INTAN Leadership Programme

1. Copyright INTAN@2017
High level Forum in 2017
on
Leadership Enhancement & Development For
Innovative Governance in Asia
(LEADING Asia)
24-27 April 2017
GRIPS-JICA, Japan
Presented by:
Dr. Mohd Bakhari Ismail
INTAN

2. MALAYSIAN PUBLIC SERVICE
LEADERSHIP &
EXECUTIVE
DEVELOPMENT
PROGRAMMES
| INTAN

3. Copyright INTAN@2017
Bloom’s Taxonomy of learning domains:
 Affective (Attitude)
 Psychomotor (Skills)
 Cognitive (Knowledge)
Leadership Capability is built around Ulrich’s
Leadership Code (Strategist, Human Capital
Developer, Talent Manager, Executor and Personal
Proficiency)
1
2
Affective Psychomotor Cognitive
A.S.K + LC
INTAN leadership & executive development programmes are designed based on:
THE MULTIPLE-HELIX APPROACHFOUNDATION:

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TECHNICAL
SKILLS
HUMAN
SKILLS
CONCEPTUAL
SKILLS
Adapted from Katz, 1974
• Having knowledge
about and being
proficient in a specific
type of work or activity
(specialized
competencies, analytical
ability, capability to use
appropriate tools and
techniques)
• Involve hands-on ability
with a product or
process
• Most important at
lower levels of
management
• Having knowledge about
and being able to work
with people
• Awareness of one’s own
perspective and others’
perspectives at the same
time.
• People skills help a leader
to assist group members in
working cooperatively to
achieve common goals.
• Creates an atmosphere of
trust where members feel
they can become involved
and impact decisions in the
organization
• Important at all levels of
the organization
• The ability to do the
mental work of
shaping meaning of
organizational policy
or issues (what
company stands for
and where it’s going)
• Works easily with
abstraction and
hypothetical notions
• Central to creating
and articulating a
vision and strategic
plan for an
organization
• Most important at
top management
levels
C-Suite (JUSA)
Senior managers
(54)
Middle managers
(48-52)
Frontline
Managers (41-44)
Support Staff
(1-40)
FOUNDATION : COMPREHENSIVE - ALL LEVELS

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Developed in 2014 as a result of a
lab conducted in November 2013
involving officers across schemes,
grades and agencies.
List of leadership competencies
required for Malaysian Civil
Servants
Main reference in developing
modules for leadership &
executive development
programmes
MALAYSIA PUBLIC SECTOR LEADERSHIP COMPETENCY DIRECTORY

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TWO TYPES OF PROGRAMMES
• Mandatory/Assessment Programmes
Identified by Head of Departments
By invitation for promotional purposes
• Developmental Programmes
Open to all Malaysia civil servants
By application

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JUSA
GRADE 54/
FT 52
GRADE 52/ FT 48
PRE-SERVICE
GRADE 48/ FT 44
Advanced Leadership and Management Programme (ALMP)
Advanced Leadership Development and Assessment
Programme (ALEAP)
Middle Management Leadership Development and
Assessment Programme (MLEAP)
Executive Leadership Development and
Assessment Programme (ELEAP)
Postgraduate Diploma in
Public Management (DPA)
Junior Executive Leadership Development
and Assessment Programme (JLEAP)
GRADE 44/ FT 41
FT = Fast Track
INTAN MANDATORY LEADERSHIP COURSES
C-Suite Officials
Senior Managers
Middle Managers
Frontline Managers

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JUSA
GRADE 54/
FT 52
GRADE 52/ FT 48
PRE-SERVICE
GRADE 48/ FT 44
GRADE 44/ FT 41
Joint Seminar and Games for Sec. Gen./Dep. Sec. Gen.
Transformative Leadership
& Management (TLOM) 1.0
Transformative Leadership
& Management (TLOM) 2.0
Futures
Thinking &
Scenario
Planning
(FTSP)
Strategic
Thinking,
Planning
&
Management
(STPM)
Blue
Ocean
Leadership
Workshop
(BOL)
Young
Leaders
Seminar
(SKM)
INTAN
Leadership Talk
(iLead Talk)
INTAN-
RSOG
Leadership
Summit
INTAN LEADERSHIP DEVELOPMENT COURSES
FT = Fast Track
Senior Executive
Development
Programme (SEDP)
Leadership
Development
Programme (LDP)

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Weaknesses/Rooms for Improvement
• To align with emerging competencies
• To customize programmes
– generic vs functional competencies
– no ‘one size fits all’
Strengths
• Established programmes
• Structured programmes for all levels to
prepare future leaders
STRENGTHS & WEAKNESSES

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INNOVATIVE PROGRAM TO IMPROVE EFFECTIVENESS
Review the required competencies
and curriculum for each level
including programmes for Senior
Managers/Bureaucrats
Strengthen the ‘functional
competencies’ (finance, policy,
project mgmt., procurement, IT etc)

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48-52 JUSA41-44 44-48
• Thinking and Act
Systemically
52-54
Adapted from Hay Group, Ulrich, CCL and HBR
KEY LEADERSHIP COMPETENCIES (IN PROGRESS)
Leading Self
Leading
Others
Leading
Function
Leading
Organization
Mandatory
Programmes
Top Talent
Focused
Think Lead
Speak Act
A.S.K + LC
Leading
Managers

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INTAN LEADERSHIP TRAINING & DEVELOPMENT FRAMEWORK (IN PROGRESS)

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Conference &
Seminar: 68
Courses: 670
Consultancy: 12
Publication: 40 TOTAL
898
Research: 12
International
Collaboration: 12
Special Project: 84
INTAN PROGRAMMES 2017

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ISSUES & CHALLENGES
LOGISTIC
LARGE NUMBER
OF PARTICIPANT
EMERGING
COMPETENCIES
STAKEHOLDER
BUY-IN
PANEL

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THE WAY FORWARD
 To introduce emerging competencies such as
Digital Leadership, Blue Ocean Leadership,
Futures Thinking & Scenario Planning etc.
 To continuously review &
improve the curriculum
focusing on impact
 To collaborate with reputable training
institutions in the world