Business today is wasting a great deal of money on an ineffectual process: management training. Numerous problems arise when first line supervisors or middle level managers receive "education" in management skills that is not in line with the organization as a whole. "Failures" occur when managers are "educated" to do something they know perfectly well how to do but choose not to do. Contributing factors to the failure of managers may include inconsistency in the organizational system, lack of corporate philosophy or goals, and poor communication lines and "demotivators." The solution to these problems begins with an organizational philosophy. A simply stated and well-communicated philosophy can put all the members of a corporation on the same path and eliminate much of the frustration. It is the responsibility of management development trainers, in conjunction with top management, to serve as interpreters of the philosophy as it becomes goals and objectives for managers. After the management activities are clarified, the next step is for managers, in conjunction with the management development trainer, to determine if the individual managers have the knowledge and ability to implement the requisite goals and objectives. If a manager is not meeting expectations, management development trainers can assist in determining if that person would best benefit by monitoring, training, two-way communication, positive consequences, or the removal of obstacles, and can then assist in the process. (HOD)