The Impact of Behavioral Goals on Transfer from a Management Development Program

Abstract

The present field study examined transfer from a management development program that focused on interpersonal skills for public sector participants (n=172). Using a quasi-experimental design, participants were assigned to one of three behavioral goal conditions (behavioral outcome goals, behavioral specific goals, rank-ordered behavioral goals) or a comparison (‘do your best’, or DYB) condition. Transfer was assessed using a self-report survey and both self-report and workplace observer (median = 4) behavioral observation scales (BOS). Overall, the management development program was effective. Transfer was high across all study conditions. Self-efficacy and usage of skills (based on self-BOS ratings), across all conditions, were higher post-program relative to pre-program. Post-program self-BOS ratings revealed that behavioral outcome goals increased transfer relative to behavioral specific goals or rank-ordered behavioral goals. Behavioral specific goals reduced transfer, as assessed by workplace observer BOS ratings, relative to all other study conditions. There was no evidence that either form of behavioral goals was superior to DYB. Implications for management development and goal setting are discussed.