One critical factor how successful organizations efficiently and effectively strategize and implement key plans and projects to achieve their objectives and goals is the fact that these organizations adopt and practice proven business concepts and models. Those organizations that do not will fail and fail again despite their best efforts.
This presentation lists useful business concepts and models learned, designed and applied in my Training, Facilitation and Instructional Design work
Developing Leaders Through a Structured Leadership Development ProgramWong Yew Yip
Many organizations realize the importance of effective leadership to enable an organization to achieve its vision, mission and strategic objectives and to make the organization successful. These organizations place high priority on the training and development of their leaders at various levels and embark on leadership development programs.
Unfortunately, many organizations go for the so-called "quick wins" by conducting a 2-5 days leadership development program, believing this will solve their leadership issues and booster business performance. These organizations have got to be realistic as it is just impossible to develop and turn people into instant effective leaders in 2-5 days.
To develop effective leaders, a Structured Leadership Development Program is needed with a proper process and blueprint for implementation, the duration of which could be at least 6 months.
Succession Planning and the Development of Your High Potentials | Webinar 08....BizLibrary
In this webinar we will discuss emerging thought leadership on the organizational and employee perspective on succession planning. We'll provide practical suggestions for development your own high potential employees.
Is your organization prepared for your leadership readiness gaps? According to Forbes Magazine, (11/17), only 25% of organizations have leaders ready to meet tomorrow’s business challenges.
There are 7 strategic decisions HR can make to properly build and deploy an effective leadership development program.
HR has a unique opportunity to engage as an important strategic partner for the business by insisting on a more formalized approach to leadership development. And, there's programs that work and programs that don't!
At the end of this webinar, participants will identify:
- The 7 Strategic Decisions to Walk Through for an Effective Leadership Readiness Program
- How to Build and Make the Case for Leadership Development within your Organization
- How to Design your Approach - including how to select participants and what components will be the best fit for your organizational goals
- Key Methods for Tracking Results and Measuring the ROI
Developing Leaders Through a Structured Leadership Development ProgramWong Yew Yip
Many organizations realize the importance of effective leadership to enable an organization to achieve its vision, mission and strategic objectives and to make the organization successful. These organizations place high priority on the training and development of their leaders at various levels and embark on leadership development programs.
Unfortunately, many organizations go for the so-called "quick wins" by conducting a 2-5 days leadership development program, believing this will solve their leadership issues and booster business performance. These organizations have got to be realistic as it is just impossible to develop and turn people into instant effective leaders in 2-5 days.
To develop effective leaders, a Structured Leadership Development Program is needed with a proper process and blueprint for implementation, the duration of which could be at least 6 months.
Succession Planning and the Development of Your High Potentials | Webinar 08....BizLibrary
In this webinar we will discuss emerging thought leadership on the organizational and employee perspective on succession planning. We'll provide practical suggestions for development your own high potential employees.
Is your organization prepared for your leadership readiness gaps? According to Forbes Magazine, (11/17), only 25% of organizations have leaders ready to meet tomorrow’s business challenges.
There are 7 strategic decisions HR can make to properly build and deploy an effective leadership development program.
HR has a unique opportunity to engage as an important strategic partner for the business by insisting on a more formalized approach to leadership development. And, there's programs that work and programs that don't!
At the end of this webinar, participants will identify:
- The 7 Strategic Decisions to Walk Through for an Effective Leadership Readiness Program
- How to Build and Make the Case for Leadership Development within your Organization
- How to Design your Approach - including how to select participants and what components will be the best fit for your organizational goals
- Key Methods for Tracking Results and Measuring the ROI
Outline of unique leadership development process for organizations - not training, not consulting, but how we coach/facilitate people in achieving specific measurable personal and professional goals
Management and Leadership Skills: Why they are important and how to get them. Presented for Boston University Corporate Education Group by
Jamie Resker
Lean Leader's Organizer 2021 (LLO) assists you to plan, track, and self-improve new lean leadership habits and routines. A lean leader is someone who enables a continuous learning culture across the organization by creating customer value at the lowest possible cost. Lean leadership is developed through constant lean management habits and routines of practice. The leader's behavior is a key success factor in a lean transformation initiative.
Modern Learning in Action, The Home DepotTerry Barber
Jimmy Parker, the Director of Leadership Experience, and Larry Mohl, Co-Founder and CEO of Jubi, Inc, a learning transfer platform, presented this case study at ATD 2017, Atlanta.
How to Ignite Your Engagement Strategy with Goals and RecognitionShelly Myers
The majority of organizations out there recognize that employee engagement is important. Yet only 12 percent of responding companies in one recent survey reported they are happy with their organization’s current levels of engagement. It’s clear there’s room for many firms to improve their engagement strategy.
A smart employee engagement strategy could include many different pieces, from fair compensation to career development opportunities. But two of the most important components are goal setting and recognition. Without these two elements working in sync, your organization won’t be able to move full speed ahead toward engagement.
Join Cassie Whitlock from BambooHR and Rob Snarskis from Quantum Workplace as they dive into effective goal setting and recognition strategies for your organization.
Succession Planning and the Development of Your High PotentialsBizLibrary
There are two separate and distinct aspects to effective succession planning initiatives. The organizational or strategic perspective usually dominates the conversation, and that’s okay. It’s at these levels organizations make investments, drive the type of senior leadership involvement and generate alignment with organizational objectives that are the hallmarks of great programs.
In the final analysis, however, succession planning success hinges on whether or not organizations effectively develop and nurture their next generation of leaders. We typically see this aspect of success planning referred to as “high potential” development and it’s frequently just shortened to the term “HIPO.”
In this webinar, we will discuss emerging thought leadership on both subjects and provide some practical suggestions for development of your own high potential employees.
