The document outlines training programs offered by a leading Indonesian training institution for the oil and gas industry, focusing on various skills such as coaching, mentoring, and communication. It details the training methodology, program agendas, and assessment tools used to evaluate participant progress and effectiveness. Additionally, the document specifies the qualifications of trainers and the structure of training sessions designed to enhance employee development and organizational performance.

2. Table of Content
1. IPDC Experiences in similar Training 3
2. General Approach & Methodology 10
3. Program Agenda 15
4. Program Facilitator / Consultant 24
5. Fees 31
SECTION PAGE
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4. Our Experience
FACT SINCE 2000
We are one of the leading training institution in Indonesia serving Oil & Gas Industry and Multi
Industries.
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5. FACT SINCE 2000
We are one of the leading training institution in Indonesia serving Oil & Gas Industry and Multi
Industries.
Our Experience
5

6. Training Categories We Offer
1. Oil & Gas Industry Knowledge and Practice
2. AFE, POD & WP&B
3. PTK 007
4. PSC Accounting & Financial Aspects.
5. Tax Management in Oil & Gas
6. Communication & Interpersonal Skills
7. Workplace & Professional Enhancement Skills
8. Professional Skills for Secretaries & Admin Staff
9. Strategic Thinking, Planning & Change
Management
10. Human Resources & People Management
11. Leadership Development
12. Document Management, Administration & Modern
Office
13. Management of Training
14. Supply Chain in Management in Oil & Gas
15. Pre-retirement (Purnabhakti)
16. Project Management & Project Planning in Oil &
Gas Industry
Our Experience
Our Trainers / Consultants
We currently have 100
Associated Trainers/ Consultants
Our Trainers and Consultants are
seasoned, Industry-tested professionals.
They’ve gained for more than 20 years
of professional experience coming from
international and national firms, and
they’ve been senior-level executives or
directors in businesses.
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8. Approach & Methodology
Evaluation Tools Description Specific Tools
Pre and Post-
Assessment
• Identify participants current competencies and
areas of improvement
Various Pre and Post
Assessments
Overall Training
Evaluation
• Assess the level of learning that is being achieved
throughout the program
• The reaction of the participants and their
thoughts, knowledge and behavior about the
training
• Kirkpatrick's Four-Level
Training Evaluation Model
• IPDC’s exclusively
designed Evaluations
Form (if required)
Training Effectiveness Evaluation
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9. Upon completion of the Training (All sessions of Training, Post Assessment,
Evaluation and Observation), IPDC shall submit the following Reports in form of
Hardcopy and Softcopy:
Approach & Methodology
• Report of Program Process
and Result (Individual and
The Class)
• All survey and evaluation
result of the program
Report
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10. As part of training delivery, IPDC shall submit the following items:
• Training material/ tool kit for
all participants.
• Certificates of Achievement
for all participants.
• Program documentation (In-
Class session) and video
recording.
Approach & Methodology
Deliverable
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12. In performing Coaching and FGD session, IPDC deploys a combined coaching model or
framework developed by Sir John Whitmore, the GROW Coaching Model,
and our In-house developed model based on our vast experience, AIA Coaching
Model (Awareness, Insight, Action) in assisting many
corporations here in Indonesia to coach staff, managers and executives to achieve
maximum performance.
Coaching Sessions
The framework provides a way of structuring coaching sessions to
ensure a balanced discussion between the coach and the coachee.
IPDC Mentoring & Coaching Model
Program Agenda
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13. We strongly believe that a good coaching
models should address how individual factors
such as knowledge, attitudes, beliefs, prior
experience, and personality influence
behavioral choices are transformed in a better
way.
The following is GROW Coaching Model
combined with AIA Coaching Model
©developed by IPDC. The AIA model is also
represents Focus, Action Oriented, Solution
and Time effectiveness (FAST)
Goal
Wrap-
up
Reality
Option
ACTION
© Copyrights 2008 @ IPDC ConsultingMany qestionaires, surveys and tools shall be
deployed during th sessions
IPDC Mentoring & Coaching Model
13
Program Agenda

