This training program offers opportunity for participants to acquire insights, explore leadership and management skills, supervisory management concepts, and examine actionable strategies for building the kind leadership and management skills to enable their team or their co-workers to deliver their optimum performance.
Learning is essential part for every organizational growth and development. Every world-class institution realize that high quality learning process is what eventually set them apart from the average. Learning & Development are not a static activity, it always dynamically evolves, we therefore need a high-quality framework to catch up with this evolution of performance needs. 4-MAT System was developed by Dr. Bernice McCarthy as a transformative learning framework which engage the whole function of brain in learning and processing information.
IPDC Training Institute has a passion for excellence and operates under the highest of business and ethical standards. Since 2001, we have been entrusted by our clients to provide the most reliable training programs in the region. Our comprehensive portfolio of more than 200-skill building professional development courses and seminars cover a range of industry from Technical to People Skills.
Our innovative and diversified range of training courses are designed and delivered by an ever-growing team of subject matter experts who are fully competent in providing solutions relevant and applicable to today’s business challenges. We pride ourselves on our track record in this regard and on our long-standing relationships with our clients, many of whom have been with us since we started business.
Our public and in-house training courses have attracted close to 50,000 participants from almost 1,000 organizations. Our client base is steadily growing and so is our commitment to remain the regional leaders in the fields of training. We trully understand that our clients’ changing needs drive the planning and development of each and every training courses and seminars. And therefore, we’re continuously tracking the latest business trends and best practices to ensure our content is relevant, practical and useful.
We realized that there is enormous value in organizing proper training and development sessions for employees. Training allows employees to acquire new skills, sharpen existing ones, perform better, increase productivity and be better leaders.
This document outlines the leadership training program for managers at Silver Leaf Textile Ltd. The 3-day program will cover essential leadership skills like communication, flexibility, and empathy. It will help managers improve productivity, quality, and safety. The training will include needs assessment, program design, implementation, and evaluation. Methods will include discussions, brainstorming, and lectures to build the managers' business and people capabilities.
This document discusses the transformation of corporate universities from traditional to modern models. Traditionally, corporate universities focused on running courses that employees attended to be trained. The modern model focuses on delivering learning through experiences and exposure rather than traditional education. Learning programs are evaluated based on behavioral changes and business impact rather than just knowledge gained. The document also outlines how to implement a modern corporate university model through organizational mindset and behaviors, technical learning systems, and management infrastructure.
IPDC Training - Leadership Skills in Transforming the Company Core ValuesIPDC Training Institute
IPDC has been facilitating a considerably numbers of public trainings and in-house training programs in Performance Management and Appraisal Skills for the last 15 years
The Corporate University catalog provides information on training courses, programs, and resources available through the company's Corporate University. Courses cover topics like supervision, communication, conflict resolution, and process improvement. The catalog includes a 2010 training calendar, course descriptions, information on registering for courses, and lists of internal and external training resources. The Corporate University aims to develop employees through business-driven, needs-focused training and development opportunities.
Quantum Leap Performance Solutions is a specialized learning solutions partner that has worked with over 75 corporate organizations over the last 5 years. It provides various training programs focused on leadership development, soft skills, functional excellence and assessments to help organizations achieve excellence and growth. Some of its programs include SERVE for managerial competency enhancement, ABC for people management, and functional programs in sales, customer support, HR and more. It has offices in Bangalore and Gurgaon and a network of experts across India.
The document provides an overview of World HR Board's scholarship programs including the Fellowship, Licensed HR Generalist, and Licensed Training & Development Professional programs. It outlines the term-wise plans and modules for each program. The programs aim to develop HR professionals and evangelists through practical hands-on learning. Key aspects discussed include the high quality faculty with industry experience, unique benefits like networking opportunities, and illustrious alumni who have gone on to hold senior HR roles in large companies.
Learning is essential part for every organizational growth and development. Every world-class institution realize that high quality learning process is what eventually set them apart from the average. Learning & Development are not a static activity, it always dynamically evolves, we therefore need a high-quality framework to catch up with this evolution of performance needs. 4-MAT System was developed by Dr. Bernice McCarthy as a transformative learning framework which engage the whole function of brain in learning and processing information.
IPDC Training Institute has a passion for excellence and operates under the highest of business and ethical standards. Since 2001, we have been entrusted by our clients to provide the most reliable training programs in the region. Our comprehensive portfolio of more than 200-skill building professional development courses and seminars cover a range of industry from Technical to People Skills.
Our innovative and diversified range of training courses are designed and delivered by an ever-growing team of subject matter experts who are fully competent in providing solutions relevant and applicable to today’s business challenges. We pride ourselves on our track record in this regard and on our long-standing relationships with our clients, many of whom have been with us since we started business.
Our public and in-house training courses have attracted close to 50,000 participants from almost 1,000 organizations. Our client base is steadily growing and so is our commitment to remain the regional leaders in the fields of training. We trully understand that our clients’ changing needs drive the planning and development of each and every training courses and seminars. And therefore, we’re continuously tracking the latest business trends and best practices to ensure our content is relevant, practical and useful.
We realized that there is enormous value in organizing proper training and development sessions for employees. Training allows employees to acquire new skills, sharpen existing ones, perform better, increase productivity and be better leaders.
This document outlines the leadership training program for managers at Silver Leaf Textile Ltd. The 3-day program will cover essential leadership skills like communication, flexibility, and empathy. It will help managers improve productivity, quality, and safety. The training will include needs assessment, program design, implementation, and evaluation. Methods will include discussions, brainstorming, and lectures to build the managers' business and people capabilities.
This document discusses the transformation of corporate universities from traditional to modern models. Traditionally, corporate universities focused on running courses that employees attended to be trained. The modern model focuses on delivering learning through experiences and exposure rather than traditional education. Learning programs are evaluated based on behavioral changes and business impact rather than just knowledge gained. The document also outlines how to implement a modern corporate university model through organizational mindset and behaviors, technical learning systems, and management infrastructure.
IPDC Training - Leadership Skills in Transforming the Company Core ValuesIPDC Training Institute
IPDC has been facilitating a considerably numbers of public trainings and in-house training programs in Performance Management and Appraisal Skills for the last 15 years
The Corporate University catalog provides information on training courses, programs, and resources available through the company's Corporate University. Courses cover topics like supervision, communication, conflict resolution, and process improvement. The catalog includes a 2010 training calendar, course descriptions, information on registering for courses, and lists of internal and external training resources. The Corporate University aims to develop employees through business-driven, needs-focused training and development opportunities.
