A development program aim at enhancing experiences and providing in-depth information to enable a person to face a more challenging task. An effective development program needs to meet specific criteria. First, such a program must allow for an adequate assessment. An assessable program is effective as it gives a room for its strengths and weaknesses’ identification before the entire programs come to an end. The second criterion is feedback and follow-up. Feedback and follow-up are critical in determining the progress of a development program. As a result, a successful program development must allow for feedback and have a follow-up strategy. The third criterion is the presence of a role model. Role models exist to motivate the entire stakeholders and make them yearn for a better result as they pursue the development program’s goals. Also, support from the organization is a criterion for an effective development program. The employees taking part in such programs must feel the impact and support of the entire organization.
Moreover, an effective development program must have both rich and negative experiences. Rich experience is positive outcomes while negative experiences are loopholes that may lead to program’s failure. Proper management of such experiences is critical in enhancing the program's effectiveness. Furthermore, an effective program must be coherent with the organization’s culture. Such a program must fit and integrate well with the organization to allow for easy absorption. The last criterion is the opportunity to practice. An effective program needs to grant an employee opportunity to exercise their freedom and practice more on the new dimension of their tasks ( Frich et al., 2015).
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All these criteria are critical to achieving an effective development program within an organization. However, fit and integration seems to carry more weight than others. A program that does not fit and integrates well with the organization's culture and ethics cannot prosper whether it meets the remaining criteria or not.
Reference
Frich, J. C., Brewster, A. L., Cherlin, E. J., & Bradley, E. H. (2015). Leadership development programs for physicians: a systematic review. Journal of general internal medicine , 30 (5), 656-674.
