Situational Management Development (SMD)...

Today, organizations often find themselves undergoing radical change as they try to maintain their position in the market place or to provide services in a more cost effective and efficient manner – doing more for less.  As well, organizations often promote from within thus ensuring those who know and understand the business are put into positions of greater and greater responsibility. These changes present a different challenge to those who either currently hold managerial positions or those who are newly promoted – namely, what skills must the individual possess beyond those of a technical nature.

Too often the organizational solution to developing these core managerial skills is to send the manager or executive on ‘a course’ or a series of courses.  The greatest challenge with this approach is that while the manager/executive has been made aware of where skills are lacking and has been given ideas as to what approaches might work, the organization, its culture, its special nature and those who must interface with the executive/manager have not been included in the approach.  The net result is usually frustration on the part of all involved

A multi-phased approach is required to deliver Situational Management or Executive Development.  Each phase is designed with both the individual and the organization in mind, as this special relationship is fully interdependent.

The Assessment Phase addresses the current level of skill that the individual perceives about themselves, their environment, their staff and the challenges they face.  Interviews and a Professional Skills Inventory self-assessment tool are used. As well, a 360 skills assessment is recommended to develop a complete picture of the desired skills for success. This phase results a high level Management Skills Development Plan.

The Ongoing Coaching & Mentoring Phase ensures that regular weekly meetings are held with the individual to discuss specific events and the skills and approaches required to effectively deal with particular situations.  Where required detailed techniques and scenarios are provided.  As well, a written ongoing record of situations, approaches, and techniques is provided as a personal reference for the individual.

SMD has several benefits over the more traditional course approach to the development of managerial skills:

• The on-site approach allows for the proactive preparation and testing of a new skill in the real environment,
• Skills are identified and acquired as the work situation warrants,
• Managerial development is real in that the individual:
• Becomes aware of the skill required
• Is given an approach to developing the new skill
• Is provided with the opportunity of first practicing the new approach in a “safe” environment” and then testing that new approach in real life situations
• Is encouraged to assess the impact and make adjustments to better suit the environment and the personality.
• Skills are acquired gradually and are therefore integrated into the core skill set of the individual
• The organization benefits as whole as the individual becomes a more effective manager.

This SMD approach has proven successful with many other public and private sector clients.

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rev. 20 September, 2011