Quantum Leap Performance Solutions is a specialized learning solutions partner that has worked with over 75 corporate organizations over the last 5 years. It provides various training programs focused on leadership development, soft skills, functional excellence and assessments to help organizations achieve excellence and growth. Some of its programs include SERVE for managerial competency enhancement, ABC for people management, and functional programs in sales, customer support, HR and more. It has offices in Bangalore and Gurgaon and a network of experts across India.
The document provides an overview of World HR Board's scholarship programs including the Fellowship, Licensed HR Generalist, and Licensed Training & Development Professional programs. It outlines the term-wise plans and modules for each program. The programs aim to develop HR professionals and evangelists through practical hands-on learning. Key aspects discussed include the high quality faculty with industry experience, unique benefits like networking opportunities, and illustrious alumni who have gone on to hold senior HR roles in large companies.
Ms. Jerry Bishop is a passionate learning and development professional with 15 years of experience in various industries. She has expertise in needs assessment, program design, facilitation, and consulting. Her background includes work with private career colleges, credit unions, and technology companies. She is recognized for her ability to empower and inspire others to strengthen their skills and further their professional development.
Become a Project Management Professional PMP UAEBlue Ocean
Become Certified in Project Management Professional PMP UAE.
Our PMP Training and Certification will be on Dubai, Abu Dhabi, Sharjah, Ajman etc..
Register today : http://www.blueoceanacademy.com/courses/pmp-project-management.html
According to InspireOne’s experience of working with clients, best-in-class performance management systems ensure ongoing dialogue between manager and employees, and maintain a strong focus on coaching and on-the-job development, with the overarching objective of achieving organizational goals.
The principal objective of training and development divisions is to ensure an organization has a skilled and willing workforce. There are four other objectives: help employees achieve personal goals to enhance individual contribution; assist the organization's primary objectives; maintain departmental contributions; and ensure social responsibility. Training plays an increased role in organizations of all types and sizes to bring about desired change. Training investment is directly linked to higher market capitalization. Training is essential to maintain effective manpower planning and the quantity and quality of employees.
L&T Realty provides training and development programs to build a competent workforce and achieve strategic objectives. They have various programs like the Young Engineers Development Program, Executive Coaching Initiatives, and the Gen Y Abhyuday Program. The Young Engineers Program is a 4-month program with personality development and problem-solving training to develop engineers into leaders. It includes projects, online learning, and presentations to senior management. Leadership development focuses on managing emotional, intellectual, and spiritual qualities. Assigning projects outside participants' roles helps with overall development and competitive advantage. Training supports business goals by improving performance, productivity, and profitability.
This series of seminars is designed to provide learners with management and leadership skills, communication techniques, and technical and human resource problem solving strategies to effectively and confidently manage and contribute to projects in multicultural and international environments.
Achieving Business Results Through Employee Training & DevelopmentChristopher Chew
This document discusses how businesses can achieve results through employee learning and development. It emphasizes that people are a business's greatest competitive advantage and that companies need to create a learning culture aligned with corporate goals. A key part of this is developing personal development plans for employees that are measured, managed, and tracked to close gaps between current and desired performance levels. The document also explores different learning enablers like technology, systems, content, and virtual worlds that can support employee development.
LHH and HCI Study - Leaders Developing Leaders 2010 joycebrad507
The Human Capital Institute (HCI) and Lee Hecht Harrison (LHH) partnered to develop an original research report on the topic of “Leaders Developing Leaders,” a critical component of any leadership development strategy in today’s modern organizations, especially in light of the “Great Recession.” “Leaders Developing Leaders” refers to the strategy by which organizations leverage the use of seasoned leaders as in-house coaches and teachers. “Leaders Developing Leaders” programs are built on the theory that senior leaders are uniquely positioned to espouse and teach the leadership values and skills of organizations. In this vein, “Leaders Developing Leaders” is a leadership development program aimed at building the talent pipeline by compelling senior leaders to become the teachers, coaches, and/or mentors for the organization’s future leaders.
The document outlines the design and implementation of a PM Academy within a large IT services organization. Key points:
- The PM Academy was designed to align with industry standards like PMBOK while blending with the organization's needs and culture. It aimed to sustainably enable PM competency development.
- Challenges included ensuring course alignment with the organization's relationship model, viewing coaches as long-term mentors rather than just trainers, and encouraging continuous learning.
- Adoption depended on stakeholders understanding individual benefits - for participants, career progression; for coaches, enhancing knowledge and networking.
- Building a collaborative PM community was a key strategy to encourage participation and continuous learning.
This document provides details on a proposed training program plan for an organization experiencing productivity issues. A needs analysis identified lack of communication, leadership, problem-solving skills, and computer literacy as contributing factors. The proposed training program aims to enhance employee knowledge, boost production rates, reduce turnover, and create a culture of learning. It outlines goals, stakeholders, instructional practices, and a budget. The goal is to develop future leaders through structured training that connects experiences to learning and fosters employee ownership over their development.
This document provides an overview of employee training and development. It discusses forces influencing the workplace like globalization, changing demographics, and new technologies. These forces require companies to invest in human capital through training. The document outlines concepts like the training design process, informal vs formal learning, and how training contributes to business goals. It provides examples of how companies are using training to improve quality, implement new work systems, and adapt to a changing environment.
NES Global Talent is an international consultancy that provides global staffing solutions through discipline-specific training and workforce development. They offer project management training, specific technical discipline training, graduate training programs, and pre-employment screening and assessments. Their services are tailored to clients' needs and can improve productivity, competence, and reduce costs.
This document outlines the framework for NTUA's new leadership development program. The program aims to provide practical leadership training to NTUA employees at all levels through various pathways, including coaching, mentorship, and courses tailored for different roles. The goals are to offer development support to 95% of supervisors, achieve a 50% coaching rate, and offer training to all full-time employees. Stakeholders include employees at all levels who will have opportunities for advancement, as well as the training department responsible for program delivery. A timeline shows the development of past efforts and plans for the new comprehensive in-house program being created between April-October 2016.
