Hello sir,
I am planning for a Personality Development program. The organization needs to evaluate from the beginning to the end. Can anyone help me out with a personality development questionnaire for middle-level management?
Vinay B
From India, Pune
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I am planning for a Personality Development program. The organization needs to evaluate from the beginning to the end. Can anyone help me out with a personality development questionnaire for middle-level management?
Vinay B
From India, Pune
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Query on Training on Personality Development
Query on training in Personality Development (PD) is nothing new to this forum. However, when help is asked to train managers on this subject, it appears a little odd. Generally, training programs for managers are conducted to build managerial skills, whereas training on personality development is typically conducted during the initial phases of a career. This development process is expected to be completed by the time a person attains the status of a manager.
Though companies do conduct training on this subject, a few career-conscious individuals do not wait for their organization to conduct the training. They learn on their own. After all, self-learning is also a sign of personality development.
In my trainings on PD, as well as in this forum, I have explained that managers play a vital role in developing the personality of their juniors. The way they communicate, make decisions, and handle various organizational issues sends a message to their juniors. In turn, juniors draw inspiration from their managers and develop their personalities. Occasionally, juniors just imitate their managers and develop their personalities.
Feedback as a Tool for Personality Development
Going further, feedback from managers is a powerful tool for PD. Many high-profile individuals attribute their career success to their past managers.
If a need is felt to develop the personality of managers, then two possibilities emerge. The first possibility could be that the Training Needs Analysis (TNA) is not in conformity with fact or truth. In such a case, the TNA merits redoing. The second possibility could be that the managers have undeveloped personalities. In such a case, training may not be the solution, as it casts doubt on the leadership of the organization. Nevertheless, I wish the first possibility to come true.
Employee training is conducted to bring organizational change. Organizations cannot waste their precious resources on training on an elemental subject like PD. Earlier, I have given an exhaustive reply on employee training. Click the following link to refer to it:
https://www.citehr.com/427885-motiva...ml#post1934498
Thanks,
Dinesh Divekar
From India, Bangalore
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8071Query on training in Personality Development (PD) is nothing new to this forum. However, when help is asked to train managers on this subject, it appears a little odd. Generally, training programs for managers are conducted to build managerial skills, whereas training on personality development is typically conducted during the initial phases of a career. This development process is expected to be completed by the time a person attains the status of a manager.
Though companies do conduct training on this subject, a few career-conscious individuals do not wait for their organization to conduct the training. They learn on their own. After all, self-learning is also a sign of personality development.
In my trainings on PD, as well as in this forum, I have explained that managers play a vital role in developing the personality of their juniors. The way they communicate, make decisions, and handle various organizational issues sends a message to their juniors. In turn, juniors draw inspiration from their managers and develop their personalities. Occasionally, juniors just imitate their managers and develop their personalities.
Feedback as a Tool for Personality Development
Going further, feedback from managers is a powerful tool for PD. Many high-profile individuals attribute their career success to their past managers.
If a need is felt to develop the personality of managers, then two possibilities emerge. The first possibility could be that the Training Needs Analysis (TNA) is not in conformity with fact or truth. In such a case, the TNA merits redoing. The second possibility could be that the managers have undeveloped personalities. In such a case, training may not be the solution, as it casts doubt on the leadership of the organization. Nevertheless, I wish the first possibility to come true.
Employee training is conducted to bring organizational change. Organizations cannot waste their precious resources on training on an elemental subject like PD. Earlier, I have given an exhaustive reply on employee training. Click the following link to refer to it:
https://www.citehr.com/427885-motiva...ml#post1934498
Thanks,
Dinesh Divekar
From India, Bangalore
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Personality Development.ppt
Personality Development Notes.zip