Leadership Development Modules

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Leadership Development Modules

  1. 1. POSITIVE LEADERSHIP DEVELOPMENT FOR MANAGERS Building Your Future Investing in Your Leaders Positive Strength Appreciation
  2. 2. ENGAGEMENT PRODUCTIVITY SUCCESSION Positive Strength Appreciation
  3. 3. IMPACTS
  4. 4. MANAGEMENT THINKING AND TOOLS Generation Y Fast Paced Technology Advancement Internet Market Changes
  5. 5. OPPORTUNITIES ▪ Talent Development ▪ Leadership Pipeline ▪ Business Continuity
  6. 6. HIGH PERFORMANCE LEADERSHIP MODEL Developing Team Sustaining Team Motivating Team Building Personal Leadership capabilities
  7. 7. LEADERSHIP BEHAVIORS Develops Trust Motivates to Others Shows Competent Supportive Provides Direction Empowers Others
  8. 8. DEVELOPS TRUST ▪ Inform people about most things ▪ Listens to people and communicates honestly ▪ Values commitment and sticks to them
  9. 9. MOTIVATES OTHERS ▪ Is enthusiastic and positive ▪ People need encouragement ▪ Celebrate success and reward performances
  10. 10. SHOWS COMPETENCE ▪ Ask for team feedback on his performance ▪ Role Model and leads by doing rather than saying ▪ Ensure people have the resources they need to improve performance
  11. 11. SUPPORTIVE ▪ Take personal interest in team members and offers practical help ▪ Tend to shoulder responsible and take charge when things go wrong ▪ Expects people to get things done with help and allow mistake
  12. 12. PROVIDES DIRECTION ▪ Spell out clearly what people needs to accomplish and why ▪ Give feedback about how well objectives are being met ▪ Feels it is important for all team members to understand the bigger picture
  13. 13. EMPOWERS OTHERS ▪ Advises by guiding them to the answer ▪ Releases power and control others. Follow up flexibly ▪ Give people resources and training to do tasks
  14. 14. LEADERSHIP DEVELOPMENT JUNIOR MANAGERS Positive Strength Appreciation
  15. 15. PROGRAM PURPOSE ▪ Discover your role as a people manager ▪ Learn to manage yourselves as people manager ▪ Apply principles and practices to engage, manage and develop your employees
  16. 16. INTRODUCTION ▪ Definition and transition of People Manager ▪ Leadership behaviors required for effective management ▪ Transition from individual contributor to manager ▪ Understand Management Competencies
  17. 17. MANAGE YOURSELVES ▪ Manage Your Thoughts ▪ Effective Managerial thinking: Ownership, Flexible, Open-Minded ▪ Personalities Profile ▪ Manage Your Time
  18. 18. MANAGE OTHERS  Good Relations Listening, Appreciation, Recognition, Building Trust  Preserve Integrity Provides Feedback, Receiving Criticism  Free from Fear Delegation, Communication, Focus on Strengths
  19. 19. ▪ Being recognized Strengths Appreciation Care HUMAN NEEDS
  20. 20. KNOW YOUR PERSONALITY
  21. 21. LEADERSHIP DEVELOPMENT MIDDLE MANAGERS PHASE I Positive Strength Appreciation
  22. 22. PROGRAM PURPOSE  Building Leadership Capabilities Managing motivation and resources  Developing Team bonding team, managing performance, delivering training and developing career path  Motivating Team Two factors theory, team creativity and facilitation ▪ Sustaining Team Momentum collaboration, reducing conflicts, four management style
  23. 23. Building Personal Leadership Capabilities  Be a leader  Be Resourceful to show competencies  Personal Motivation Developing Team  Building Your Teams – team bonding and team planning  Managing performance – Department Goals and Contact Time  Delivering Training  Implementing Career Development MIDDLE MANAGER
