EMPLOYEE FOCUSED AND LEARNING CULTURE
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The title of the presentation is Tomorrow The World. Its is an impersonation of conducting training for a group of people from a company, mine was Petronas.
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EMPLOYEE FOCUSED AND LEARNING CULTURE
- 1. • TITLE : EMPLOYEE FOCUSED • AND LEARNING CULTURE • TRAINEE: ‘’TOMORROW THE WORLD’’
- 3. PROGRAMME SCHEDULE • Introduction 9.00 am – 9.30 am • Session One: Coaching 9.30 am – 10.30 am • BREAK 10.35 am - 11.00 am • Session Two: Mentoring 11.05 am – 12.05 pm • BREAK 12.15 pm – 1.00 pm • Session Three: Leadership Development 1.00 pm – 2.00 pm • BREAK 2.00 pm – 2.30 pm • End of Programme: Evaluation 2.30 pm – 3.00 pm
- 4. COMPANY • Vision • To be a Leading Oil and Gas Multinational of Choice • Mission • We are a business entity • Oil and Gas is our core business • We add value to this resource • We contribute to the well-being of society • Vision and Mission • These statements define PETRONAS as an organization, guiding our • corporate activities and policies, setting our course for the future.
- 5. PROGRAM OBJECTIVE - Recognize particular approaches to build a training atmosphere - Find methods for bringing basic guiding viewpoints into your administration style - Create inspiration and relational abilities that backing your part as a mentor.
- 6. LEARNING OUTCOME • • to make sure training is beneficial somehow to everyone. • teamwork in an organization regardless position • learn to experiment with ownself
- 7. ACADEMIC OVERVIEW E N S U R E A C T I V I T Y H E L D U S E F U L I N P R O F E S S I O N A L I S M A N D I N D I V I D U A L I S M O F E M P L O Y E E
- 8. HERE GOES..
- 10. • Obj: - Be able to correct an employee behaviour without threathening - able to use four step process and enhance it •Skills: - Setting an expectation for yourself - Able to analyze performance problems
- 11. ACTIVITY SCHEDULE • What is coaching ? 9.30 am – 9.40 am • Importance Reason 9.40 am – 9.50am • Coaching Benefit 9.50 – 10.00 am • Coaching Activity 10.00- 10.30 am
- 12. Coaching is a direct process that a manager choose to orient and train the workplace realities and also help removing barriers to optimize the work performance of his employee
- 13. IMPORTANCE REASON • APPROACH TO MANAGEMENT • SET OF SKILLS • TOTAL OF ALL COACHING SKILLS
- 14. COACHING BENEFITS To organization : • high performance and productivity • improve relationship within employee and department • motivates people • adoption of new management style Common : Coaching.com
- 16. WANNA HAVE A BEER?? • 4 STEP MODEL TO CRITICIZE AND CORRECT THE PERFORMANCE & BEHAVIOUR PROBLEMS OF AN EMPLOYEE
- 19. •Part 2: ROLE PLAY DISCUSSION
- 20. • Part 3: BEER • B – BEHAVIOUR • E – EXPECTATION • E – EFFECT • R – RESULT
- 21. • Part 4: Practice & Summary
- 22. M E N T O R I N G S K I L L S S E S S I O N T W O Internal
- 23. SCHEDULE: • Objective 11.05 – 11.10 am • What is Mentoring /Mentor? 11.10 – 11.15 am • Protegee? Mentee? 11.15 – 11.20 am • Concept of Mentoring 11.20 – 11.30 am • Skills A Mentor Need 11.30 – 11.40 am • Roles of a Mentor 11.40 – 11.50 am • Mentor vs Coach vs Teacher 11.50 – 12.00 pm • Activity 12.00- 12.30 pm Internal
- 24. OBJECTIVE: Internal • DEFINING MENTORING WHICH WOULD BE BENEFICIAL FOR BOTH PARTY • BE ABLE TO LEARN ABOUT YOUR OWN AWARENESS AND SELF ESTEEM • SOCIAL SKILLS AND HOW TO INTERACT WITH PEOPLE • WHY YOU SHOULD MENTOR AND HOW TO MENTOR.