This document outlines the steps taken in a mentoring initiative project at Saudi Aramco. It discusses examining the reasons for the mentoring workshops with EC&OS leaders, reviewing competency maps and how they are used for skills assessment and development planning, understanding the mentoring program and presentation materials, facilitating mentoring workshops, and evaluating the results through surveys. The goal of the initiative was to increase awareness and effective use of the company's training system using competency maps to develop employees.
The document discusses the nature and objectives of training and development in organizations. It defines training and development as processes that impart skills, knowledge, and opportunities for employees to grow. Training aims to improve performance by reducing deficiencies, while development provides general knowledge and attitudes to help employees advance to higher positions. The key inputs of effective training and development programs are skills, education, development, ethics, and decision-making/problem-solving abilities. Such programs provide competitive advantages like improved performance, employee retention, and meeting future skill needs. The training process involves needs assessment, instructional design, evaluation, and ensuring the transfer of learning.
The document advertises a two-day Learning & Development Congress taking place in Malaysia on February 23-24, 2016. It provides an overview of the event's agenda, speakers, and topics to be discussed. The event will explore how the L&D function can evolve to better align with business needs and strategies. Speakers will discuss measuring the ROI of L&D, using new tools and platforms for learning, and developing skills for the future workforce. Attendees will learn how top companies structure successful L&D programs. Registration information and rates are provided at the end.
IT, Soft skills enhancement training for employees @ Rs 7500Prof. Harsha Kestur
Today, skill imparting and up-gradation is most wanted to professionals Keeping this in focus and as our objective, and with support from both National and International institutions, the EFS Academy, India has developed programs to suit professionals needs.
EFS Academy has developed many ‘skill-based programs,’ that are grouped under major skill-sets. These programs are tailor-made to the training needs. For this purpose, we have partnered with the ‘National Education University, USA,’ and the ‘State University of New York USA’ for the course design, content, and delivery, to meet the requirements of professionals.
These programs are administered by RIMSR, EFS Academy, which are technology driven dedicated skill-enhancement institutions in India. The programs are delivered on e-platform. Upon successful completion of the courses, the participants are duly certified.
These Programs offers more than 200 skill-sets so that professional has option to choose based on their specific needs. The focus is on the content, quality and the learning index of the participants.
To say it in short, these programs are extremely useful, to professionals to professionalize themselves with the global standards.
Skyrocket training provides top notch quality, cost effective, short courses to corporates and individuals. Flexible enough to assist in implementation of corporates Training plans as well as to manage last minute requirements
Our Trainers are top quality, multilingual, and we take quality assurance very seriously to ensure you get the most of our Training
Indonesia Professional Development Center (IPDC) - a subsidiary of PT. IPDC Consulting & Advisory
IPDC was developed in 2000. Since then we grow becoming one of the leading and well-recognized training and people development firm in Indonesia. Presently, we are supported by dozens of experienced and skillful full-time staff to support our daily operation and more than 100 part-time experienced training facilitators and lead consultants. We are also supported by some of representatives staff at Bandung,, Jogyakarta and Denpasar.
At Indonesia Professional Development Center (IPDC), we offer over 350 different training programs year-round in each year. Individuals participating in these programs benefit from working with a cross-section of peers from different industries. They are also able to share common problems and experiences that enhance their learning and expand their know-how.
IPDC's programs are offered in various formats to suit individual schedules and needs, from intensive 2-4 day classroom sessions to a customized sessions. At IPDC, we believe that all learning should be of direct, practical business use, which is why we deliver everyday skills and processes that can be taken back to the workplace and applied immediately.
Contact Us at:
Rasuna Office Park 2/QO-08.
Jl. HR. Rasuna Said
Jakarta 12960 Indonesia
Ph (+6221) 8378 6465 ; 8378 6477 ; 8378 6389
Fax (+6221) 8378 6478
E-mail : training@ipdc.co.id; registration@ipdc.co.id
www.ipdc.co.id
This training program offers opportunity for participants to acquire insights, explore leadership and management skills, management concepts, and examine actionable strategies for building the kind leadership and management skills to enable their team or their co-workers to deliver their optimum performance.
This training program offers opportunity for participants to acquire insights, explore leadership and management skills, supervisory management concepts, and examine actionable strategies for building the kind leadership and management skills to enable their team or their co-workers to deliver their optimum performance.
Ms. Jerry Bishop is a passionate learning and development professional with 15 years of experience in various industries. She has expertise in needs assessment, program design, facilitation, and consulting. Her background includes work with private career colleges, credit unions, and technology companies. She is recognized for her ability to empower and inspire others to strengthen their skills and further their professional development.
Become a Project Management Professional PMP UAEBlue Ocean
Become Certified in Project Management Professional PMP UAE.
Our PMP Training and Certification will be on Dubai, Abu Dhabi, Sharjah, Ajman etc..
Register today : http://www.blueoceanacademy.com/courses/pmp-project-management.html
According to InspireOne’s experience of working with clients, best-in-class performance management systems ensure ongoing dialogue between manager and employees, and maintain a strong focus on coaching and on-the-job development, with the overarching objective of achieving organizational goals.
The principal objective of training and development divisions is to ensure an organization has a skilled and willing workforce. There are four other objectives: help employees achieve personal goals to enhance individual contribution; assist the organization's primary objectives; maintain departmental contributions; and ensure social responsibility. Training plays an increased role in organizations of all types and sizes to bring about desired change. Training investment is directly linked to higher market capitalization. Training is essential to maintain effective manpower planning and the quantity and quality of employees.
L&T Realty provides training and development programs to build a competent workforce and achieve strategic objectives. They have various programs like the Young Engineers Development Program, Executive Coaching Initiatives, and the Gen Y Abhyuday Program. The Young Engineers Program is a 4-month program with personality development and problem-solving training to develop engineers into leaders. It includes projects, online learning, and presentations to senior management. Leadership development focuses on managing emotional, intellectual, and spiritual qualities. Assigning projects outside participants' roles helps with overall development and competitive advantage. Training supports business goals by improving performance, productivity, and profitability.
This series of seminars is designed to provide learners with management and leadership skills, communication techniques, and technical and human resource problem solving strategies to effectively and confidently manage and contribute to projects in multicultural and international environments.
