to identify the U.S. companies or organizations that do the best job of training and developing their employees, and which industries do the best and worst jobs of employee development. Respondents also identified the 10 most admired training consultants. (JB)

This article suggests an alternative valuation approach and method based on "phenomenology" or "personal constructs" in the evaluation of management training. The approach is that learning and its application depend, not on the direct influence of externally located objects, but on how the learner experiences and evaluates…

Research indicates that the most successful executives are those able to make decisions by following a hunch. This article discusses how biofeedback, art, and other techniques can be used to help managers take advantage of the intuitive, creative powers of the right brain in making decisions. (Author/CT)

The role of computers in elementary schools is outlined for principals. Computers are part of the future and have the potential for increasing administrator's productivity and for freeing principals to provide the leadership expected of them. (MD)

Effective principal training should reflect the relationship of theory, training, and practice. The Contingency Framework for Administrator Development (CFAD) model is presented as a training program that can integrate administrative task areas, processes, and characteristics through theory and application. (MD)

Investigated the developmental effects of assessorship, i.e., serving as a trained member of an assessment center staff, on managers' (N=80) proficiency in three categories of behavior: acquiring, evaluating, and communicating information about people. Results indicated that experienced assessors were more proficient in these skills. (LLL)

Benefits of a "learning to learn" program of management development are (1) it returns learning to everyday experience, (2) it avoids conceptual explanations of why things happen and helps people understand how they create situations, (3) it accommodates all learning styles, (4) it offers immediate feedback on the job, and (5) it addresses…

Educational leadership needs to change. Principals have been trained to be managers first and leaders second. Current educational needs demand that principal-training priorities be reversed. (MD)

The author of "In Search of Excellence" states that the two most important characteristics of excellence are focusing on customers and providing superior quality and service. (MD)

During the past decade, leadership-style training has become part and parcel of management development programs in many organizations. Understanding the specific patterns of communication associated with leadership styles can make significant and lasting improvements in performance. (SSH)

This paper suggests an approach which combines ideas about coalitions of power in managerial organizations with a soundly based technology of management development intervention. (Author/SSH)

The roof management program at the University of Wyoming involved a consulting firm that provided a computer analysis of the condition of each roof on campus and trained university personnel to act as inspectors in the future. (MLF)

Report on a conference of state agency library directors aimed at upgrading management abilities, planning and evaluation. (KP)

To help new principals succeed, school districts are capitalizing on senior administrators' expertise by adding mentor programs to the practical training programs for beginning principals. This digest examines the nature of mentorships and discusses how they can prepare principals for the next stage of their careers. Although mentoring has existed…

This book presents a framework for administrator peer evaluation within school districts that is already at work and succeeding. The evaluation design emphasizes results, promotes professional growth and development, models expectations for students and teachers, and meets Interstate School Leaders Licensure Consortium standards. Chapter 1…