- 25. WHAT IS MENTORING/MENTOR? Internal (Asha, 2015)
- 26. PROTÉGÉ? MENTEE ? Internal POSITIVE ATTITUDE EAGER TO LEARN PATIENCE ACCEPT FEEDBACK GAUGE IN MEASURING THE CONNECTION BEWEEN MENTEE AND MENTOR STUDENT WHO WOULD ABSORB THE MENTOR’S KNOWLEDGE WITH AN AMBITION TO USE IT FOR THEIR GOOD AS WELL AS PRACTICES IT Anon, 2015
- 27. CONCEPT OF MENTORING M – MANAGING RELATIONSHIP E – ENCOURAGING N – NURTURES T – TEACHING O – OFFERING MUTUAL RESPECT R – RESPONDING TO MENTEE NEEDS Internal
- 28. SKILLS A MENTOR NEED • KNOWLEDGABLE IN YOUR EXPERTISE FIELD • NO PLAY FAVOR • PROVIDE FEEDBACK TO MENTEE • PUNCTUAL • PROVIDE GOOD ENVIRONMENT FOR MENTEES • PUT MENTEE NEED BEFORE OWN Internal
- 29. COACH cheerleader CHAMPIONfriend counselor R O L E S O F A M E N T O R Internal Morgensen, 2015)
- 30. MENTOR VS TEACHER VS COACH • MENTOR : EXPERIENCED INDIVIDUAL SHARING KNOWLEDGE WITH SOMEONE WHOM IS LESS EXPERIENCED IN THE NAME OF MUTUAL TRUST. • ROLE: BUILD CAPACITY • TEACHER: ONGOING, LOCATED IN FORMAL PLACE OF EDUCATION • ROLE: SHARE KNOWLEDGE BY EXPLANATION & INSTRUCTION • COACH: TASK ORIENTED, SHORT TERM AND PERFORMANCE DRIVEN. • ROLE: HELP IMPROVE PERFORMANCE ON JOB AND LEAVE (Quora, 2015)
- 33. LEADERSHIP & DEVELOPMENT S E S S I O N T H R E E
- 34. ACTIVITY SCHEDULE • Aim 1.05 – 1.10 pm • Learning Outcome 1.10 – 1.15 pm • What is Leadership Development? 1.15 – 1.25 pm • Purpose of Leadership Development 1.25 – 1.35pm • Importance 1.35 – 1.40 pm • 4 Factors of Theory of Leadership 1.40 – 1.50pm • Activity 1.50 – 2.30pm
- 35. IN THEIR ORGANIZATIONAL GOAL BY LEADERSHIP AND DEVELOPMENT AIM
- 36. LEARNING OUTCOME• THE MEANING OF LEADERSHIP AND DEVELOPMENT • PURPOSE OF IT FOR INDIVIDUAL AND ORGANIZATION
- 37. WHAT IS LEADERSHIP & DEVELOPMENT • A working definition: intentional effort in order to provide leaders and upcoming leaders an opportunity to learn , adapt and develop.
- 38. PURPOSE OF LEADERSHIP DEVELOPMENT PRODUCING INDIVIDUALS WITH SKILLS TO BE FUNCTIONAL FOR AN ORGANIZATION • Makes the company more efficient • Increase in moral and ethics • Better relationship among the employee • Increase organizational viability and flexibility
- 39. IMPORTANCE • change management • art of listening • brings out leadership • be able to guide
- 41. 4 FACTOR THEORY OF LEADERSHIP • DEVELOPED BY DAVID BOWERS & STANLEY SEASHORE IN 1966 Mindtools.com, 2015
- 42. 1. PROVIDE PERSONAL SUPPORT 2. ENCOURAGE TEAMWORK 3. FOCUSED ON GOALS 4. EFFECTIVELY HELPING PEOPLE TO WORK
- 43. THANK YOU
- 44. ACTIVITY SESSION
- 45. MAGIC CARPET -
- 46. MATERIALS • Paper/ Rug • group of 5
Editor's Notes
- Hello. Good morning. How are you all feeling today ? Good ? Okay then. I am your trainee of the day. As you all knew, I am here to talk about Employee Focused and Learning Culture in an working environment in Petronas. It’s a multinational company whereby everyone are connected to one another in each department somehow. You would need to have extra knowledge of approaching people and be able to learn in any position you hold right now. You could be a CEO of a company, but without the attitude of learning and being focused on your job, you can never fully succeed.
- Skip aside formality, now I’m more interested to know little bit more about my participants. Let’s start with you.
- I believe everyone of you are provided with a schedule for today’s programme in your file. There would be 4 types of schedule. One looks like this, the rest are detailed schedule of every plan. A small request from all participants, do keep phone in silent, I know its impossible to off your phone but do keep it silence and place it in your pocket, bag or even the floor. As long you’re not holding it.
- A question, does everyone know your company’s vision and mission ? The ones that says it, without the help of Google, I repeat without Google help would get an advantage. Small one but it might be helpful for you. Anyone ? *If anyone answers* Yes thank you. You’re nearly there. *If no one answers* Its okay, at times we slip through the smallest details but that’s why we all are here. To learn and correct Here you go. I would not take long time on this. Have a look and read through and if you’re having a doubt. I would be glad to assist.
- By the time you leave this room , I believe you would be able to recognize what it need to create a training atmosphere.
- Here are some outcome that I’m expecting to achieve by today’s training.