Achieving Business Results Through Employee Training & DevelopmentChristopher Chew
This document discusses how businesses can achieve results through employee learning and development. It emphasizes that people are a business's greatest competitive advantage and that companies need to create a learning culture aligned with corporate goals. A key part of this is developing personal development plans for employees that are measured, managed, and tracked to close gaps between current and desired performance levels. The document also explores different learning enablers like technology, systems, content, and virtual worlds that can support employee development.
LHH and HCI Study - Leaders Developing Leaders 2010 joycebrad507
The Human Capital Institute (HCI) and Lee Hecht Harrison (LHH) partnered to develop an original research report on the topic of “Leaders Developing Leaders,” a critical component of any leadership development strategy in today’s modern organizations, especially in light of the “Great Recession.” “Leaders Developing Leaders” refers to the strategy by which organizations leverage the use of seasoned leaders as in-house coaches and teachers. “Leaders Developing Leaders” programs are built on the theory that senior leaders are uniquely positioned to espouse and teach the leadership values and skills of organizations. In this vein, “Leaders Developing Leaders” is a leadership development program aimed at building the talent pipeline by compelling senior leaders to become the teachers, coaches, and/or mentors for the organization’s future leaders.
The document outlines the design and implementation of a PM Academy within a large IT services organization. Key points:
- The PM Academy was designed to align with industry standards like PMBOK while blending with the organization's needs and culture. It aimed to sustainably enable PM competency development.
- Challenges included ensuring course alignment with the organization's relationship model, viewing coaches as long-term mentors rather than just trainers, and encouraging continuous learning.
- Adoption depended on stakeholders understanding individual benefits - for participants, career progression; for coaches, enhancing knowledge and networking.
- Building a collaborative PM community was a key strategy to encourage participation and continuous learning.
This document provides details on a proposed training program plan for an organization experiencing productivity issues. A needs analysis identified lack of communication, leadership, problem-solving skills, and computer literacy as contributing factors. The proposed training program aims to enhance employee knowledge, boost production rates, reduce turnover, and create a culture of learning. It outlines goals, stakeholders, instructional practices, and a budget. The goal is to develop future leaders through structured training that connects experiences to learning and fosters employee ownership over their development.
This document provides an overview of employee training and development. It discusses forces influencing the workplace like globalization, changing demographics, and new technologies. These forces require companies to invest in human capital through training. The document outlines concepts like the training design process, informal vs formal learning, and how training contributes to business goals. It provides examples of how companies are using training to improve quality, implement new work systems, and adapt to a changing environment.
NES Global Talent is an international consultancy that provides global staffing solutions through discipline-specific training and workforce development. They offer project management training, specific technical discipline training, graduate training programs, and pre-employment screening and assessments. Their services are tailored to clients' needs and can improve productivity, competence, and reduce costs.
This document outlines the framework for NTUA's new leadership development program. The program aims to provide practical leadership training to NTUA employees at all levels through various pathways, including coaching, mentorship, and courses tailored for different roles. The goals are to offer development support to 95% of supervisors, achieve a 50% coaching rate, and offer training to all full-time employees. Stakeholders include employees at all levels who will have opportunities for advancement, as well as the training department responsible for program delivery. A timeline shows the development of past efforts and plans for the new comprehensive in-house program being created between April-October 2016.
This document outlines the steps taken in a mentoring initiative project at Saudi Aramco. It discusses examining the reasons for the mentoring workshops with EC&OS leaders, reviewing competency maps and how they are used for skills assessment and development planning, understanding the mentoring program and presentation materials, facilitating mentoring workshops, and evaluating the results through surveys. The goal of the initiative was to increase awareness and effective use of the company's training system using competency maps to develop employees.
The document discusses the nature and objectives of training and development in organizations. It defines training and development as processes that impart skills, knowledge, and opportunities for employees to grow. Training aims to improve performance by reducing deficiencies, while development provides general knowledge and attitudes to help employees advance to higher positions. The key inputs of effective training and development programs are skills, education, development, ethics, and decision-making/problem-solving abilities. Such programs provide competitive advantages like improved performance, employee retention, and meeting future skill needs. The training process involves needs assessment, instructional design, evaluation, and ensuring the transfer of learning.
The document advertises a two-day Learning & Development Congress taking place in Malaysia on February 23-24, 2016. It provides an overview of the event's agenda, speakers, and topics to be discussed. The event will explore how the L&D function can evolve to better align with business needs and strategies. Speakers will discuss measuring the ROI of L&D, using new tools and platforms for learning, and developing skills for the future workforce. Attendees will learn how top companies structure successful L&D programs. Registration information and rates are provided at the end.
IT, Soft skills enhancement training for employees @ Rs 7500Prof. Harsha Kestur
Today, skill imparting and up-gradation is most wanted to professionals Keeping this in focus and as our objective, and with support from both National and International institutions, the EFS Academy, India has developed programs to suit professionals needs.
EFS Academy has developed many ‘skill-based programs,’ that are grouped under major skill-sets. These programs are tailor-made to the training needs. For this purpose, we have partnered with the ‘National Education University, USA,’ and the ‘State University of New York USA’ for the course design, content, and delivery, to meet the requirements of professionals.
These programs are administered by RIMSR, EFS Academy, which are technology driven dedicated skill-enhancement institutions in India. The programs are delivered on e-platform. Upon successful completion of the courses, the participants are duly certified.
These Programs offers more than 200 skill-sets so that professional has option to choose based on their specific needs. The focus is on the content, quality and the learning index of the participants.
To say it in short, these programs are extremely useful, to professionals to professionalize themselves with the global standards.
Skyrocket training provides top notch quality, cost effective, short courses to corporates and individuals. Flexible enough to assist in implementation of corporates Training plans as well as to manage last minute requirements
Our Trainers are top quality, multilingual, and we take quality assurance very seriously to ensure you get the most of our Training
Indonesia Professional Development Center (IPDC) - a subsidiary of PT. IPDC Consulting & Advisory
IPDC was developed in 2000. Since then we grow becoming one of the leading and well-recognized training and people development firm in Indonesia. Presently, we are supported by dozens of experienced and skillful full-time staff to support our daily operation and more than 100 part-time experienced training facilitators and lead consultants. We are also supported by some of representatives staff at Bandung,, Jogyakarta and Denpasar.
