Important components identified in MDP are:

The 13 important components identified in MDP are

• Selection: To identify potential or managerial abilities of executives. 
• Intellectual conditioning: To educate executives on different managerial tools & techniques. 
• Supervised training: To guide executives on application & use knowledge in the course of day to day activities. 
•  Explicitly test candidates in three dimensions: ability, engagement and aspiration. 
• Emphasize future competencies: rather than current performance. 
• Manage the quantity and quality: see talent as a scarce portfolio of growth assets.
• Forget rote functional or business unit rotation: rather focus on intense assignments with development challenges.
• Identify the riskiest, most challenging positions: assign them to rising stars. 
• Create individual development plans: linking personal objectives to corporate plans for growth. 
• Reevaluate top talent annually: on changes in ability, engagement and aspiration. 
• Offer significantly differentiated compensation: and recognition to star employees. 
• Hold regular, open dialogues: between high potentials and program managers. 
• Replace broadcast communications: about strategy with individualized messages from emerging leaders.

MDP objectives for top mgt. intends to develop better comprehension & decision-making power, while for middle level it is meant to develop their intellectual faculty besides awareness of mgt. problems. For specialists MDP is to increase functional knowledge in specific fields & proficiency in various mgt. techniques.