- The first training topic is Coaching. Like the picture, Everyone around is a coach. Not for business wise only, you could have fashion coaching, football game coaching and also food coaching. It all relies on how effectively you take their advise in coaching.
- Now we’re speaking business. What is coaching ? Anyone ?
- There are many various reasons of importance in coaching but I’ll focus mainly to three only. First is that coaching is an approach to the management. It is more to a guideline on how to play your role in your position example managers and upper lever executives. Second, when I mentioned it is a set of skills, I meant the way you would manage your employee and colleague in order to deliver results together. Coaching is a total of all the skills in coaching skills. Its about motivating people, delegating, providing feedback and more.
- Anyone can play this game, no exeption. To avoid confusions, I’m not going to teach all of you to drink beer, Its about coaching large group of people. This activity emphasize more to the personal freedom of an individual
- The materials needed for this is a flipchart for a pair, papers and markers. Obviously some writing stationeries. Feel free to get it at the end of your row.
- I would need 2 volunteers to execute role play. One would be a supervisor and the other would be the best employee (XX). Situation is that your best employee is a punctual, not complaining type and does work happily but one day one of your other employee complained to you saying your XX often picks nose and ears in front of customers and it have come to a stage people around XX couldn’t take it. Supervisor now have to confront XX employee and advise. How would you deal it??
- Participants too have parts to play. You all have to watch and list out the ways that supervisor used to confront XX. Eg: his appreciation towards his punctuality and ways he get to the main point of the conversation
- The meaning of each alphabets are: B stands for Behaviour, whatever the employee does and doesn’t which would be unacceptable E stands for Expectation. What an employer seek from employee to maintain and remove. Next E stands for Effect Reasons such behavior can’t be accepted, ways it could jeopardize the company productivity and more Finally, R is Result. The end result that occurs when an employee changes his behavior
- Now think of any current situation or example of scenarios that would be labelled as unacceptable at work place. Pair up and practice . Each of you would be allocated 10-20 minutes to practice and present Now since everyone have done their part, can anyone share some of the additional elements that can be added in each scenarios that was presented by some of your colleagues.
- The objectives of doing mentoring is to define what is mentoring and how would it be beneficial to both you and organisation. Not only that, you would be able learn your own awareness and self esteem and ways to interact to people.Lastly, reasons to be a mentor and how to be a mentor
- According to Oxford Advanced Learner’s Dictionary, mentor have 2 meanings similarly. One, they are known as an experienced adviser whom they trust. Example: “She was his good friend and mentor for 8 years”. Second, they are also an experienced person in a company who would be handling training and counseling for employees. Eg: a mentor program like this, and I am your mentor. Different is I’m not from your company. (http://www.oxforddictionaries.com/definition/english/mentor )
- http://www.ajpe.org/doi/pdf/10.5688/aj670382 http://cseg.ca/assets/files/students/Mentee-Roles-and-Responsibilities.pdf
- https://cornerstone.wustl.edu/AcademicPrograms/WorkAsAnAcademicMentor/MentorRightsandResponsibilities.aspx
- http://www.asha.org/students/mentoring/rolement/ The roles of a mentor is easy but crucial for a mentee. He should be a coach whereby he should be able to provide advice, feedback and ideas when the mentee needs. A source of encouragement when the mentee is lost and needs somebody next to. He is known as Champion because for the eyes of a mentee, mentor should be perfect and ideal to look up to. He should be able to serve as advocate for mentee to help and guide. A friend in need as a person whereby you could share your needs as a friend in a mutual trust. http://www.management-mentors.com/about/corporate-mentoring-matters-blog/bid/92398/5-Key-Roles-Mentors-Play
- Now, invite mentee to share the story of their career, explain the way they got there and how they are today. Share yours as well. Pair up and share up front in front everyone.
- http://http://www.hillconsultinggroup.org/assets/pdfs/essentials-of-leadership-dev.pdf
- http://www.slideshare.net/Monishaangel/training-development-32823092?qid=acd8eec5-021e-44fc-ad58-79293e8f696e&v=qf1&b=&from_search=4
- http://www.anneloehr.com/services/prepare-your-organization-for-success/leadership-and-management-development-defined/
- https://www.mindtools.com/pages/article/four-factor-theory.htm
- The 4 factors are as: Number 1: Providing personal support as helping people to value themselves and their work so they can know the worth of themselves. Second, encouraging teamwork. It is about encouraging team members to be successful and collaborative. Third, being focused in goals as inspiring people to commit and share their goals and succeed together. Finally, helping people to achieve the goals by providing sources and support them.
- All the members should be able to stand on the rug while iy\ts beingfolded into smaller sizes. The group should be working as a team without tripping over. If they tripped, the team should be able to start over. The fastest team that plans and does this is the winner.