At Indonesia Professional Development Center (IPDC), we offer over 350 different training programs year-round in each year. Individuals participating in these programs benefit from working with a cross-section of peers from different industries. They are also able to share common problems and experiences that enhance their learning and expand their know-how.
IPDC's programs are offered in various formats to suit individual schedules and needs, from intensive 2-4 day classroom sessions to a customized sessions. At IPDC, we believe that all learning should be of direct, practical business use, which is why we deliver everyday skills and processes that can be taken back to the workplace and applied immediately.
Contact Us at:
Rasuna Office Park 2/QO-08.
Jl. HR. Rasuna Said
Jakarta 12960 Indonesia
Ph (+6221) 8378 6465 ; 8378 6477 ; 8378 6389
Fax (+6221) 8378 6478
E-mail : training@ipdc.co.id; registration@ipdc.co.id
www.ipdc.co.id
This training program offers opportunity for participants to acquire insights, explore leadership and management skills, management concepts, and examine actionable strategies for building the kind leadership and management skills to enable their team or their co-workers to deliver their optimum performance.
This training program offers opportunity for participants to acquire insights, explore leadership and management skills, supervisory management concepts, and examine actionable strategies for building the kind leadership and management skills to enable their team or their co-workers to deliver their optimum performance.
IPDC has been facilitating a considerably numbers of public trainings and in-house training programs in Performance Management and Appraisal Skills for the last 15 years
IPDC TRAINING - Negotiation Skills for Procurement and Contract SpecialistIPDC Training Institute
This 3-day course is designed to enhance awareness of key concepts relating to negotiation and essential procurement and contract management skills, and provide a safe environment in which to experiment, practice and receive feedback using “real play” procurement and contract management scenarios (using video if preferred).
Ipdc training 2014 leadership training for managers and supervisorsBun Sucento
Indonesia Professional Development Center (IPDC) - a subsidiary of PT. IPDC Consulting & Advisory
IPDC was developed in 2000. Since then we grow becoming one of the leading and well-recognized training and people development firm in Indonesia. Presently, we are supported by dozens of experienced and skillful full-time staff to support our daily operation and more than 100 part-time experienced training facilitators and lead consultants. We are also supported by some of representatives staff at Bandung,, Jogyakarta and Denpasar.
At Indonesia Professional Development Center (IPDC), we offer over 350 different training programs year-round in each year. Individuals participating in these programs benefit from working with a cross-section of peers from different industries. They are also able to share common problems and experiences that enhance their learning and expand their know-how.
IPDC's programs are offered in various formats to suit individual schedules and needs, from intensive 2-4 day classroom sessions to a customized sessions. At IPDC, we believe that all learning should be of direct, practical business use, which is why we deliver everyday skills and processes that can be taken back to the workplace and applied immediately.
Contact Us at:
Rasuna Office Park 2/QO-08.
Jl. HR. Rasuna Said
Jakarta 12960 Indonesia
Ph (+6221) 8378 6465 ; 8378 6477 ; 8378 6389
Fax (+6221) 8378 6478
E-mail : training@ipdc.co.id; registration@ipdc.co.id
www.ipdc.co.id
This 2-day course presents key financial concepts in a practical and interactive manner designed to immediately improve your financial comprehension and decision making capabilities. Participants will gain an understanding of the key financial statements and financial analysis techniques through the use of practical case studies and interactive learning applications.
This course provides business writing skills as they relate to the drafting of emails, memos and business letters. During this course, we will describe and apply structuring and business writing techniques designed to cater for the modern business and international organization environment.
Supply chain sebenarnya sudah ada selama ada supplier & customer. Tapi bagaimana mengelola mata rantai supplier & customer tsb untuk meningkatkan daya saing, mulai berkembang pada akhir dekade ini. Hal ini sejalan dengan berkembangnya teknologi informasi dan globalisasi Saat ini Supply Chain Management merupakan competitive advantage penting bagi perusahaan global dalam memberikan pelayanan yang cepat dengan variasi produk yang tinggi dan cost yang rendah, sehingga perusahaan dapat tetap exist di tengah persaingan yang semakin ketat.
Ipdc training 2014 personal effectiveness trainingBun Sucento
Indonesia Professional Development Center (IPDC) - a subsidiary of PT. IPDC Consulting & Advisory
IPDC was developed in 2000. Since then we grow becoming one of the leading and well-recognized training and people development firm in Indonesia. Presently, we are supported by dozens of experienced and skillful full-time staff to support our daily operation and more than 100 part-time experienced training facilitators and lead consultants. We are also supported by some of representatives staff at Bandung,, Jogyakarta and Denpasar.
At Indonesia Professional Development Center (IPDC), we offer over 350 different training programs year-round in each year. Individuals participating in these programs benefit from working with a cross-section of peers from different industries. They are also able to share common problems and experiences that enhance their learning and expand their know-how.
IPDC's programs are offered in various formats to suit individual schedules and needs, from intensive 2-4 day classroom sessions to a customized sessions. At IPDC, we believe that all learning should be of direct, practical business use, which is why we deliver everyday skills and processes that can be taken back to the workplace and applied immediately.
Contact Us at:
Rasuna Office Park 2/QO-08.
Jl. HR. Rasuna Said
Jakarta 12960 Indonesia
Ph (+6221) 8378 6465 ; 8378 6477 ; 8378 6389
Fax (+6221) 8378 6478
E-mail : training@ipdc.co.id; registration@ipdc.co.id
www.ipdc.co.id
This document provides information about PT. IPDC Consulting & Advisory, a training institute established in 2000 in Indonesia. It has grown to become a leading training and people development firm, offering over 200 courses covering technical and people skills. It prides itself on high quality standards, experienced trainers, and long-standing client relationships, having provided training to nearly 50,000 participants from almost 1,000 organizations. The document includes information on IPDC's vision, mission, values, learning methods, programs offered, and client testimonials praising the quality and applicability of its training.
Promote® is a digital learning transfer platform that aims to increase the effectiveness of training programs and drive learning transfer. It makes learning activities, progress, and implementation of new skills visible. This visibility enables management involvement, social learning through peer coaching and knowledge sharing, and setting of individual goals to support learning transfer. Studies show that only 15% of participants effectively apply new knowledge from training at work while Promote® helps improve this metric through the features it provides to participants and managers.
