Sara - most successful organizations use the old carrot and stick routine.
IE, management bonus depends upon tangiable evidence of use of management
skills - such as completion of regular appraisals, successful hiring,
effective delegation, meeting departmental goals, etc.  So that if they want
the money, they at least must go through the process of behaving like a good
manager (self fulfilling prophecy in some cases).  The stick is that if
these behaviors aren't there, upper level management gets on their case -
and the unwise manager suffers in the pocketbook.  The key is to establish
as many tangible signs of good management behavior as possible and tie
reward to it.  Good luck.
 
At 08:16 AM 9/5/96 -500, you wrote:
>---------------------- Information from the mail header -----------------------
>Sender:       Management & Executive Development Discussions
>              <[log in to unmask]>
>Poster:       sara dayan <[log in to unmask]>
>Organization: rafael
>Subject:      sharing information
>-------------------------------------------------------------------------------
>
>Hi fellows,
>We all know that workshops on managerial skills are effective only if
>there os a successful implementation process afterwards.
>Usually, (and expensively)it is achieved trough private counselling for
>each manager.
>Do you people on our disscussion listservs have any experience in
>putting trough a different implementation program for manageriel skills?
>I would like to share information with you.
>Thank you for cooperation, sara
>
>
Ann Boland
Video Arts Inc. - The John Cleese training program company
8614 West Catalpa Avenue
Chicago, Il 60656
800-553-0091
Fax:  312-693-7030