5 Ways to Build a Better Leadership Development Program | Webinar 06.09.15BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
www.bizlibrary.com
Succession Planning and the Development of Your High Potentials | Webinar 05....BizLibrary
In this webinar we'll discuss why succession planning is a cost-effective, motivational process that helps organizations ensure they have the right leaders in the right place at the right time.
www.bizlibrary.com
Best Practices for Developing Your Emerging LeadersBizLibrary
In this webinar, Jeremy Lieb of BizLibrary will discuss the most effective ways to give your most promising workers the tools and skills they to advance their careers. You’ll learn how to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others.
www.bizlibrary.com
Best Practices for Developing Your Emerging LeadersBizLibrary
Many organizations are facing a potentially disastrous drain on top talent as an increasing number of employees approach retirement. Unfortunately, most employers don’t have strategic-level initiatives in place to capture and retain the knowledge that's about to leave, and they don't have replacement talent ready to step into leadership as these roles open up.
Employers also feel they can't engage and retain early career talent long enough to fill leadership roles…but what if you approached the whole challenge a little bit differently? What if you looked at creative ways to tap into the vast talent pool of our emerging leaders today, and not wait until we promote them into designated leadership positions?
In this webinar you'll learn:
5 ways to unlock the hidden value in your emerging leaders
The business impact of investing in your current talent
How to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others
How to Unlock the Hidden Value in Your Emerging Leaders | WebinarBizLibrary
Many organizations are facing a potentially disastrous drain on top talent as an increasing number of employees approach retirement. Among the key challenges many employers face:
They don’t have strategic level initiatives in place to capture and retain the knowledge that’s about to leave
They don’t have replacement talent ready to step into leadership as these roles open up
They can’t engage and retain early career talent long enough to fill leadership roles
What if you approached the whole challenge a little bit differently? What if you looked at creative ways to tap into the vast talent pool of our emerging leaders today, and not wait until we promote them into designated leadership positions?
In this program, Chris Osborn of BizLibrary will discuss the most effective ways to give your most promising workers the tools and skills they to advance their careers. You’ll learn how to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others.
What is the best way to live a longer and healthier life? Experts and those who live longer lives have their approaches and tips. One should research, select and practice the ways that best suits oneself. This is my 3 Ways to Live Longer - My Way. Do it Your Way.
Senior Managers in many organizations assume that leadership competencies come with their positions. This may be surprising but true and when learning and development are proposed , these are almost always meant for staff in the levels below Senior Managers. In fact, Senior Managers may feel that any proposal for them to attend training is an insult to their intelligence and competence.
John Maxwell emphasized that “The single best way to impact an organization is to focus on leadership development. There is no limit to the potential of an organization that recruits good people, raised them up as leaders and continually develops them”.
This presentation offers one concept for leadership development of Senior Managers for consideration.
Outline of unique leadership development process for organizations - not training, not consulting, but how we coach/facilitate people in achieving specific measurable personal and professional goals
Management and Leadership Skills: Why they are important and how to get them. Presented for Boston University Corporate Education Group by
Jamie Resker
Lean Leader's Organizer 2021 (LLO) assists you to plan, track, and self-improve new lean leadership habits and routines. A lean leader is someone who enables a continuous learning culture across the organization by creating customer value at the lowest possible cost. Lean leadership is developed through constant lean management habits and routines of practice. The leader's behavior is a key success factor in a lean transformation initiative.
Modern Learning in Action, The Home DepotTerry Barber
Jimmy Parker, the Director of Leadership Experience, and Larry Mohl, Co-Founder and CEO of Jubi, Inc, a learning transfer platform, presented this case study at ATD 2017, Atlanta.
How to Ignite Your Engagement Strategy with Goals and RecognitionShelly Myers
The majority of organizations out there recognize that employee engagement is important. Yet only 12 percent of responding companies in one recent survey reported they are happy with their organization’s current levels of engagement. It’s clear there’s room for many firms to improve their engagement strategy.
A smart employee engagement strategy could include many different pieces, from fair compensation to career development opportunities. But two of the most important components are goal setting and recognition. Without these two elements working in sync, your organization won’t be able to move full speed ahead toward engagement.
Join Cassie Whitlock from BambooHR and Rob Snarskis from Quantum Workplace as they dive into effective goal setting and recognition strategies for your organization.
Succession Planning and the Development of Your High PotentialsBizLibrary
There are two separate and distinct aspects to effective succession planning initiatives. The organizational or strategic perspective usually dominates the conversation, and that’s okay. It’s at these levels organizations make investments, drive the type of senior leadership involvement and generate alignment with organizational objectives that are the hallmarks of great programs.
In the final analysis, however, succession planning success hinges on whether or not organizations effectively develop and nurture their next generation of leaders. We typically see this aspect of success planning referred to as “high potential” development and it’s frequently just shortened to the term “HIPO.”
In this webinar, we will discuss emerging thought leadership on both subjects and provide some practical suggestions for development of your own high potential employees.
5 Ways to Build a Better Leadership Development Program | Webinar 06.09.15BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
www.bizlibrary.com
Succession Planning and the Development of Your High Potentials | Webinar 05....BizLibrary
In this webinar we'll discuss why succession planning is a cost-effective, motivational process that helps organizations ensure they have the right leaders in the right place at the right time.
www.bizlibrary.com
Best Practices for Developing Your Emerging LeadersBizLibrary
In this webinar, Jeremy Lieb of BizLibrary will discuss the most effective ways to give your most promising workers the tools and skills they to advance their careers. You’ll learn how to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others.
www.bizlibrary.com
Best Practices for Developing Your Emerging LeadersBizLibrary
Many organizations are facing a potentially disastrous drain on top talent as an increasing number of employees approach retirement. Unfortunately, most employers don’t have strategic-level initiatives in place to capture and retain the knowledge that's about to leave, and they don't have replacement talent ready to step into leadership as these roles open up.
