Nationwide Financial a 5000employee life insurance company b

Nationwide Financial, a 5,000-employee life insurance company based in Columbus, Ohio, found that its management development program contained four types of managers. One type, unknown leaders, have the right skills but their talents are unknown to top managers in the company. Another group, arrogant leaders, believe they have all the skills they need. What types of development program would you recommend for these managers?

Solution

The question is about development program of managers for a nationwide Financial life insurance company based in Columbus, Ohio. As per the question managers are categorised into four types. Only two types are mentioned as follows:

1. Unknown leaders having right skills but their talents are unknown to top managers

2. Arrogant leaders with self belief of having all the skills they need

The level of the managers, like lower, middle and top is very much relevant for any development program. The only hint from the question is that we are talking about either lower or middle level managers and not for top level managers as the this category is mentioned in the statement for first type of unknown leaders.

Development program must have two purpose to serve, first to give recognition to the ones having right skills and secondly make managers aware about their shortcomings. Business of life insurance company has no room for arrogance as per my understanding and belief that a person can have all the skills needs to be corrected. In this dynamic ever changing world, everyone needs to be trained at some point of time so as to cope up with the changing environment. According to me there could be two different types of development programs for two totally different types of managers or a common program with twin objectives as mentioned above.

Having a skill or possession of skill and or selfbelief that have necessary skills, is one thing and demonstration of the skill is another thing. Performance of the managers needs to be highlighted alongwith their talents. Hypothecal as well as real life case studies may be discussed among all types of managers to highlight their skills, talents as well as shortcomings. Rewards and incentives based on healthy competition may be a part of the development program.