TY  - JOUR
AB  - Purpose–This paper aims to explore why organizations often focus little attention and resources on management training and provides a useful checklist of ways to close the managerial skills gap through training.Design/methodology/approach–Seasoned managers (278) in rapidly changing organizations were surveyed on their experiences with management training.Findings–A content analysis revealed the most frequently cited causes of why organizations fail to properly train their managers.Research limitations/implications–Generalization of these findings to non‐rapidly changing organizations may be limited.Practical implications–Results indicate that organizations fail to properly train managers for a host of reasons. Many of failures to train are caused by misconceptions about training needs, the ability of managers to handle their own training or the value of training to the organization compared with other efforts. Lack of accountability and poor implementation are other key reasons cited for training failures.Originality/value–The findings provide a useful list of the causes for ineffective training and the discussion focuses on ways to close the managerial skills gap.
VL  - 37
IS  - 2
SN  - 0019-7858
DO  - 10.1108/00197850510584214
UR  - https://doi.org/10.1108/00197850510584214
AU  - Longenecker Clinton O.
AU  - Fink Laurence S.
PY  - 2005
Y1  - 2005/01/01
TI  - Management training: benefits and lost opportunities (part II)
T2  - Industrial and Commercial Training
PB  - Emerald Group Publishing Limited
SP  - 73
EP  - 79
Y2  - 2024/09/22
ER  -