This management development article combines research with my own thinking.
I hope you find it interesting and useful.

People need to feel trusted and respected if they are going to give their best performance. Give them authority and make them accountable, clarify their role and forge dynamic interactive self regulating teams. Allow true participation in all things, so make all management development training courses include a participative style, with review systems, that can encourage asking what problems and job difficulties people have. Also change management development objectives to, for example, establish an organisational culture based upon a theory Y leadership. Let management development aspirations include sharing values with team members and consequently focus on what individuals perceive as fundamental and primary organisation and management development issues.

Let management development programmes become the vehicle for getting a common understanding of organisational problems. Introduce management development workshops (between key management development programme modules) where key issues can be debated with key people, and where corporate information can be shared and acted upon. Let management development programmes focus on how teamwork and the status of the team can be improved. Let the management development workshops plan the adoption of matrix working. Let management development initiatives cultivate a philosophy that everyone can be improvers not caretakers, that all have an identity and a key role to play, and that everything can be done that little bit better, to the benefit of everyone. Let management development cultivate a recognition of personnel interdependence with an ethos of "treat others as you would like to be treated". Modern management development is about encouraging individuality and creativity without loss of team working and organisational cohesion.

This approach to management development may seem idealistic to some - but then where would we be without idealism?