Often, managers in any organization are called upon to train their people in whatever functions they need to be trained in. It might even be said that managers have to sometimes act like jack-of-all-trades who can troubleshoot any part of the system they have jurisdiction over. Problem is, what if the managers themselves need to be trained first? Who trains them then?
One key part of Corporate Management Training would be the Organizational Design and Development Training aspect. Here, corporate managers are asked to learn how to identify the corporate mission of the organization. Not only that, but corporate managers will need to tag what are the specific needs, goals (both short-term and long-term), and the value system of the organization.
To do this properly, corporate managers may need to undergo intensive workshops under a training consultant team. Short-term pain may result in long-term benefits so do not be shy about sending your corporate warriors into seclusion (maybe even in a remote location like a corporate training facility) to learn about this part of Corporate Management Training.
Other things your corporate managers have to determine during such workshops would be how to assess how the organization should be structured, what communication channels work best for the organizational purposes, what human dynamics seem to be in play at all levels of the organization, and whether there is a need to make systems or processes (or both) evolve into more practical set-ups.
Sometimes, Corporate Management Training seems to be the cure-all espoused by many when organizational performance is lagging behind those of the competition. So, these workshops may either be a waste of time, money and resources for the organization; or simply what the corporate doctor ordered.