MANAGEMENT TRAINING AND LEADERSHIP DEVELOPMENT

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP81-00896R000100300020-3
• Release Decision: RIFPUB
• Original Classification: K
• Document Page Count: 6
• Document Creation Date: December 9, 2016
• Document Release Date: April 27, 2001
• Sequence Number: 20
• Publication Date: September 11, 1972
• Content Type: REQ

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aY
Approved For Release 21/031.
11 SEP 1972
Acting ExDir called DDTR on
29 Oct 1971
Comment
A. Should we include instruction in super-
vision in courses such as MC and SS?
Management and supervision really aren't
the good words--the best word is leader-
ship. The attitude and style. of our middle
level people is sort of critical. Will they
become stuffy bureaucrats or keep an
open and swinging attitude to problems we
are faced with?
Response
Memo to ExDir Designee fm DTR,
dtd 3 Jan 72, subj: Management
Training
This paper reviews the history of
management training in the Agency,
describes and comments upon current
courses, and suggests 3 steps calculated
to lead to improved managerial effective-
ness, as follows:
1. Constantly reminding the Agency's
managers that they are managers and
in holding them responsible for
managing effectively. The once a year
course or exhortation will not suffice.
2. Need to cover subject of management
in more systematic fashion in a wider
variety of courses.
3. We are now offering no courses designee
specifically to provide continuing
education in management for our senior
officers.
B. To what degree are we training our older
people who have grown up in liberal arts
culture not to be afraid of machines?
1
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MANAGEMENT TRAINING AND LEADERS iP DEVELOPMENT
11 SEP 1972
Memo ygr~Tved R for,,
erSedtclV5/2 CIA-RDP81-008 Memo to ExD~r~m ADTR, dtd 22 Mar 72,
subj: Management Training subj: Management Training
Ref. DTR 3 Jan 72 memo Memo to ExDir, fm DTR, dtd 5 May 72,
subj: Management Training and
Leadership Development
Comment Response
A. Could we better integrate our management
training into a standard track of courses
so that it becomes an element of institu-
tional development of managers rather
than a separate course which attracts and
trains people more or less independently
of their responsibilities and careers.
In other words, don't we need fewer
courses rather than more, focused more
clearly at a particular level of career
development?
B. Need some conscious exposure to leader-
ship principles and techniques, as well as
to management control mechanics
(including ADP) and the work already
developed on management planning.
Memo to D/Pers,
dtd 21 July 72, subj:
Training and Personnel
Development
Intend to integrate management training into
the track or core courses--IWA, MCC, SS.
Only limited numbers can be accommodated in
this way. Essential management training can
be provided to larger numbers of officers by
development of a package which can be offered
as part of the core courses as well as
independently.
Anticipate providing systematic exposure to
leadership principles and techniques through-
out the core ladder system.
Beginning at the junior or entering level in
July 1972, we plan to introduce into the IWA
a program which will delineate the individual
skills and techniques needed in intelligence
careers; introduce the class to computers,
records system, organizing and handling work
flow. Leadership principles at this stage
would be premature. Grid will be recommended
for those at this level with some on-the-job
experience.
Midcareer level -- phase out the Grid as part
of the MCC and substitute a one-week program
geared to managerial techniques. Also for
officers at this level--workshops on Perform-
ance Appraisal and Planning and Control of
Work.
We anticipate that the Grid will continue to
constitute the first week of the MCC until
larger numbers of MCC enrollees have
previously taken it. With the incorporation of
the Grid into the core program, we are trying
to promote enrollment of eligible personnel
within their first three years of employment
in the A enc .
fm DTR,
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MANAGEMENT TRAINING AND LEADERSHIP T)EVELOPMENT
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C. Want to review feedback from Grid
students about Agency management
problems.
D. We obviously have a problem of increasing
our comprehension of this "language"
(information science) among our personnel.
II SEP1972
22 Mar and 5 May 72 memos (con't)
Senior level -- include in Senior Seminar
segment on principles of decision making and
policy making, advanced applications of
management science, up-dated principles of
leadership and implications of research into
organizational behavior, and specific Agency
problems. Also a refresher on management
concepts.
(See memo to ExDir fm DD/S, dtd 8 Sep 72,
subj:"Leadership Conference")
This will be taken care of when we begin to
manage the Information Science Center.
Also plan to include elements of this subject
matter in the MCC and SS.
(See memo to ExDir fm DTR, dtd 26 July 72,
subj: Management Science Block of
Instruction for Midcareer Course)
Refer to Items 1, 2, 3 of 3 Jan 72 memo:
1. Agree, but exhortations once a month are
not apt to be of much more value than
those once a year. Need some sanctions.
Covered in 5 May 72 memo and memo to
ExDir, fm DTR, dtd 17 Apr 72, subj:
Training and Career Development
2. Rather than a wider variety of courses,
need to integrate management more into
our regular educational track as inherent
elements of the courses automatically
taken.