Employers also feel they can't engage and retain early career talent long enough to fill leadership roles…but what if you approached the whole challenge a little bit differently? What if you looked at creative ways to tap into the vast talent pool of our emerging leaders today, and not wait until we promote them into designated leadership positions?
In this webinar you'll learn:
5 ways to unlock the hidden value in your emerging leaders
The business impact of investing in your current talent
How to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others
How to Unlock the Hidden Value in Your Emerging Leaders | WebinarBizLibrary
Many organizations are facing a potentially disastrous drain on top talent as an increasing number of employees approach retirement. Among the key challenges many employers face:
They don’t have strategic level initiatives in place to capture and retain the knowledge that’s about to leave
They don’t have replacement talent ready to step into leadership as these roles open up
They can’t engage and retain early career talent long enough to fill leadership roles
What if you approached the whole challenge a little bit differently? What if you looked at creative ways to tap into the vast talent pool of our emerging leaders today, and not wait until we promote them into designated leadership positions?
In this program, Chris Osborn of BizLibrary will discuss the most effective ways to give your most promising workers the tools and skills they to advance their careers. You’ll learn how to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others.
What is the best way to live a longer and healthier life? Experts and those who live longer lives have their approaches and tips. One should research, select and practice the ways that best suits oneself. This is my 3 Ways to Live Longer - My Way. Do it Your Way.
Senior Managers in many organizations assume that leadership competencies come with their positions. This may be surprising but true and when learning and development are proposed , these are almost always meant for staff in the levels below Senior Managers. In fact, Senior Managers may feel that any proposal for them to attend training is an insult to their intelligence and competence.
John Maxwell emphasized that “The single best way to impact an organization is to focus on leadership development. There is no limit to the potential of an organization that recruits good people, raised them up as leaders and continually develops them”.
This presentation offers one concept for leadership development of Senior Managers for consideration.
Studies and surveys have revealed that although many organizations have the right strategies they failed to achieve the targeted objectives due to poor implementation of the action plans or simply bad execution.
These organizations would have achieved success with Flawless Execution which is the implementation of systems, action plans, techniques and tools to ensure strategies that are effectively formulated are effectively executed to achieve the desired goal.
Your Pleasing Personality is your greatest asset or liability. It embraces everything you control - your mind, your body, and your soul. Your personality is your trademark and It is through your personality that you motivate others to help you to reach your goals.
Pleasing Personality is one of Napoleon Hill’s 17 Principles of Success.
Successful leaders create a network of people around themselves and use these networks to keep informed, to develop opinions, to make decisions, and to execute their agendas.
As per Sallie Krawcheck, Networking is the No.1 unwritten rule of success in business
One of the leadership qualities that is often lacking is Caring. Generally, leaders are so focussed on organizational and personal performances and success that they overlook to care for others. They are also focussed on improving their management and technical skills but their people skills improvement needs are often ignored.
This presentation provides 15 Core Qualities of Caring Leadership that leaders should constantly demonstrate.
In any business, ethics is a crucial factor to sustain the business as unethical behavior significantly increases the cost of doing business and customers will just shy away. As such, a company ethics policy should be implemented to provide management, executives and other employees with specific guidelines on acceptable and unacceptable business practices.
Compliance with the ethics policy should be monitored and appropriate disciplinary actions should be taken against violators to deter wrongdoing, compel accountability and promote adherence to the policy.
If you have a healthy bank balance and good income generating investments, you have managed your personal finances well and this presentation is not for you. If you think you need to manage your finances better, there are ways to help you live within your means, stay well clear of undesirable debts and apply some useful personal finances techniques.
Your future is not whatever will be will be. You have to think of the life you would like to have, what success means to you and design the future you want to create for yourself. This will help you focus on what actions you need to achieve your goals.
Having a clearly defined future and goals will also help you to:
- improve your academic or work performance
- increase your motivation to achieve
- boost your pride and satisfaction
- enhance your self-confidence
- raise your enthusiasm in life
In order to determine how much participants learn and benefit from attending learning programs and how much the learning has impacted performance, learning evaluation is critical. Unfortunately, many organizations do not place great importance in learning evaluations - just getting general reactions from the participants or completing simple Questions & Answers tests.
The more effectively you can measure and prove competence, the more likely you can turn learning into a tangible corporate benefit. To be effective, assessment cannot be an afterthought or instructional add-on. It needs to be embedded, contextualized, and executed within the learning process.
Timothy R. Clark in his book “The Employee Engagement Mindset” describes in detail the Six Drivers for tapping into the hidden potential of everyone in your company. “ It shifts the paradigm of engagement from an employer-centered model to an employee-centered view. By emphasizing shared manager and personal responsibility, coupled with intrinsic motivation, you will dramatically increase employee engagement.”
This presentation summarizes the key points of the Six Drivers and this book is highly recommended.
As a Leader you make decisions all the time but at times, you have to make really difficult decisions. What would you do? Would you think carefully through your choices and then make the decisions with enthusiasm and confidence? Or would you react with hesitancy or delay to “buy time” and hope that the problem would be resolved by itself?
How wonderful it would be for you to think through your options and improve your chances of making high quality decisions by fully understanding the principles of decision making and applying the right decision making process.
Managing Stress for a Healthier and Productive LifeWong Yew Yip
For many of us, more so for those in leadership positions, stress is an unavoidable part of our daily routines. Stress is the cause of a variety of physical symptoms, everything from headache, indigestion, fatigue and weight gain. In extreme cases, people can worry themselves to death! The problem is that many people do not know how to recognize signs of stress until it is already at a stage where it is taking a physiological toll on the body and possibly affecting their health and work.