Ipdc training 2014 mentoring & coaching skills Bun Sucento
IPDC TRAINING & CONSULTING - FACT SINCE 2000
Trained more than 15,000 participants (Top executives, senior managers, middle managers and professionals) in combined 12 years both in in-house and public programs setting
Served more than 650 major clients across industries, sectors and regions, including Vietnam, Malaysia, Thailand.
Run more than 350 different workshops or training programs on yearly basis
Has Partnership with several major training institutions in overseas region.
This course is designed to help companies better identify, select, train and support both program and project managers as a core competency within the organisation. Building around proven academic research, we will explore the various competency models, including those of PMI, AIPM, IPMA and GAPPS, and using those as the basis; actually conduct competency assessments in the classes.
We will also explore how to modify competencies to fit your specific organisation or application. Lastly, this course will also demonstrate how to use the Kirkpatrick 4 Step Model to evaluate and measure the effectiveness of project and program management training programs.
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Most training investment is wasted because over 80% of knowledge and skills gained are not applied on the job. Learning events alone cannot achieve improved workplace performance; organizations must supplement training with tools that encourage and measure learning transfer back to the workplace. ASK's approach of Engage, Learn, Transfer addresses this "transfer problem" by preparing learners and gaining manager support before training, using varied learning methods, and providing ongoing support through coaching to help apply new skills on the job.
This document provides information about a 2-day leadership skills course for supervisors taking place in Lagos, Nigeria in February 2014. The course aims to help participants gain awareness of their leadership strengths and challenges, influence others positively, improve decision making and lead organizational change. It will cover topics such as taking responsibility, authentic communication, positive influence, and courage. The target audience is mid-level executives and managers. Participants will receive a certificate and can request a follow-up report on their leadership development.
This document describes a three-day training course on mastering project management to be held in Lagos, Nigeria from July 13-15, 2015. The course will provide participants with practical tools and techniques for successful project execution through facilitator-led presentations, exercises, and videos. Attendees will include project managers, program managers, and others interested in project management. Upon completion, participants will receive a certificate and be equipped to pass the Project Management Professional (PMP) exam.
This document is a prospectus for the Cork Chamber Business School that provides information on their courses, trainers, location, and funding opportunities. It includes:
- Contact information for the Business School Manager and Executive
- An overview of courses offered in areas like management development, professional skills, IT, finance, and sales/marketing
- Details on individual courses including objectives, content, duration, and accreditation
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PROTRAINING is a leading provider of training and team building solutions in the Middle East established in 2003. They design customized development programs that drive business success through investing in people. PROTRAINING uses engaging and fun methods like games, role plays and simulations to effectively train clients in a memorable way and achieve higher retention rates. They have a team of experienced facilitators and work with many major companies in the region.
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PT. IPDC CONSULTING & ADVISORY
IPDC TRAINING INSTITUTE
Rasuna Office Park II / QO-08 Komplek Apartemen Taman Rasuna Setiabudi, Jakarta Selatan, DKI Jakarta - Indonesia 12960
Phone : (+6221) 8378 6465 / 8378 6477 / 8378 6389
Fax : (+6221) 8378 6478
Email : training@ipdc.co.id
Website : www.ipdc.co.id
Please contact our Customer Relationship Manager / Training Advisor for further information about the training topic or requesting in-house training proposal.
PT. IPDC CONSULTING & ADVISORY
IPDC TRAINING INSTITUTE
Rasuna Office Park II / QO-08 Komplek Apartemen Taman Rasuna Setiabudi, Jakarta Selatan, DKI Jakarta - Indonesia 12960
Phone : (+6221) 8378 6465 / 8378 6477 / 8378 6389
Fax : (+6221) 8378 6478
Email : training@ipdc.co.id
Website : www.ipdc.co.id
Please contact our Customer Relationship Manager / Training Advisor for further information about the training topic or requesting in-house training proposal.
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IPDC TRAINING - Developing Leadership Skills for Emerging Leaders
1.
2. Where Our Participants Are
From 6 Countries
“Training programs were delivered effectively by excellent trainers with high quality
standard. IPDC has become our preference and choices for our employee’s training
development”
Fahrizal Tampubolon, MM
Head of APRIL Learning Institute I PT Riau Andalan Pulp and Paper
Bangladesh
Brunai
Indonesia
Malaysia
Thailand
Vietnam
Participants have attended
our programs since 2001
50.000+
150+
95+
Open programs offered each
year
1000+Major clients and growing...
Independently minded and
experienced trainer and
facilitators
90+Customized learning soluction
delivered
“
PROFILE OF IPDC TRAINING INSTITUTE
2
3. Mission
To inspire, equip and empower people,
through excellent personal development
training and consulting by providing
comprehensive professional services
to our client and building relationships
and develop innovative solutions, which
help dynamic people and organizations
create and realize value.
WHAT DRIVES US
We have a dedicated impact team
that works under our vision,
mission, corporate values and
passion
Vision
Being a Recognized Industry Leader
Creating Value for Our Clients
Providing a Stimulating and Rewarding
Work Environment
Capitalizing on Opportunities to
Strengthen the Company
VMV
Vision, Mission and Values
PROFILE OF IPDC TRAINING INSTITUTE
Vision, Mission and Values
3
4. 15 YEARS+ of excellent intraining
High quality standard in process on obtaining ISO 9001
CERTIFICATION
100% Customer satisfaction guarantee
TRUSTED by many major corporation in indonesia andregion
Learning partner and PREFERRED by many corporation
Offer a wideranged but FOCUS applied programs
EXCELLENT IN SERVICE
EXPERIENCED and caringevent staff
Trainers are INDUSTRY-TESTED
PROFESSIONALS and PROFESSORS gaining for
more than 25 years of professional experience coming from
international and national firms and nation’s top universities
respectively
Why
IPDC ?
