The best method to train managers
1979
Kondrasuk, Jack
Seminars (off-the-job training) and coaching (on-the-job training) were compared to test the most effective method. The content of the training was knowledge of skill in using a results-oriented system of management - management by objectives. Criterion measures were given before, immediately after, and one month after training to measure both learning gains from training and retention of the gains over time. Results showed the seminar group did better in test scores both immediately after the training and in retaining the gain. Results for the coached group showed the quantity of coaching was not significantly related to increases in knowledge. The indication for coaching is that coaches must be trained and effective; the environment must be conducive to coaching; the coached person must be prepared and understand the purpose of the coaching; and practice must be provided to use new knowledge. With either seminars or coaching, trainees must be encouraged to use new skills or lose them.
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