3. Would like to see some thoughts on a short
special seminar for some of our most
senior officers, including some exposure
to concepts and a great deal of discussion
on how they can use some of the manage -
ment tools we have available and how we
expect them to do so.
Grid and Fundamentals of Supervision and
Management targeted for integration into
our standard track of core courses.
Short "refresher" on management concepts
followed with a series of conferences con-
ducted by ExDir (or whomever he designates).
Should probably be designed and conducted
by a prominent consultant.
(See memo to ExDir fm DD/S, dtd 8 Sep 72,
subj: "Leadership Conference" )
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Note fm DTR to DDTR, subj.: Meeting
with ExDir, DDS, D/OP (11 Jan 1972)
How to strengthen the connection between train-
ing and career development. What kind of corre -
lation is there now between senior jobs and the
training the people have had who hold them. How
to turn what the CC has done into a set of sanctions
whereby people will come to recognize that they
must have this type of training to advance. Need
to start on preparation of a description of the
whole ladder system (including external training)
to discuss with ExDir before we publish it in new
catalog. Net impression is that ExDir is pre-
pared to insist on more intense training in
connection with a genuine effort to enforce career
development planning and to develop some kind
of sanctions that will enforce compliance.
MFR, fm DDS, dtd 18 Jan 72, subj.: Training
and Career Development (11 Jan 72 meeting)
Ex Dir believes there must be a change in the
Agency's approach to and use of training courses to
insert the "institutional" control or input which has
been largely lacking. He believes that completion
of certain courses should be mandatory in career
management and development. Desires that con-
trols be established probably in OP. Would like
us to relate courses to career progression. Asked
if OTR needs a "Board of Visitors". DTR responded
ins the negative. Continue working on track scheme
and revised course catalogue --suggested that
external training be made a part of the track
recommendation.
Query fm ExDir about the difference between the
MCC and the AIS.
11 SEP 1972
Response:
memo to ExDir, fm DTR, dtd 17 Apr 72,
subj: Training and Career Development
Att - A Profile of Courses, Revised
14 Mar 1972
OiFRviews concerning the relationship
between training in general and career
development in the Agency.
Memo to ExDir, fm DTR, dtd 5 May 72,
subj : Management Training and
Leadership Development
Supplement to above memo focuses
more specifically on the management
training OTR believes ought to be
incorporated into the core program
of training courses at the initial,
middle, and senior levels of execu-
tive development.
Para 2 responds to 14 Jan 72 memo
to DTR fm EXDir
Memo to D/OP fm DTR, dtd 21 Jul 72,
subj. Training and Personnel Develop-
ment
Memo to ExDir, fm ADTR, dtd 22 Mar 72,
subj.: Midcareer Course and Advanced
Intelligence Seminar: What's the
Difference?
(Note: ExDir's response to the above
memo was: "Let's talk about it when we
review how training and personnel
development should and do interact.
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TRAINING AND PERSONNEL DEVELOPMENT
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11 Sept 1972
Memo to DDS fm ExDir, dtd
5 Jun 72, subj.: Training and Personnel
Development
Comment
A. "Profile of Courses" given general
approval at Director's annual
conference; green light to proceed
with further refinement.
Action/Response
DDTR directed that OTR proceed
with publishing new catalog.
B. Review "Profile" against realistic
estimate of what it can do for Agency's
total personnel complement. Review
possibility of expanding core courses
expanding numbers taking it.
C. Analyze question of general acceptance of
core courses and their value to Agency.
D. Develop mechanism for indicating degree
offices and directorates are using train -
ing for personnel development.
E. Firmly try to schedule at least core
courses a year in advance to permit prior
planning.
F. OP to develop clear indication in personnel
records of degree to which training
strengthened an individual's qualifications
and professional opportunities.
G. Applications for core courses to require
submission of reasons why the individual
is being enrolled.
Memo to D/Pers fm DTR, dtd 21 Jul 72,
subj.: Training and Personnel
Development
Done
Analysis of course capacities and request
for student forecast sent to D/Pers -- no
statistics available pending completion of
PMMP exercise.
Done
Same memo above.
Mechanism exists in OTR records;
study of MCC made in this connection
per memo above; correlation not
established.
Now done six months in advance for all
courses; frequency of courses specified
in catalog; specific dates one year in
advance distinctly possible, especially if
personnel planning can predict numbers to
be made available for such training.
Career Services to do this under
guidelines promulgated for PMMP.
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11 Sept 1972
5 Jun 72 Memo (con't)
Comment
H. Integrate management training in
the overall training and personnel
development concept.
Action/Response
Being done - - IWA, MCC, SS have
management/information science
training segments; Grid and FSM are
in use; Leadership Conference proposed;
branch management under consideration.
I. Board of Visitors to review training Board of Visitors charter being developed;
in terms of personnel development. close to being published.
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