PROFILE OF IPDC TRAINING INSTITUTE
4 PT.IPDC Consulting & Advisory | Copyright 2017
5. TRAINING CATEGORIES
WE OFFERED
COMMUNICATION SKILLS
OIL & GAS INDUSTRY TECHNICAL
KNOWLEDGE ANDPRACTICE
HSE
PRE-RETIREMENT PROGRAM
(PURNABHAKTI)
HUMANRESOURCES
PRODUCTION SHARING CONTRACT
(PSC), ACCOUNTING, FINANCIAL AND
CONTRACTUAL ASPECTS
LOGISTIC, CONTRACT, AND SUPPLY
CHAINMANAGEMENT
PROJECT AND PROCUREMENT
MANAGEMENT
MANAGEMENT ANDLEADERSHIP PURCHASING & MATERIAL
MANAGEtMENT
MANAGEMENT OFTRAINING
01
02
03
04
05
06
07
08
09
10
11
12 SECRETARIES ANDOFFICE
ADMINISTRATION
Current SimilarExperiences
(in-house training)
IPDC has been facilitating a
great numbers of In-house
And Public Training Programs
for the last 16 years.
See our website www.ipdc.
co.id (Clients and Gallery) to
find out on our experiences
Please call us for the copy of
contract for fact and data
verification on our claimed
experiences.
PROFILE OF IPDC TRAINING INSTITUTE
5
6. Rasuna Office Park 2/QO-08.
Jl. HR. Rasuna Said, Jakarta 12960 Indonesia
Ph (+6221) 8378 6465 ; 8378 6477 ; 8378
6389
Fax (+6221) 8378 6478
E-mail : training@ipdc.co.id; registration@ipdc.co.id
www.ipdc.co.id
Permanent Office
PROFILE OF IPDC TRAINING INSTITUTE
6
8. APPROACH & METHODOLOGY IN DELIVERY A TRAINING
8
Our Learning and Development is delivered to address STRATEGIC CHALLENGES faced by
our clients in the following four areas
Strategic
Challenges # 1
Current &
Future
Strategy
Strategic
Challenges # 2
Organizational
Productive
Organization
Growth
Strategic
Challenges # 4
Strategic
Challenges # 3
Transformation
How does Learning
and Development
best contribute to
current and future
strategy?
How does
Learning and
Development best
contribute to
organizational
growth?
How does Learning
and Development
best
contribute to
organizational
productivity?
How does Learning
and Development
best
contribute to
transformation?
Considerations for Developing a Leadership Development Program
9. APPROACH & METHODOLOGY IN DELIVERY A TRAINING
9
Considerations for Developing a Leadership Development Program
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
Identify
performance
issues
Clarify high
performance
expectations
Identify
performance
gaps & “hot
spots”
1.1
1.2
1.3
Refine/Develop
Leadership
Competency
Model
Define
Leadership
competency
elements
Develop
Leadership
Development
Blueprint
2.1
2.2
3.3
Establish
Leadership
Development
Project Team
Design &
develop
learning
solutions
Plan roll-out
of Leadership
Development
Program
3.1
3.2
3.3
Deliver
learning
Solutions
Assign
Individual and
Team Learning
Individual &
Team Coaching
for projects
4.1
4.2
4.3
Monitor
Individual &
Team Projects
Evaluate
performance
and rectify
Final
evaluation &
Completion
5.1
5.2
5.3
10. APPROACH & METHODOLOGY IN DELIVERY A TRAINING
10
Considerations for Developing a Leadership Development Program
Level 1: First Line Development Management Program
Introduces the fundamentals of effective leadership for greater success, faster
Level 2: Supervisory Management Development Program
Prepares first-time managers to achieve lasting results through people.
Level 3: Middle Management Development Program
Builds the leadership skills and confidence needed to translate
strategy into effective action on the front line.
Level 4: Senior Management Development
Enhances the ability to lead strategically while balancing
short and long-term perspectives.
11. APPROACH & METHODOLOGY IN DELIVERY A TRAINING
11
Considerations for Developing a Leadership Development Program
• Changes in Knowledge, Skills,
Attitudes, and Perceptions
• Changes in Behavior
• Changes in Values and Beliefs
• Leadership Paths
• Relationship with Others
• Enhancing Organizational
Leadership Capacity
• Broadening Leadership
Participation
• Collaboration
• Developing Future Leaders
Organization Impact Individual Leadership Outcomes
We expect the Leadership Development Program will contribute and have a
significant impact to our clients both for Organization and Individual
Participants
12. APPROACH & METHODOLOGY IN DELIVERY A TRAINING
12
Considerations for Developing a Leadership Development Program
Our Belief in Effective Leadership Program
• Complex times call for complete leaders: head,
heart and guts
• Companies that approach management /
leadership development strategically will have
an advantage over those that select and
implement programs and techniques ad hoc.
• A management / leadership development
program will not succeed unless it is a business
imperative that is led and supported by the
CEO and his or her executive team.
13. APPROACH & METHODOLOGY IN DELIVERY A TRAINING
13
Considerations for Developing a Leadership Development Program
The Leadership Development Programs Fail, because of the
following factors
Source: Pierre Gurdjian, Thomas Halbeisen, and Kevin Lane (McKinsey Quarterly January 2014)
Overlooking context
• Context is a critical component of successful leadership.
A brilliant leader in one situation does not necessarily
perform well in another.
• In the earliest stages of planning a leadership initiative,
companies should ask themselves a simple question:
what, precisely, is this program for?
Underestimating mind-sets
Becoming a more effective leader often requires changing
behavior. But although most companies recognize that this
also means adjusting underlying mind-sets, too often these
organizations are reluctant to address the root causes of
why leaders act the way they do. When businesses fail to
track and measure changes in leadership performance over
time, they increase the odds that improvement initiatives
won’t be taken seriously
Decoupling reflection from real work
When it comes to planning the program’s curriculum,
companies face a delicate balancing act. On the one hand,
there is value in off-site programs (many in university-like
settings) that offer participants time to step back and
escape the pressing demands of a day job.
Failing to measure results
We frequently find that companies pay lip service to the
importance of developing leadership skills but have no
evidence to quantify the value of their investment. When
businesses fail to track and measure changes in leadership
performance over time, they increase the odds that
improvement initiatives won’t be taken seriously.