Therefore, learning to manage your stress load is critical to your mental and physical wellbeing. You must understand the most common types and stages of stress and know how to spot them so that you can manage your stress better. This will help you to work more productively, build better relationships and live a healthier life.
Pre-Retirement - Preparing for a New BeginningWong Yew Yip
Inevitably, your time to retire from your working life will come and a plethora of changes awaits you, some good, some not so good, others may even be unpleasant. This will be a new beginning for you. If you have planned for it, then you are fully prepared for it, you will welcome it and you will be retiring on your own terms. If you have yet to make any plans, no more procrastinating, just do it! This presentation will help you in your planning for a healthy, secure and fulfilling life upon retirement.
Strategic Thinking with Sun Tzu Art of WarWong Yew Yip
It is truly amazing that even after 2,500 years the principles under Sun Tzu Art of War are very much relevant today and are adapted by many in almost every aspect of life, militarily, economically, politically and even socially.
Sun Tzu Art of War has been translated into English by numerous authors making it easily readable. However, some with little knowledge of the Chinese culture may find difficulty in fully understanding the art of war principles.
This is an attempt to highlight the key strategies as simple as possible for better understanding and also to present a Sun Tzu Art of War tool for application of the strategies.
“Leaders become great, not because of their power, but because of their ability to empower others” ~ John Maxwell.
One key way to empower your team is Coaching and Mentoring, and this quick guide on coaching and mentoring may be useful.
A leader, without fail, has to make presentations to report on performance, training of staff, facilitating strategy sessions, motivating staff and many other purposes.
To ensure that your presentations achieve the desired objectives, some of the contents can be of help to leaders to make impactful presentations.
“Your mental attitude is the medium by which you can balance your life and your relationship to people and circumstances - to attract what you desire.
We are all born equal in the sense that we all have equal access to the Great Principle - the right to control our thoughts and mental attitude. A positive Mental Attitude is the greatest of life’s riches … it is through this attitude that anything worthwhile is achieved.” ~ Napoleon Hill
People often complain about the lack of time - there are so many things to do and so little time. Actually the lack of time management is the problem.
The question is how do you manage your time? Once you have mastered time, you will be surprised how much you can accomplish with whatever time you have.
Do you have problems solving problems?
If you do, this presentation can assist you to improve your problem solving skills.
Thereafter, no problems solving problems!
You can become a confident problem solver at work and an indispensable member of your organization.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
In the Adani-Hindenburg case, what is SEBI investigating.pptxAdani case
Adani SEBI investigation revealed that the latter had sought information from five foreign jurisdictions concerning the holdings of the firm’s foreign portfolio investors (FPIs) in relation to the alleged violations of the MPS Regulations. Nevertheless, the economic interest of the twelve FPIs based in tax haven jurisdictions still needs to be determined. The Adani Group firms classed these FPIs as public shareholders. According to Hindenburg, FPIs were used to get around regulatory standards.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
3. Identify
performance
issues
Clarify high
performance
expectations
Identify
performance
gaps & “hot
spots”
1.3
1.2
Refine/Develop
Leadership
Competency
Model
Define
Leadership
competency
elements
Develop
Leadership
Development
Blueprint
2.3
2.2
Establish
Leadership
Development
Project Team
Design &
develop
learning
solutions
Plan roll-out
of Leadership
Development
Program
3.3
3.2
Deliver
learning
Solutions
Assign
Individual and
Team Learning
Projects
Individual &
Team Coaching
for projects
4.3
4.2
Monitor
Individual &
Team Projects
5 - PHASE LEADERSHIP DEVELOPMENT PROCESS
ANALYZE
the Needs
Phase 1
DEVELOP
the Blueprint
Phase 2
PLAN
the
Implementation
Phase 3
IMPLEMENT
the Plans
Phase 4
MONITOR
Performance
Improvements
Phase 5
1.1 2.1 3.1 4.1 5.1
Evaluate
performance
and rectify
weakness
5.2
Final
evaluation &
Graduation
5.3
LEADERSHIP : Leadership Development Process
4. LEADERSHIP DEVELOPMENT PROGRAM BLUEPRINT
Individual
Project 1 E Individual
Project 2 E Individual
Project 3 E Individual
Project 4 E Individual
Project 5 E
Team Action Learning Projects (KPI based) E
Individual & Team Action Learning Projects Evaluation & Coaching
Needs
Analysis for
Leadership
Devt
1
Develop
Leadership
Competency
Model
2
Immediate
Supervisor
Briefing on
LDP
3
PRE-Program
Leadership
Assessment
(by Sup.)
MID-Program
Leadership
Assessment
(by Sup.)
POST-Program
Leadership
Assessment
(by Sup.)
