MANAGEMENT

DEVE OPMENT TECHNIQUES

By Dr. Arpita Kaul

 COACHING
Coaching is on-the-job training of individual by the
supervisor in the area of specifically defined tasks.
The supervisor must have interpersonal competence
and be able to establish helping relationship with the
trainee.
 Is unstructured programme.
 MERITS

The coaching method is akin to learning by doing.

Coaching method requires the least centralized co-ordination

from staff because every superior can coach his subordinates
even without a formal management development programme.
Immediate feedback and periodic evaluation enable the
trainee executives to learn the job easily and without mistakes
 DEMERITS

The trainer may impose upon the trainees his work habits, ideas,
beliefs, and methods of doing the work. Coaching method,
therefore, has a tendency to perpetuate the current management
styles and practices rather than promoting innovative styles.
 The effectiveness of coaching methods depends on the ability of
the trainer. If the trainer is inexperienced, there would not be any
use of coaching the trainee executives.
MENTORING
According to David Clutterbuck, ‘mentoring involves primarily listening with
empathy, sharing experience, professional friendship, developing insight through
reflection, being a sounding board, encouraging’.
According to Jacobi, ‘mentoring is a one to one helping relationship or
nurturing process’.
3. According to Vickie L. Nadolski, ‘mentoring is linking an experienced
person (mentor) with a less experience person (mentee) to help their personal
and professional growth’.
 ADVANTAGES FOR
MENTEES

Exposure to new ideas and ways of thinking

Advice on developing strengths and overcoming weaknesses

Guidance on professional development and advancement

Increased visibility and recognition within the company

The opportunity to develop new skills and knowledge

ADVANTAGES FOR MENTOR

Recognition as a subject matter expert and leader

Exposure to fresh perspectives, ideas and approaches

Extension of their professional development record

Opportunity to reflect on their own goals and practices

Development of their personal leadership and coaching

styles
A D VA N TA GE S F O R C OM PA N Y

Develop a culture of personal and professional growth

Share desired company behaviours and attitudes
Enhance leadership and coaching skills in managers
Improve staff morale, performance and motivation
Engage, retain and develop performers
 DISADVANTAGES

 Heavy reliance is placed on the wisdom and abilities of

the mentor. This may limit the scope for development.
 Current management styles and practices are focused.

 The senior managers may be unwilling for mentoring.

 MENTORING COACHING
Mentoring revolves more around
Coaching revolves more around specific
developing the mentee professional's
development areas/issues
career
More long-term and takes a broader Short-term (sometimes time-bounded)

view of the person and focused on specific development

Can be more informal and meetings areas/issues

can take place as and when the mentee Generally more structured in nature and
needs some advice, guidance or support meetings are scheduled on a regular basis
Ongoing relationship that can Relationship generally has a
last for a long period of time set duration
 CONFERENCE

The literal meaning of the term conference is consultation

It is a group meeting conducted according to an organised plan in which the
members seek to develop knowledge and understanding of a topic by ORAL
PARTICIPATION.
It is an effective training device for both conference member and conference
leader.
Nowadays, VIDEO CONFERENCING (conference through link via
satellite) is gaining a lot of popularity.
 SEMINAR

•A seminar is organised like a conference, but it is comparatively on a

SMALLER SCALE.
•It is generally centred around a single theme which is examined in great detail
by different experts in the concerned fields.
•Seminars are quick and simple, and they also allow the trainees the opportunity
to share their views and ideas with one another which enhances the learning.
•In practice, the terms CONFERENCE and SEMINARS are used
INTERCHANGEABLY.
ADVANTAGES

1. It leads to stimulation of
thinking.
2. A sense of cooperation and
friendliness develops within the
trainee.
3. Openness of ideas occurs.
 IN BASKET
The in basket technique is probably one of the best know situation or simulation exercises used
in assessment centres.
 It is a method of acquainting new or promoted employeeswith the complexities of their jobs by
presenting them with a range of problems they might find in their 'in basket' when they take up
the job. 
It also helps in acquainting employees about their job where a number of problems are kept in
the "in-basket" (usually kept on the desk of the employee). The worker has to look at the
problems which could also be complaints from different employees and simultaneously deal with
those problems. As the employee solves these problem, he/she transfers them to the "out-basket". 
 EXAMPLES

 Administrative professional : devises an in-basket exercise that

includes editing a piece of written correspondence, completing a
purchase requisition and filling out a travel voucher.
 Public information officer position might include an in-basket
exercise which is comprised of writing a press release, responding
to a reporter’s written questions and providing feedback on a draft 
brochure intended for the general public.
It provides trainees with a log of written text or information and
requests, such as memos, messages, and reports, which would be
handled by manger, engineer, reporting officer, or administrator.
In this technique, trainee is given some information about the role to
be played such as, description, responsibilities, general context about the
role.
The trainee is then given the log of materials that make up the in-
basket and asked to respond to materials within a particular time period.
After all the trainees complete in-basket, a discussion with the trainer
takes place.
This technique focuses on:

Building decision making skills

Assess and develops Knowledge, Skills and Attitudes (KSAs)

Develops of communication and interpersonal skills

Develops procedural knowledge

Develops strategic knowledge

 MANAGEMENT GAMES

Business games are used for teaching skills and concepts related
to economics or the business world. This could include contents on
corporate or business management, finances, human resources,
negotiations or trading shares on the stock market.
 ADVANTAGES

Learning by doing

Interactive learning

Cost reduction
 DISADVANTAGES

Participants may become so engrossed in pushing others to the

wall that they fail to grasp the underlying management principle
being taught
Creativity may take a back seat when unorthodox strategies
advanced by innovative participants may not find acceptance from
others in the race