A note from Paul Feld:

One of the strengths of our firm is that we respect the fact that no one person can be the very best in every field. That is why we search out the best in a given field and work very hard to give them our very best representation. And in the Effective Management Program outlined briefly here you will find that we really struck gold.

RATIONALE

Philosophy
The Effective Management process is based on the belief and experience that certain managerial practices produce better results than others. First, the EMP describes the relatively consistent behaviors of Participating Managers, not the expectations that may or not be effective, and then encourages the development of those management practices that produce the best results.

Purpose
The EMP assesses the growth of managers at all organizational levels. The information enables individual managers to identify areas where changes in managerial or supervisory behavior can be made profitably. Results for a group of managers provide a basis for customizing ongoing development programs to the specific needs of that group.

Coaching
Positive results gained from the EMP are dramatically increased when an intentional coaching relationship is set up between Participating Managers and their superiors. Superiors as coaches become mentors for Participating Managers while improving their own management practices. Regular feedback on performance provides reinforcement for changes sought by Participating Managers.

BENEFITS

Participating Managers:
 - Awareness of a work group's perception of his/her
 - Strengths and needs are visible and believable
 - Development Plan put into place and lived daily

Managers of Participants:
 - Guess work gone about group's development needs
 - Coaching made comfortable and practical
 - Accountability is self-assured

Organizations:
 - Development function moves from outside to in-house
 - Development dollars match real needs
 - Return on Investment reflected in measured change

ANSWERS

The EMP process provides answers to the following investment in training toughest questions:

1. How do you define a manager's specific development needs?
   
2. How do you present on-the-job behavior remedies so that improvement is recognizable?
3. What is the motivation for improved management behavior?
4. What is the reinforcement to improve management performance?
5. How do you measure change?

To see how we answer these and other vital questions please check out the rest of our web site and/or request more information.