1 Month 1 Month 1 Month 1 Month 1 Month 1 Month 6 Months
Course 1
Programs
4a
Leadership Development Learning Solutions
(to be identified, in line with Organization’s Goals)
4
1 Month
Course 2
Programs
4b
Course 3
Programs
4c
Course 4
Programs
4d
Course 5
Programs
4f
Final
Evaluation
&
Graduation
5
Specialized
Programs
for Top
Talents
6
LEADERSHIP : Development Program Blueprint
5. Level Level 1 Level 2 Level 3 Level 4
Role Support Operational Tactical Strategic
Position Executive Supervisor Manager Senior Management
LEADERSHIP COMPETENCIES (Able to)
Low High
Increasing complexity in Competency
Competencies
needed to lead
Work Teams to
support
initiatives to
achieve
performance
targets
Competencies
needed to lead
Sections to
implement
projects to
achieve
performance
goals
Competencies
needed to lead
Departments to
deploy strategic
projects in
alignment with
Organizational
Vision, Mission
and Strategic
goals
Competencies
needed to lead
the
Organization or
Business
Divisions to
achieve
Organizational
Vision, Mission
and Strategic
goals
LEADERSHIP : Leadership Competency Model
6. L1 - Rights
People follow
because they have
to
• Based on title not
talent
• People will not follow a
positional leader
beyond their stated
authority
• Positional leaders
have more difficulty
with volunteers, white
collar workers & other
leaders
L2 - Relationship
People follow
because they want
to
• Relationships &
Communication
• You can love people
without leading them,
but you can’t lead
without loving them
• People get together
just to be together
• Forms the foundation
for the next level
L3 - Results
People follow
because of what
you have done for
them or the
organization
• Morale is high, results
are good
• Momentum starts to
build
• Problems are easily
solved
• People get together to
accomplish
L4 - Reproduction
People follow
because of what
you have invested
in them
• Your main
responsibility is to
develop, not to do
• Loyalty to the leader is
huge
• You win peoples’
hearts by helping them
grow personally
L5 - Respect
People follow
because of who
you are and what
you represent
• Reserved for leaders
who have spent years
growing people and
organizations
• Those who reach this
level have earned the
respect of the
followers and are
great leaders
* John Maxwell
LEADERSHIP : 4 Levels of Leadership
7. Management
In the
21st Century
CLASSICAL FUNCTIONS
1 Planning
2 Organizing
3 Leading
4 Controlling
NEW FUNCTIONS
5 Energizing
6 Delegating
7 Supporting
8 Communicating
MANAGEMENT
9. Create
Inspiring
Vision
Set
Challenging
Goals
Encourage
Challenges
To Status
Quo
Give
Freedom
To Act
Allow
Mistakes
INSPIRING
PEOPLE
INSPIRING PEOPLE : 5 Steps to Inspire Employees
1. A Vision is of little value unless it
generates enthusiasm and commitment
2. Apply the SMART principle and goals must
be supported by solid laid out plans
3. Don’t expect to do things the same way,
take the same actions and expect different
results. There is always a better way to do
everything
4. Encourage people to grow to their full
potential. Empower people to take actions
5. If you're not making mistakes, then you're
not doing anything. Judge by the number
of times they succeed, not by number of
times they fail
1
2
3
4
5
10. Managing Your Boss Model
Managing
Your Boss
Model
3
2 1
The 3 components:
Knowing Your Boss
Building Your Skills
Managing Difficult Boss
MANAGING YOUR BOSS
11. COACHING & MENTORING : The GROW Model
GROW
Model
The Grow Model can be used for
both Coaching and Mentoring
Grow
What do you want?
Reality
Where are you now
Options
What could you do?
Will
What will you do?
Created by Sir John Whitmore
12. You will achieve peak
performance when
you apply all 3
elements:
THINK it through
TALK to all
concerned
TASK
accomplishment
by taking action
THINK
1
TALK
2
TASK
3
3T MODEL OF PEAK PERFORMANCE
13. 3 Conscious Competence
You know what you know
2 Conscious Incompetence
You know what you don’t know
1 Unconscious Incompetence
You don’t know what you don’t know
COMPETENCY
4 Levels of Awareness / Competence
Unconscious Competence
You don’t know what you know
4
14. 5 - Phase Organizational Culture Transformation Program
DEFINE
the Culture
Phase 1
FORM
Culture
Transformation
Team
Phase 2
IMPLEMENT
Transformation
Initiatives
Phase 3
MEASURE
Culture
Commitment
Phase 4
MONITOR
Culture
Improvement
Phase 5
Identify key
beliefs aligned to
Vision, Mission &
Brand Promise
Define Value
Definitions &
Descriptors
Develop
Commitment
Levels and
Measurement
1.3
1.2
1.1
Form high level
Culture
Transformation
Team
Define roles &
responsibilities
Develop
Culture
Transformation
Plan /Roadmap
2.3
2.2
2.1
Obtain
Management
approval for
Transformation
Plan
Implement
Culture
Transformation
Initiatives
Assess
effectiveness
of Initiatives
and Enhance
3.3
3.2
3.1
Measure
Culture
Commitment
Levels
Assess Culture
gaps & Root
Causes
Report to
Management
4.3
4.2
4.1
Resolve
Culture Gaps
5.1
Evaluate
Culture
Transformation
Program
5.2
Report
progress to
Management
5.3
ORGANIZATIONAL CULTURE
15. STRATEGIC PLANNING MODEL
CURRENT STATE DESIRED FUTURE STATE
CHANGE AGENDA
3 – 5 Years
( Where am I now? ) ( Where I want to go? )
( How do I get there? )
• Envisioning
• Financial
• Customer
• Resource
• Process
• People
• Vision/Mission
• Financial Goals
• Customer Goals
• Resource Goals
• Process Goals
• People Goals
• Change Leader/Leadership
• Culture Transformation
• Learning Organization
• Organization Structure
• People Capability
• Continuous Improvement
• Balanced Scorecard
• Resistance to Change
• Enablers
• Communication
ANALYSIS TOOLS
• Business Result Scan
• Environment Scan
• Business Scan
• Organization Culture Scan
• People Capability Scan
• SWOT
STRATEGIC PLANNING MODEL
16. 5 PHASE STRATEGIC MANAGEMENT PROCESS
Analyze
Scenarios
1
Develop
Vision,
Mission &
Core Values
2
Formulate
Strategic
Objectives
3
Implement
Strategies
4
Evaluate
Performance
5
Developing
strategic Vision,
Mission & Core
Values for the
organization in
the long term
Formulating
strategic
objectives to
achieve
organizational
goals in line
with Vision &
Mission
Implementing
and executing
strategies with
project teams
undertaking
specific projects
Evaluating
performance,
reviewing new
developments
and initiating
corrective
actions
Analyzing
business and
competitive
environment ,
assessing
capabilities,
identify high
impact events &
develop
strategic intents
STRATEGIC MANAGEMENT : 5-Phase Process
17. 17
4-STEP SCENARIO PLANNING PROCESS
Understand the
Environment
(Scenario)
1
Understand the
Organization
(Core
Competencies)
2
Develop
Scenarios
3
Develop
Strategic
Intents
4
SWOT Analysis
• Political
• Economic
• Sociological
• Technological
• Environmental
• Legislative
Scenarios that
have high impact
on the
organization
Key strategic
intents for the
long term
SCENARIO PLANNING : 4-Phase Approach
18. (Modifications based on the
past)
(Address current issues)
(Scenario planning
to develop strategic intents)
(Forward looking but lacks
purpose or intent)
Low
Low
High
High
Future Focus
Strategic
Thinking
Prepared for
the Future
Normal
Growth
Business
as Usual
Wishful
Thinking
SCENARIO PLANNING MATRIX
19. SWOT ANALYSIS
19
INTERNAL EXTERNAL
STRENGTHS : Build on them
• What do you do better than your
competitors?
