Surveys of 245 African-American college administrators (175 responses) and 175 African-American corporate executives (71 responses) revealed similar beliefs regarding crucial career achievement factors: communication, goal setting, high personal standards, and self-confidence. Administrators felt that formal education was more important;…

Training can be improved by providing a theoretical base for practice. Criteria for selecting useful theory include generality, relevance, consistency, completeness, testability, centrality, and usability. (SK)

Current research points to five essential categories defining principals' responsibilities: defining and communicating a mission, managing curriculum and instruction, supervising teaching, monitoring student progress, and promoting an effective instructional climate. The Illinois Administrators' Academy offers a statewide leadership development…

Advises retiring administrators to exercise a bit of dignity and common sense in their remaining months on the job. Administrators should show consideration regarding retirement plans, fight laziness, conduct training sessions for other administrators, accept others' foolish behavior gracefully, and be generous with parting insights. (MLH)

Many principals recognize the assistant principal's role as either a career commitment or a step on the administrative career ladder. A strong mentoring relationship enables the principal to facilitate the assistant principal's maturation and professional development through initiation, collaboration, inclusiveness, coaching, reciprocation,…

Because traditional leadership discourages creativity and initiative, an alternative model is needed for transforming organizational culture. Key elements are formulating an inspiring vision, determining crucial interventions, developing close friendships with managers, building a network, and seeking support. (SK)

Work force diversity programs are designed to protect the company's return on investment by bringing to the surface the subtle discomforts, fears, and biases most people experience when they find themselves working with people who are different from themselves. (Author)

Good executive development systems help enhance technical, interpersonal, and conceptual skills; use both in-house and external programs; and clearly articulate connections between components. (SK)

As recently as the 1980s, most companies did not pay much attention to executive education. In the 1990s, many see executive education as a must for revamping competitive strategies, increasing productivity, improving quality, reducing cycle time, and revitalizing corporate culture. (Author/JOW)

Discusses mentoring as a feasible approach to enhancing the quality of leadership in schools. Mentoring is an evolutionary relationship that transcends guidance and support and demands commitment, trust, and reciprocity. Time must be provided for individuals to converse, observe, experience, and reflect on each other's practice. (17 references)…

The Small Company European Analysis Technique is a diagnostic tool that small businesses can use to analyze market opportunities in preparation for 1992. The approach uses small group consensus building as in the Delphi technique and brainstorming to formulate a strategic plan. (SK)

After a 16-hour industry training program, 90 participating supervisors ranked preferred topics and delivery methods. Methods were consistent with those in Dale's Cone of Experience. Most preferred were large group discussion, small group discussion, and illustrated talk. (SK)

A literature review on action learning in management/executive development concludes that few meaningful examples of action learning have been assessed for their effects on organizations. There has been more focus on team building than on individual or organizational learning. (SK)

Reviews the psychological need for certainties in uncertain situations in business and the generic solutions offered by the "guru" industry. Points to action learning as a developmental method geared toward asking questions rather than providing answers. (SK)

"In-basket" training is ineffective. The Annenburg Institute for School Reform suggests that principals learn most effectively in groups, foster more powerful faculty and student learning by focusing on their own learning, must move beyond their assumptions, and need more focused reflection. Strong leadership, rigorous planning, and…