An Advisory Group of leading industry practitioners, management consultants and researchers provided assistance by High-potential managers (a manager reviewing EDA’s 2004 survey who has been identified as having the questionnaire and suggesting potential to fill an executive level enhancements, reviewing position in the future) and analysing the survey results and helping to determine the most important Development is defined to include any findings and implications of the research6. activity that is aimed at broadening In of the profiles of the executives' knowledge and experience representatives and enhancing their leadership, of respondent organisations, the survey managerial or technical capabilities. instrument targeted completion by Report Structure & Presentation senior executives from within the fields of human resource management, The research analysis and findings are learning and development, executive presented in three (3) main sections. development, change management and Part I, The Future of Executive organisational development. Development, examines the emerging Definitions conditions influencing executive development efforts, the key objectives For the purpose of the survey, executives and pressing topics likely to be are defined as anyone who falls into one emphasized in coming years, the or more of the following groups: learning methods employed, and participation in executive development Members of the Board of Directors; activities or initiatives. The Chairman of the Board, the Chief Part II, Executive Development Executive Officer, the Chief Operations, shows how companies Operating - Officer, and the organize, plan, design and evaluate their President; executive development programs. All Elected officers; Part III, Best and Next Practices, Executive General Managers, General captures the activities and approaches Managers and Corporate Vice that have been identified as best Presidents; practices, including respondents’ ideas about innovative practices in the field of Heads of/Presidents of groups, executive development that they have divisions, business units, or profit engaged in, observed or are aware of centres and their direct reports; having been implemented in other All people included in an organisations. executive compensation
An Advisory Group of leading industry practitioners, management consultants and researchers provided assistance by reviewing EDA’s 2004 survey questionnaire and suggesting enhancements, reviewing and analysing the survey results and helping to determine the most important findings and implications of the research6. In of the profiles of the representatives of respondent organisations, the survey instrument targeted completion by senior executives from within the fields of human resource management, learning and development, executive development, change management and organisational development. Definitions For the purpose of the survey, executives are defined as anyone who falls into one or more of the following groups: Members of the Board of Directors; The Chairman of the Board, the Chief Executive Officer, the Chief Operating - Officer, and the President; All Elected officers; Executive General Managers, General Managers and Corporate Vice Presidents; Heads of/Presidents of groups, divisions, business units, or profit centres and their direct reports; All people included in an executive compensation High-potential managers (a manager who has been identified as having the potential to fill an executive level position in the future) Development is defined to include any activity that is aimed at broadening executives' knowledge and experience and enhancing their leadership, managerial or technical capabilities. Report Structure & Presentation The research analysis and findings are presented in three (3) main sections. Part I, The Future of Executive Development, examines the emerging conditions influencing executive development efforts, the key objectives and pressing topics likely to be emphasized in coming years, the learning methods employed, and participation in executive development activities or initiatives. Part II, Executive Development Operations, shows how companies organize, plan, design and evaluate their executive development programs. Part III, Best and Next Practices, captures the activities and approaches that have been identified as best practices, including respondents’ ideas about innovative practices in the field of executive development that they have engaged in, observed or are aware of having been implemented in other organisations.
AusExecTrendsReport_2007_Final.docx