• What does your organization do well?
• What makes you stand out from your
competitors?
• What advantages do you have over other
businesses?
WEAKNESSES : Resolve them
• What do the competitors do better than you?
• Which areas are a struggle?
• What problems do you have?
• What do your customers complain about?
• What are the unmet needs of your
employees?
OPPORTUNITIES : Exploit them
• What weaknesses of your competitors can
you take advantage of?
• Which of your strengths are not being fully
utilized?
• Are there emerging trends that fit with your
organization’s strengths?
• Is there an area that you could do well in?
THREATS : Counter them
• What are your weaknesses that your
competitors can take advantage of?
• What could damage your business?
• Are your competitors becoming stronger?
• Are there emerging trends that amplify one of
your weaknesses
• What could threaten your organization’s
success?
POSITIVE
NEGATIVE
20. Whenever a problem arises,
do 3 things
FACE IT
1
FIGHT IT
2
FINISH IT
3
PROBLEM SOLVING : 3Fs in Problem Solving
22. ACTION
Strategies,
Techniques, Tactics
RESULT
Outcomes,
Consequences
QUESTIONING
Asks Why - Beliefs,
Assumptions
SINGLE LOOP LEARNING
Problem Solving
- React, decide & do
DOUBLE LOOP LEARNING
More than Problem Solving - reflect,
reevaluate, obtain feedback, reconsider
goal, objective, values
SINGLE LOOP LEARNING : Doing things right
DOUBLE LOOP LEARNING : Doing the right things
PROBLEM SOLVING : Double Loop Learning
23. 1
2
3
4
5
6
Define
issue
List
options
Gather
info
Consider
options
Make
decision
Open to
change
6 STEPS TO
MAKE GREAT
DECISIONS
1. What & Where is the problem/issue?
2. The more options you consider, the more likely you will
not overlook the best solution
3. You will make better decisions if you have investigated
thoroughly
4. Write down the pros and cons for each option and see
how they stack up against each other
5. When you are convinced that you have found the best
solution, commit to it
6. Be open to change if circumstances change
DECISION MAKING : 6 Step Process
25. Determine
Objectives
1.1
Identify threats
and available
resources
Evaluate lessons
learned
1.3
Develop
actions/tactics
1.4
Plan
contingencies
1.5
1.2
Set timing & Lay
out objectives
2.1
Brief scenario,
environment &
threats
Specify standards
tactics & timelines
2.3
Brief
contingencies
2.4
Wrap up briefing
2.5
2.2
Follow work list
3.1
Cross check
Mutual support
3.3
Monitor work
3.4
Correct deviations
3.5
3.2
Set time &
location
4.1
Analyze execution
against objectives
Lessons learnt
4.3
Transfer lessons
learnt
4.4
Positive
summation
4.5
4.2
Recognize
outcomes &
achievements
5.1
Celebrate
success
5.2
5 PHASE FLAWLESS EXECUTION MODEL
PLAN
1
BRIEF
2
EXECUTE
3
DEBRIEF
4
WIN
5
FLAWLESS EXECUTION
26. Work-life balance is a
concept to find the
right balance on time
and energy between
work and the other
important aspects of
life - family, friends,
community
participation,
spirituality, personal
growth and self care
WORK-LIFE BALANCE
27. WORK GOALS
& PROJECTS
Career
1. Work Performance
2. Recognition & Rewards
3. Promotion
4. Career Planning
5. Learning & Development
Boss
1. Recognition
2. Reliable
3. Relationship
4. Managing
5. Stress
Co-Workers
1. Participation
2. Teamwork
3. Disagreement
4. Competitiveness
5. Knowledge sharing
LIFE GOALS
& PROJECTS
Self
1. Financial Planning
2. Wellness
3. Happiness
4. Emotional
5. Learning
Family
1. Family time
2. Family comfort
3. Family activities
4. Children progress
5. Home improvement
Social
1. Status
2. Awards
3. Voluntary work
4. Contribution
5. Law abiding
WORK-LIFE BALANCE : Goals & Projects
30. 30
Fit
✓Fit business improvement needs
✓Fit learners’ learning needs
✓Fit learning evaluation requirement
Fresh
✓Fresh learning
methodologies
✓Fresh concepts &
models
✓Fresh processes
Fast
✓Fast to design & develop
✓Fast to learn
✓Fast to apply
Fun
✓Fun to learn
✓Fun to deliver
✓Fun to experience
4Fs
of ISD
INSTRUCTIONAL SYSTEMS DESIGN : 4Fs of ISD
31. 10%
20%
70%
Education
Exposure
Experience
Most research points to the fact that learning
happens according to the 70:20:10 Rule
10% of all learning comes from
Education, like attending training courses
20% of learning comes from Exposure,
like asking colleagues, observing others,
social learning, networking
70% of learning comes from Experience,
like on-the-job tasks, practice, challenging
projects
LEARNING & DEVELOPMENT : 70:20:10 Model
32. Do it
What was supposed to happen?
