The management development programs are individual focussed and delivered to an individual. While organizational imperatives and work group demands and requirements are considered along with individual managerial skill gaps, the training and coaching interventions are for the individual managers.

Our methodology for managerial skill assessment bases itself on the organization’s strategic imperatives, and takes into account the organizational structure, work organization, and managerial practices. We conduct managerial skills assessment in two stages- the self-assessment and consultant assessment. The managerial skills assessment covers both soft skills and hard skills. The  in-depth interviews follow Institutional Ethnography Research Framework whereby the gaps in managerial knowledge and skills emerge in the institutional and individual accounts of work, as staff members describe how they perform various managerial functions and tasks. The managerial skill gaps are explicated from the interview responses in terms of managerial staff members’ awareness for the need of the skill, awareness of the processes and practices to assess and fulfil skill gaps, and work knowledge that supports awareness of the skill. Further, organizational level status pertaining to presence of organizational processes and practices to assess and fulfil the skill gaps, institutionalization of organizational processes and practices to assess and fulfil the skill gaps are identified. The insights from the managerial and organizational level findings are combined to profile the managerial skill gaps at an individual and organizational level, and the interventions appropriate at the individual and the organizational level.