14. 14
Directive approaches to management, whilst ensuring that a task is executed, do little to help
people to develop a sense of how best to do things for themselves. Coaching helps people to
use their own resources to solve problems, make decisions, develop their skills, determine the
best methods of working and become more creative and productive.
This intensive and highly interactive course is designed to help you to develop the skills of
coaching excellence. It will lead you through every stage of the coaching process, from setting
up the coaching agreement (whether formal or informal) to help you to develop your staff
members to become self-sufficient. As they learn to think more for themselves and work with
reduced supervision, so they make better use of their time and free up more of yours, with
obvious benefits for the entire team.
The course is designed for those in supervisory, team leader or management positions who
want to get more from their staff and invest in their longer-term future.
Program Agenda

15. 15
The program objectives are …
Upon completion of training, the participants are expected to be able to:
• Get familiar with and aligned to the emerging business situation
• Understand why ‘coaching and counseling’ are required to develop people potential
• Improve to become effective coach and mentor for their staff
• Understand the multidimensional consultative balance to act as an effective counselor
• Learn the process of effective coaching and mentoring
• Contribute to the company in creating a partnering habit for business sustainability
• Identify different individual communication styles and others and the ability to deal with
different communication styles
• Implement coaching, counseling and mentoring process in the organization to improve
performance
Program Agenda

16. 16
DAY ONE Coaching & Mentoring
Time Sessions Discussion
07.45 – 08.00 Opening Sessions, Training Ground Rules and Safety Orientation
08.00 – 10.30
Establishing
the Coaching
Relationship
• Distinguishing between coaching, mentoring and counselling
• What is coaching and when is it appropriate to coach?
• Benefits of coaching to both coach and coachee
• Developing the qualities of an effective coach
• Ethical and professional guidelines in coaching
• Professional conduct; Conflicts of interest; Confidentiality and
privacy
10.30 – 10.45 Coffee Break
10.45 – 12.00
Coaching
Models and
Application
• A model for powerful questioning
• Coaching models
• Problem and need
• The GROW model – a structure for effective coaching
PRACTICE:
(Peer-to-peer coaching session using a coaching model)
12.00 – 13.00 Lunch Break and Prayer Time
Program Agenda

17. 17
Time Session Discussion
13.00 – 15.00
Skills For
Effective
Coaching
• Direct communication
• Language and influence; Positive versus negative language
• Non-verbal communication in coaching
• ‘Reading’ people to enhance communication
• Understanding visual, auditory and kinaesthetic preferences
• Providing Feedback
• Phases of Coaching
• Preparation, Negotiation, Enabling, Feedback, Deaing with
Obstacle, Follow Up
15.00 – 15.30 COFFEE BREAK
15.30 – 17.00 Role Plays and Group Discussion
DAY ONE Coaching & Mentoring
Program Agenda

18. 18
DAY TWO Coaching & Mentoring
Time Sessions Discussion
08.00 – 10.30
Increasing
Performance
through Coaching
[Part 1]
• Planning and goal setting
•The power of goal setting; SMART goals
• Creating a realistic and stretching plan
• Coaching for better time management and productivity
• The Covey time matrix
Practice and Role Plays
10.30 – 10.45 Coffee Break
10.45 – 12.00
Increasing
Performance
through Coaching
[Part 2]
• Coaching underperformers to high potential
• Coaching and succession planning
• Sustaining trust when you confront poor performance
• Emotional intelligence and coaching
12.00 – 13.00 Lunch Break and Prayer Time
Program Agenda

19. 19
Time Session Discussion
13.00 – 15.00
15.00 – 15.30 COFFEE BREAK
15.30 – 17.00
• Action planning
• Next steps
• Application in the workplace
• Developing your experience as a workplace coach
• Review, evaluation and close
DAY TWO Coaching & Mentoring
Practice & Role Plays
Program Agenda

21. Engagement Leader
Coaching and Mentoring
Bun Sucento, MBA. M.Mgt (Managing Director – IPDC)
Proposed Training Facilitator
Facilitator(s)
Training Facilitator
21
Option # 1 Option # 2

23. Training Fees
Based on our understanding and scope of work analysis, the following are our professional fees
Program Duration Fees (IDR) – Total
Max. Number of Participants
in One Class
Coaching & Mentoring 2 Days
The above quoted price described the following are
included:
• Professional facilitators
• Development and Reproduction of Course Manual
• Pre-Test and Post Test
• Training Kit for all participants
• Completion Certificates for all participants
• Report of Activities and Assessment
• Excusive Souvenir for Participants
The quotation is
excluded VAT 10%
and training venue,
but included PPh
Service
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