What
happened?
What actually happened?
But why?
Why were there differences?
Now how?
How will I do better next time?
AFTER ACTION REVIEW (AAR)
LEARNING & DEVELOPMENT : After Action Review
33. 4Ps of Attendees
Participant
(Happy to be there, wants to
learn, enthusiastic and fully
engaged)
Prisoner
(Feels trapped and
just wants to escape,
not confrontational
but behavior, body
language, sullen
demeanor speak
volumes)
Protester
(Doesn't want to be there, and
will let everyone know about it,
often disagree with everything,
confrontational and make the
experience as unpleasant as
possible for everyone)
Passenger
(Physically in the
room but will not
engage with it or play
an active role, treating
the session as a
diversion from the
"day job” or irrelevant
to his role)
4Ps of
Attendees
LEARNING & DEVELOPMENT – 4Ps of Attendees
34. Stairway to Knowledge
Synthesis
Analysis
Application
Comprehension
Knowledge
Evaluation
Recall of information or data
Understand the meaning and
interpretation
Apply what was learned or use in a new
situation
Separates material or concepts into
component parts to understand its structure
Put parts together to form a whole, to create a
new meaning or structure
Make judgments about the value of ideas or
materials
The Stairway to
Knowledge explains
what we do when we
acquire knowledge and
the steps we can take
to go further after we
acquire the knowledge.
Many get stuck at
Knowledge level, some
with degrees.
LEARNING & DEVELOPMENT : Stairway to Knowledge
36. Where do
you want
to be?
People who don’t know me by name
1
People who know me by name
2
People like me
3
People who are friendly with me
4
People who respect me
5
People
who value
a relationship
with me
6
MANAGING RELATIONSHIPS
THE RELATIONSHIP PYRAMID
37. H Happiness
Happy customer
S Super
Surprisingly very good
E Expected
Nothing to talk about
R Rubbish
A load of rubbish
F Fired
Staff deserved to be fired
THE FRESH MODEL
Level
1
Level
2
Level
3
Level
4
Level
5
CUSTOMER SERVICE : The FRESH Model
38. What is Customer Service?
The 5 Basic Customer Service Qualities are:
Customer
Service
Responsiveness
(Prompt service and
help to customers
and prospects)
Reliability
(dependable,
accurate, consistent)
Tangibles
(facilities, equipment,
appearance of sales &
service staff
Empathy
(caring, individual
attention)
Assurance
(confidence of trust
and excellent service)
CUSTOMER SERVICE : 5 Basic Qualities
39. 8 Golden Rules of Customer Service
1.
Service with a
Smile
2.
Know your
products &
services
3.
The customer
is always
right
4.
Answer all
complaints
5.
Set service
excellence
standards
6.
Build brand
awareness
7.
Know your
U.S.P.
8.
Show
customer
appreciation
CUSTOMER SERVICE : 5 Basic Qualities
41. Quadrant of
Deception
Things are urgent but
not important
Quadrant of
Necessity
Things are both urgent
and important
Quadrant of Waste
Things are neither
important nor urgent
Quadrant of
Focus
Things are important but
not urgent
DO IT DELAY IT
DELEGATE IT DROP IT
URGENT NOT URGENT
IMPORTANT
NOT
IMPORTANT
TIME MANAGEMENT : Time Quadrant Matrix
42. Low
Low
High
High
SKILL
WILL
(High Will, High Skill)
Free from
debt!
(High Will, Low Skill)
Susceptible
to getting
into debt
(Low Will, Low Skill)
Will get
into debt
(Low Will, High Skill)
High chance
of getting
into debt
PERSONAL FINANCE : Will-Skill Matrix
43. It's a
distant
dream
It’s not a
concern
It's a minor
concern
For those 50 and
beyond, it's a reality
that must be dealt
with
RETIREMENT TO PEOPLE AT DIFFERENT AGES
44. PRE-RETIREMENT MODEL
CURRENT STATE DESIRED FUTURE STATE
PERSONAL CHANGE AGENDA
My Personal
Retirement Plan
Where I
will be
( Where am I now? ) ( Where I want to go? )
( How do I get there? )
Retirement
Readiness
Assessment
PRE-RETIREMENT : Pre-Retirement Model
45. 8 Ways to prepare for Retirement
Personal
Retirement
Plan
Review & Plan
Finances
1
Review Will
& Trust
2
Review
retirement
needs & goals
3
Getting Along
with People
4
Develop
healthy
lifestyle
5
How to spend
your time
6
Personal
Development 7
Next career
move
8
PRE-RETIREMENT : Personal Retirement Plan
47. A Positive
Mental
Attitude
Sound Health
Harmony in all
Relationships
Freedom from
Fear
Financial
Security
The Hope of
Achievement
The Capacity
to Understand
People
The Capacity
for Faith
Self Discipline
An Open Mind
on all Subjects
A Labour of
Love
Willingness to
share One’s
Blessing
12
Riches
of Life
THE 12 RICHES OF LIFE
2
1 4
3
9
10 7
8
12 5
11 6
49. What are the
performance
needs to achieve
results?
What are the
performance
issues/problems?
What competencies
do the performer
need to do the
job/task?
What knowledge/skill/
beliefs they must learn
to reduce the
competency gap?
What programs need to
be delivered to meet
learning needs
TRAINING
RELATED
NON-TRAINING
RELATED
PERFORMANCE
NEEDS
PERFORMANCE
ISSUES
COMPETENCY
NEEDS
LEARNING
OBJECTIVES/
NEEDS
LEARNING
SOLUTIONS
BUSINESS
NEEDS
What are the business
needs for the
Organization?
