Which goals should participants set for effective management development

Travor Brown, Martin McCracken

Research output: Contribution to journalArticlepeer-review


This paper is designed to critique the goal setting literature, with particular emphasis on the effectiveness of different types of goals for successful transfer in management development programmes. In reviewing the literature, particular focus was given to goal interventions used in education, training and skill acquisition settings over the last 20 years and how these studies have advanced the understanding of knowledge transfer from management development programmes. Overall, the evidence suggests that the traditional result (or distal outcome) based goals are ill-suited for effective transfer and instead management development scholars and practitioners should use the newer forms of goal setting (e.g. proximal plus distal, behavioural and learning) to facilitate transfer.
Original languageEnglish
Pages (from-to)27-44
JournalJournal of General Management
Issue number4
Publication statusPublished (in print/issue) - 1 Aug 2010


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