1.

A proper management trainee program has to be in order in the

organization.
a. Robust selection Process : A good sales rep may or may not be a
good manager
b. Start with low risk managerial complexities and evaluate them
c. Clear Roles and expectations
d. Mentor/Coach for the MT
2. Five steps
a. Define performance Expectations
b. Communicate performance expectations
c. Develop through training the knowledge and skills required to meet
those expectations
d. Evaluate performance against defined expectations
e. Reward or correct behaviour to continually enhance performance
3. An ongoing performance management system is required as opposed to
the present front loaded training at the beginning of job
4. Goldstone does not know what are the parameters for his success as a
manager. On one hand he's pressed to achieve his quota on the other end
he's preached about developing his reps.
5. The sink or swim approach will not work. A thorough gap analysis is
required and then the appropriate training needs to be provided.
6. The managerial induction program should include live cases, teach
practical skills that would be helpful in combating the challenges a new
manager may face.
7. Define company values, is people development really important in the
company? If yes, then it should be shown in action and not simply talked
about.
8. If the 'policy manual' is so important, include it in the orientation program
and not give it as a parting gift.