14. LECTURE ICE BREAKERS AND GAMES CASE STUDIES AND PROBLEM
BASED LEARNING
GROUP COACHING GROUP DISCUSSION ROLE PLAY & PRACTICE
“It should be Fun, Interactive, and Applied”
APPROACH & METHODOLOGY
Training Delivery Method
14
15. 15
APPROACH & METHODOLOGY
Deliverable
• Report of Program Summary
and Recommendation
• Program result of all
participants
• Pre and post-assessment result
of all participants
• All survey and evaluation result
of the program
Upon completion of the Training and Coaching (All Terms, Pre and Post
Assessment, Evaluation and Observation), IPDC shall submit the following
Reports in form of Hardcopy and Softcopy:
In facilitating the program, our supporting
team and assistant facilitator will develop a
customized Log Book for individual report on
the performance and achievement level
REPORT / LOG BOOK
16. Duration
Max. of 20 Participants in
one class to allow better
class interaction and
experiential learning
Training Participants Location
• Option # 1: Client’s
Office
• Option # 2: Training
Room in Hotel
APPROACH & METHODOLOGY
Course Format
2 Days
17. 17
TRAINING AGENDA
Overview
Successful future leaders (Managers, Supervisors and Senior Staff) are able to lead, manager,
supervise and mobilize the talents of the people they work with. They ability to lead and
inspire individuals and teams towards optimal performance is a crucial factor in reaching the
desired personal and organizational goals. Many people when given the new role of
"manager“ or “supervisors” have never actually been trained for their new responsibilities.
This training program offers opportunity for participants to acquire insights, explore
leadership and management skills, supervisory management concepts, and examine
actionable strategies for building the kind leadership and management skills to enable their
team or their co-workers to deliver their optimum performance.
This training is designed for all those who have the potential and capabilities of developing
into team leaders and new managers.
18. 18
TRAINING AGENDA
Program Objectives
At the end of the workshop, the participants will be able to
• Develop strategies to address the challenges facing new managers today.
• Use an appropriate strategy for supervising and managing others
• Motivate and support others in the achievement of targets
• How to empower yourself and the Staff who work with you
• Be able to coach the team members
• Handle all team members from different generation
• Create an energized and inspired team for better performance
• Monitor and evaluate his or her subordinates’ works
• Organize and Delegate Effectively
• Use effective problem solving and decision making techniques.
• Resolve workplace grievances, conflicts and problems related with people issues
• Manage, lead, inspire, motivate and develop their subordinates effectively
• Understand the basis of human relations, human behavior and human motivation, thus adopting the most
appropriate strategies when dealing with people.
• Select and apply the most suitable leadership styles, motivation tools, communication strategies and
persuasion principles when dealing with people.
• Learn and practice key coaching techniques.
19. 19
TRAINING AGENDA
Agenda
Program Topics Highlights
New Functionsof
Leaders
Managing and
Working with
Multiple
Generation
Managing Conflict
& Mis-
communication
within the Team
Organizing and
Delegating
Effectively
Managing Results
(Performance &
Monitoring)
Personal Mastery
and Effectiveness
Building Team
Communication
Managing Team
Performance
Coaching and
Counseling
Developing
Others
20. 20
TRAINING AGENDA
Agenda
DAY ONE Leadership Skills for Managers
Time Sessions Topics
08:00 – 10.00
Orienteering:
Leadership in a
Global Environment
• Opening; Ice Breakers; Pre-Test
• Personal Best Experience in Managerial & Leadership Roles
• Management versus Leadership
• The Characteristics of a Successful Managers (Leaders)
New Functions of
Leaders
• Principles and Techniques in Practicing Leadership and
Management
• Qualities of Admired Leaders and Managers
• Develop your leadership style
• What are the skills of an effective leaders or managers?
10:00 – 10:15 Coffee Break
10:15 – 12:00
Personal Mastery
and Effectiveness
• Achieving the mind-set of a manager
• Understanding Human Behavior using the DISC Model
• Managing self, influencing others
• Emotional Intelligence
• Behaving as a leader: Leading oneself and Others; Leading within a
System
12:00 – 13:00 Lunch
DISC Profiling
21. 21
TRAINING AGENDA
Agenda
DAY ONE Leadership Skills for Managers
Time Sessions Topics
13:00 – 15:00
The Communicating
Leader
• Assertive in Communication
• Communication with Different Behavioral Styles
• The arts of persuasion
• Communicating within multi-cultural and generation
teams: Millennial, Baby Boomers, Gen X
15:00 – 15:30 Coffee Break and Prayer Time
15.30 – 16.45
Managing Conflict &
Miscommunication
within the Team
• Handling difficult conversations with confidence and
credibility
• Addressing conflict and relational change
• Selecting conflict-resolution style
• Resolving conflicts with work relationships in mind
16:45 – 17:00 Wrap up and Lessons Learned from Day 1
Practice
& Role
plays
22. 22
TRAINING AGENDA
Agenda
DAY TWO Leadership Skills for Managers
Time Sessions Topics
08:00 – 10.00
Managing
Management &
Subordinates
Expectation
• “Sandwich Management” Concept and Practice as a Manager
• Understand expectation, role and responsibilities of bosses
and subordinates in bridging top management and lower level
mgt.
Developing Others
• Managing Performance Effectively
• Providing Recognition and Feedbacks: Tools in Motivating
People
• Managing Talents: Engagement and Enablement
10:00 – 10:15 Coffee Break
10:15 – 12:00
Managing Results
(Performance &
Monitoring)
• The importance of strategic Goal Setting
• Key Performance Indicators (KPIs): Characteristics; Units of
measure
• Quantitative and Qualitative objectives: the 'SMART' way
• Monitoring Results and Giving Feedback
12:00 – 13:00 Lunch
Practice & Role plays
23. 23
TRAINING AGENDA
Agenda
DAY TWO Leadership Skills for Managers
Time Sessions Topics
13:00 – 15:00
Organizing,
Empowering and
Delegating Effectively
• Organizing time and Setting priorities
• Organizing the work of others
• Delegating for greater productivity and Degrees of delegation
• Delegation & Empowerment: Willingness and Principles
Motivating Team
Members
• Motivating Team Members
• Supporting Others
• Motivation for excellent performance
15:00 – 15:15 Coffee Break and Prayer Time
15.15 – 17.00
Coaching and
Counseling to Boost
People
Performance
• Leadership Principles in Coaching and Counseling
• The Dynamics of Coaching and Counseling
• The GROW Model in Coaching and Coaching
17:00 – 17:30 • MY WAY FORWARD – areas for my personal development
• My goals, plans, strategies and actions for the immediate future
• Post-Test
• Insight and Lesson Learned of the day; Writing a Personal Statement of Commitment
Coaching Role Plays and Simulation