ARTICLE REVIEW: We should educate established leaders as much as budding future leaders, argues Tim Westerbeck in an important article published in Bloomberg Businessweek this month.
We recognize that young ‘high potentials’ benefit from executive development programs, but today progressive companies are also focusing on the development of their senior leadership,
Quoting both Kellogg’s Stephen Burnett, and Chicago Booth’s Steve LaCivita, Westerbeck contends that tailored executive education solutions, created in partnership with the company, and including the participation of top leadership provides the best results and can ensure organizational change.
He also points out that providing a good training ground for ‘high potentials’ who subsequently move on is costly for the organization and that involving top leaders in personal and organizational development programs may give a better ROI.
He says that acknowledgment of this is “accelerating a general drive toward customization in executive education” and offers five tips on customizing executive education for top managers:
1. Acknowledge today's career duration.
2. Think total organizational development.
3. Consider how people learn.
4. Look to your organization for curriculum.
5. Pick your outside partners carefully.
He also quotes IEDP’s Executive Editor, Roderick Millar: "Flexibility and a willingness to step out of the classroom and deliver action and workplace-based learning [are] critical attribute[s] of state-of-the-art partners in management development,"
Read the FULL ARTICLE HERE
View IEDP’s profile of Kellogg School of Management
View IEDP’s profile of Chicago Booth School of Business
Tim Westerbeck is an expert on brand marketing in the business school sector. He is president of Management Education Enterprises, a company dedicated to brand strategy, research, product development, and innovation in global management education.
