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

But management development does not have to be completely idealistic it can and should be pragmatic. Therefore management development aspirations should also include organisational change missions. For these to be successful management development content must place great emphasis on how people non-committed to the organisation and it's vision can be motivated and mobilised. For managers to deliver enhanced productivity the management development learning must also focus on how to change negatively charged people, without which all effort of organisational change will be obstructed. Let the management development course teach managers how to use goals over controls. Let the management development process be supported by placing positively charged people in positions of greatest influence over others.

Get management development programmes to turn the focus of management attention outward to a world where customer (internal and external) satisfaction is the foundation of successful practice. Get management development programmes to identify with the organisation as a business in place to provide services for the customer as effectively, efficiently and economically as possible.

Let the management development process foster recognition that life will not continue without change and that all personnel employed must be the executors of change, indeed their survival may depend upon it after all other organisations can compete for and may win the right to provide their service!

Make management development the instrument for creating a learning organisation on its way to becoming a change organisation.

We can, and must, manage our environment rather than simply operate within it!