Executive Education: What do high potential leaders want? Selected results of a study conducted by Mannheim Business School ggmbh

Transcription

1 Executive Education: What do high potential leaders want? Selected results of a study conducted by Mannheim Business School ggmbh

2 Background and Objectives of the Study Survey Online survey conducted from June to September 2011 (4 months) 1026 participants from different industries and target groups 55 nations, focus countries: Germany, France Distribution via MBS website, online banner, newsletter Selected Key Questions How strong is the demand for executive education? What are the main motivators? What are the expectations that (future) executives have with regard to executive education, e.g. concerning context and structure of the program? Who is involved in the decision-making process regarding executive education of employees? Who bears the costs for external trainings? 2

3 The demand for Executive Education is strong at all hierarchal levels and across all industries 92,5 % of the respondents consider participating in an Executive Education program as an option, one third of them has concrete plans to do so The demand is particularly strong among the group of young professionals EE firmly planned in next 1-5 yrs. EE possible in next 1-5 yrs 33,4% 34,9% Entry Level/Trainee: 45,6 % Junior Level/ Management (no personnel responsibility): 35,3 % Middle Level/Management : 37,3 % Upper Middle Level/Management: 30,2 % Senior Level/Management: 24,9 % Self-employed 34,2 % EE is conceivable (no timeframe) 24,2% EE is not an option 7,5% 3

4 (Future) Executives primarily want to improve their managerial skills Please indicate your main motivation to participate in a management training program? Improve managerial skills and capabilities Salary increase Enhance specialized knowledge Personal growth 4,36 4,21 4,18 4,13 Broaden professional network Advance professional career within organization 3,88 3,86 New professional challenge in a different organization Exchange ideas with other executives 3,59 3,56 Start my own business 2, = do not agree at all 5 = totally agree 4

5 The interest in Executive Education among men and women is identical the reality is different Men Women Attitude towards Executive Education (EE) 7,4% 9,1% 24,5% 22,6% 34,4% 34,7% 33,7% 33,6% EE is not an option EE is conceivable (no timeframce) EE possible in next 1-5 yrs EE firmly planned in next 1-5 yrs. High demand for Executive Edcuation Actual percentage of women in MBA programs Euromed (F/CHN) Nyenrode (NL) Foster (USA) Tongji/ENPC (F/CHN) ESSEC/MANNHEIM (F/D) Incae (CRC) Said Oxford (UK) Eccles (USA) Vlerick (BEL) Source: Financial Times Global EMBA Ranking % 10% 10% 9% 22% 42% 41% 45% 51% 5

6 MBA or M.Sc.? Which degree would you prefer to obtain after completing a degree progam? Entry Level/Trainee 17,4% 65,2% MBA Junior Level/ Management (no personnel responsibility) 8,8% 73,5% M.Sc. Middle Level/Management 10,7% 76,6% Upper Middle Level/Management 5,4% 79,9% Senior Level/Management 4,5% 81,2% There is a clear preference for an MBA degree at all hierarchical levels The higher the career level, the stronger is the preference for an MBA degree 6

7 Full-time programs are only an option job beginners The higher the career level, the stronger is the preference for part-time programs 40% of the young professionals (entry level) prefer a part-time program What would be the ideal time format of a degree program? Entry Level/Trainee Junior Level/ Management (no personnel responsibility) 10,0% 20,0% 17,6% 40,0% 40,0% 72,4% Full-time Part-time No preference Middle Level/Management 5,9% 15,6% 78,5% Upper Middle Level/Management Senior Level/Management Self-employed 11,4% 6,0% 6,1% 2,3% 6,7% 3,3% 82,6% 91,6% 90,0% 7

8 Clear tendencies towards the program design The preferred language of the program is English (84,2%) With regard to the specialization, there is a clear preference for general management programs (65,2 %) Specialization should be in the following areas 1. Leadership 2. Finance 3. Marketing Attendance (47,5%) is prefered to online formats (4,7%); however, 40 % of the respondents favor a combination of both Visits to international business school are seen as absolutely mandatory (74,1%) There are clear preferences for the following countries USA (34 %), Europe (21,7 %) East Asia (21,1 %), Respondents show very little interest in other regions (e.g. India, Latin America) 8

9 International comparison: Departments for human resources development in France have more power than those in Germany In your company, who is involved in the decision-making process regarding executive education of employees? Employee Department / area Department for human resources development 19,7% 31,9% 25,4% 39,0% 44,8% 23,7% France Germany n.a. 10,1% 5,4% In your company, who bears the costs for external trainings Employee Department / area Department for human resources development 23,8% 29,8% 25,4% 40,1% 39,3% 18,9% France Germany n.a. 11,5% 11,2% 9

10 Implications for companies and educational providers Selected key findings Implications for companies Implications for educational providers The demand for Executive Education is strong at all hierarchal levels and across all industries Create target group specific offers without neglecting one of the target groups Use opportunities for education and training as a means to ensure employee retention Offer opportunities for education and training for all target groups (young professionals, middle management, top executives) (Future) Executives primarily want to improve their managerial skills The interest in Executive Education among men and women is identical Clear preference for MBA degree at all hierarchical levels Departments for human resources development in France have more power than those in Germany Focus on high potentials and future executives selectively develop the offer of trainings and programs with a focus on personal development and managerial skills Create/expand internal career development programs for women Companies need to consider (E)MBA programs in their executive education portfolio More support from top management and increase responsibilities of the departments of human resources development Soft skills and managerial skills have to be integral components of executive education programs Develop programs particularly customized for women and encourage this target group to participate in them Create/offer MBA programs that are internationally competitive Support companies to maintain an overview of the range of programs Systematic dialogoe with all target groups and decision-makers 10

11 Contact Please do not hesitate to contact us! Ralf Bürkle Communications Director Tel.: Mannheim Business School ggmbh L 5, Mannheim Deutschland