How do experiences such as the one described in the article help develop managers?
People learn by education and experience. All managers have had a certain level of education. Similarly, most managers would have had similar life experiences. Almost all of them would not have had experienced poverty from close quarters. So, spending time in such areas is a totally different experience.
Managers are trained and experienced in solving business problems and not life problems. In today's world, the common tools used to solve business problems include computers, communication devices and comfortable workspaces to work in. so, when these managers are told to solve life problems without the tools they are accustomed to, they are forced to do two things - first, keenly listen and understand the problem for they have never known such a problem and second, think creatively without the tools they are accustomed to. This results in tremendous development of the managers.
Should PWC continue any training for these managers? What would you recommend? Why?
The training mentioned in the program is definitely not the only training managers need. Other trainings would provide different skill-sets. Hence, the company should continue trainings for these managers.
However, a company has limited resources such as money. So, the key question is whether the company should continue to invest in training these managers at the expense of other mangers.
I would recommend that the company should not continue training these managers for next 2 years. Training expense should be spent on other high-potential performers.
May 17th, 2015
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