Action Plan

Selection * Identification of potential candidate should not only be based upon end results – critical indents approach can be followed * Successful completion of any task with huge responsibility which involves some of the basic managerial skills is a prerequisite in marking someone as a potential candidate * Assessment of potential candidate before promoting him/her as a manager by any one of the following alternatives – * Personal Interview and personality test * Assessment Centre * Short course on management followed by an assessment test * One year probation for the new managers (with close monitoring as well as mentoring by someone experienced) – this gives a chance to easily demote or disapprove the continuation as a manager in case the performance during probationary period is found wanting PMS * Clear communication of the expectations and the overall strategy of the organization is required in the initial stages * Mid-term review and feedback to be provided by the mentor * Allocation of more or less critical tasks which require managerial skills during the probation by the mentor * Any performance issues as soon as it happens to be pointed out by the mentor or any superior and immediate suggestions/guidelines to be provided – shouldn’t reprimand or discourage the employee in first place * Break down the targets into weekly targets for sales rep and have a continuous monitoring system of the targets Coaching * Two or more months of formal training depending upon the prior qualifications, experience and expected future roles * The mentor should delegate some of his tasks and monitor the performance as well as the process * Include the new manager in some critical tasks and decision making – for example, asking him to attend a meeting with customer and see how a