Currently, training programs for management are an integral part of most organizations. One of the concerns about training programs has been the lack of research supporting change in management training. Recently, counselors have become involved in Human Resources Management (HRM). Organizations have been criticized for making few attempts to evaluate the effectiveness/utility of training in general. Management training studies have ignored the importance of long-term effectiveness. In this study, newspaper managers who had received no prior management training in communication skills from their employer were randomly assigned to treatment (N=18) and control (N=18) groups. Instrumentation utilized was descriptive in nature and relied on data from "describers," the direct supervisors of the participant/manager. Describers were derived from information provided by members of the treatment and control groups. After the workshop, training participants were given 4 months to incorporate their new skills into their everyday management communication behaviors and performance, or discard the principles taught in their treatment program and continue behaving and performing at their previous level. Results indicated that a trend toward improved behavioral and performance scores did take place. Improvement may have been linked directly to the management priniciples learned and practiced in the training workshop or may have been due to chance. This positive change was evident and remained constant over a long term (4 months). (Author/ABL)