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
TRAINING NEEDS ANALYSIS (TNA) : Simplified
50. Don’t know that they
don’t know
(Unconscious
Incompetence)
Know what they don’t
know but may get
cynical about how
much the training can
actually help them
(Conscious
Incompetence)
Know what they know
yet mentally ready to
put in conscious effort
learn to improve
(Conscious
Competence)
Don’t know what they
know - they may want
to learn more, become
bored or challenge
(Unconscious
Competence)
4
Types
of Pax
TRAINING : 4 Types of Participants
51. PLAN
the
Presentation
P1
The 4Ps of Presentation
PREPARE
the
Presenter
P2
PRACTICE
how to
Present
P3
PRESENT
with
Confidence
P4
PRESENTATION SKILLS
52. Talks, seminars,
proposals, workshops,
conferences & meetings;
presenter share their
expertise, information is
exchanged
Informative
Convince audience to buy
your product or service, to
support your goals or
concepts, or to change
their minds or attitudes
Persuasive
Build goodwill, make
people feel good, build
respect for organization or
product, peers,
colleagues, and superiors
Goodwill
Sell product, service or
ideas; essentials for
success are knowing &
understanding your
audience & building
rapport
Sales
Serve more than one
purpose - to inform, build
positive image, create
goodwill or just to make
people happy
Entertainment
Present right image for
each audience, deliver the
right message in right
context &format, and
develop the right rapport
with audience segment
Political
Know what makes the
audience tick, use high-
energy presenting tactics
in order to capture
audience's attention for
the entire message
Motivation
Position a company or an
individual as a leader in an
industry or field, as an
expert on a certain
subject, as a good-guy
Image
8 Types
of
Presentations
PRESENTATION SKILLS : 8 Types of Presentations
53. CONFLICT RESOLUTION : 6-Step Process
Discuss conflict in respectful
manner with disputants
1
Identify the cause(s) of the
conflict
2
Discuss how the conflict
impacts you, team or project
3
Get each disputant’s views
on how to resolve conflict
4
Identify solution both
disputants can support
5
Agree on the action to be
taken
6
54. Identify the cause of stress in your life
1
List and prioritize the causes of stress
2
Identify appropriate stress
management techniques
3
Create your stress
management plan and act
4
STRESS MANAGEMENT : 4-Step Process
55. Have SEX everyday!
X
S E
Stress Reduction Formula
STRESS MANAGEMENT : Practice SEX
S is Smile - Smile with yourself, family and everyone you meet
E is Enjoy - Enjoy life to the fullest
X is Xcting - Make your life exciting, not mundane or routine
56. Performing
Forming
Stage 1
• Team come
together for the first
time
• Focus to build
relationships within
the team
• Clarify the goals or
end result
• Characterized with
both anxiety and
uncertainty
• Relationships are
guarded, cautious
Storming
Stage 2
• Members feel more
comfortable
expressing
opinions
• Some internal
conflict emerge
within the group
• conflict between
Conflicts due to
working styles or
disagreement of
opinion or values
• This phase can
take up to 3 or 4
meetings before
transitioning into
the Norming phase
Norming
Stage 3
• Members become
positive about the
team as a whole
• Team relationships
are better, they
respect and trust
each other
• Team focused on
the purpose and
end result
• Responsibilities
and working
relationships are
established
• Decisions are
made and new
ideas developed
Stage 4
• Team members
trust and accept
each other
• Team has a shared
mission and clearly
knows the purpose
• Team members
demonstrates great
working relationship
and support each
other
• Members direct
their energies
towards the
attainment of goals
• Upon completion of
project the Team is
Adjourned
TEAM DEVELOPMENT : 4 Stages
58. Denial
Commitment
Exploration
Resistance
1. Denial - Unwilling or unable to face challenge
2. Resistance - Actions taken too slow or refuse Change
3. Exploration - First step towards the Change
4. Commitment - Identify with and accepting the Change
CHANGE : The Change Process
61. Level 5
Level 4
Level 3
Level 2
Level 1 Share stories
Share Information
Share Detail Data & Content
Share Resources
Share Secrets & Confidences
5 Levels of
Business Networking
NETWORKING : 5 Levels of Business Networking
62. THE SEVEN BASIC FEARS
1 Fear of Poverty
2 Fear of Criticism
3 Fear of Ill Health
4 Fear of Loss of Love
5 Fear of Old Age
6 Fear of Loss of Liberty
7 Fear of Death
Nearly everybody
in the world
suffers from one
or more of the
seven basic fears
Some people
suffer from all of
them
You must drive
out these
negative
influences
CHANGE : 7 Basic Fears
63. Networking Coordinating Cooperating Collaborating
Exchanging
information
for mutual
benefit
Exchanging
information
for mutual
benefit and
adjusting
activities to
achieve
common
outcome
Exchanging
information
for mutual
benefit,
adjusting
activities and
sharing
resources to
achieve
common
outcome
Exchanging
information for
mutual benefit,
adjusting
activities,
sharing
resources and
enhancing
each other’s
capacity to
achieve
common
outcome
Teaming
Working
together for
mutual
purpose
COLLABORATION CONTINUUM
64. Punishment Orientation
Reward Orientation
Good Boy Orientation
Authority Orientation
Social Contract
Orientation
Ethical
Principle
Stage1
Stage2
Stage3
Stage4
Stage5
Stage6
Obey rules to avoid
punishment
Obey rules to obtain
reward
Obey rules to receive
approval of others
Obey rules to avoid
censure by authority
Obey rules to obtain
respect
Guided by universal
ethical principles
Kohlberg believed that individuals progress through one stage at a time
Only about 25% of people grow to Stage 6, the majority at Stage 4
KOHLBERG’S 6 STAGES OF MORAL DEVELOPMENT