Summary
The Transition to Management series was first introduced to two global pharmaceutical firms in the early 1980s. By the third year of the seminar, corporate cultures and work environments had undergone a revolution, and the seminar found its heart. Three major issues had a significant effect on class dynamics: 1. new leaders, 2. seminar participants, and 3. building new skills. By the time the seminar had been offered for 10 years, the entire program had transformed into a dedicated individual and group development initiative. Men and women of different nationalities, backgrounds, and experiences who have accepted the challenge to succeed as business professionals while balancing work and home life deserve a forum to test their skills while reviewing their knowledge. Programs such as Transition to Management are vital to encourage, assimilate, and retain talented middle managers. Accepting the transition as a dynamic phase of life gives them the confidence to work through the unexpected and exciting opportunities before them.
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Extract
Time On Their Side
Middle management, comprising first-line supervisors to assodate
directors, is the largest and most powerful group of white-collar workers in the corporate sector.It is surprising to find that although middle managers sustain the organization, many leaders appear to overlook or minimize the dynamic role of this integral group.Middle managers* represent a significant financial investment for a corporation in salaries, value of output, production investment and maintenance expenditures* experience continuing upheaval while being ignored, punished and blamed for corp...See the full content of this document
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