  24. 24. MIDDLE MANAGER Motivating Team ▪ Six Key Motivation Actions ▪ Encouraging Team creativity ▪ Empowering team through facilitation Sustaining Team Momentum ▪ Implementing Four management styles ▪ Reducing Team Conflict ▪ Fostering Team Collaboration ▪
  25. 25. Pg. 20 RESOURCEFUL ONLINE INFO RESEARCH ▪ Search engine ▪ Google, Dogpile, Stuble Upon ▪ Expert ▪ About, Answers, Linkedin, Wiki ▪ Video ▪ Youtube, TED, eHow ▪ PowerPoint ▪ Slideshare
  26. 26. TEAM PLANNING ▪ Discovery, Dream, Design, Destiny ▪
  27. 27. Motivation Factors Achievement Recognition The Work itself Responsibility Advancement Growth
  28. 28. MANAGING TEAM PERFORMANCE TEAM PLANNING – DEPT. GOALS ▪ Tactics Outcome Champion Milestones Q1 Status Update 1. Rent 6 units 2XP Q2 2. Purchase 5 Unit Sputter GT23 Q1 Increase 10% output Alex James 4 unit 5 unit 1. Pilot TWI in Test line Q2 2. Supervisory skills Q3 & 4 Operators turnover improve 15% SI Goh 3 pilot Test Lines and train 40 teams 3 modules 2 coaching sessions 1. Project based Training 2. Kaizen Events Reduction from 6 to 5.7 days Once a month Ali Dabier Complete 6 projects 3 events
  29. 29. 32 70% On-the-Job Experience Learning through Doing Learning through Others Learning through Study Activities such as:  On-the-Job Tasks  Special Assignments  Cross-Functional Projects  Deliver Presentations Activities such as:  Seek Feedback  Develop a Peer Network  Join Professional Organizations  Find a Mentor or Coach  Shadowing  Visibility Opportunities Activities such as:  Harvard Manage Mentor  E-Learning Programs  Instructor-Led Courses  Selected Readings  Professional Conferences 20% Coaching & Mentoring 10% Training 70-20-10 DEVELOPMENT MODEL
  30. 30. FOLLOW UP ▪ Weekly One on One ▪ What can we talk about? ▪ Queerly Development Follow up Q4 Q1 Q2Q3
  31. 31. LEADERSHIP STYLE: DIRECTING, COACHING, SUPPORTING, DELEGATING 1 3 1New to Role Building Skill Top of Game Getting Bored Time for New Challenge
  32. 32. LEADERSHIP DEVELOPMENT SENIOR MANAGERS Positive Strength Appreciation
  33. 33. PROGRAM PURPOSE  Setting Management Culture for your organization  Growing Your Influence  Getting Results through communication  Strategy Planning Tools  Sharpening Business Acumen  Dealing with Management Team
  34. 34. SENIOR MANAGERS Management Culture Positive Strengths Appreciation Corporate Culture Employee Engagement Growing Your Influence Influencing Tactics Persuasion Getting results through powerful Communication Delivering High-Impact Presentation Questioning Skills Conversation Techniques
  35. 35. SENIOR MANAGER Sharpening Business Acumen Business Priorities Business Sustainability Model Managing Change Putting Strategies Into Actions Understanding Strategic Thinking Applying Strategy Planning and Tools Conducting Strategy Review Dealing with Management Team Supervisor Management Team
  36. 36. POSITIVE PSYCHOLOGY Psychology of high performance in people
  37. 37. ORID
  38. 38. CUSTOMERS Green Packard Park Yard Hotel PayPal Ebay Inc TE Connectivity First Solar Gleaneagle Hospital Pantai Hospital Dynacraft
  39. 39. VALUE ADD SERVICES EXECUTIVE COACHING 360 SURVEY
  40. 40. SOLUTIONS 360 Survey from various parties Focus group interview Analysis of Data Performance Appraisal Deliver Training Coaching (2 X 6 months) 360 Survey Report Submission
  41. 41. CONSULTANCY ▪ Talent Management ▪ Succession Planning ▪ Leadership Development ▪ Management Competencies ▪ HR Driven Sustainability Growth Business ▪ Team Development
  42. 42. DR YULIN RAMESH LAURENCE YAP

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