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.

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. 3
We have facilitated 21 groups of Participants from Ministry Energy, Mineral Resources and
Power of Republic of Bangladesh, Petrobangla and subsidiaries for the last three years
PROFILE OF IPDC TRAINING INSTITUTE

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

5. 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
5

6. VMV
Vision, Mission and Values
Committing Corporate
Resources to Benefit our
Communities
Open and honest
communication
Recognizing Individual
and TeamContributions
Respect
and Integrity
Providing an Enjoyable
WorkAtmosphere
Superior Client Service
Our VALUES
Ensure the clients’
satisfaction and moment
of truth
Making high impact for
what we do
Facilitate the high quality
training programs and the
process
Focus on what is most
meaningful for our clients
Our
PASSION
PROFILE OF IPDC TRAINING INSTITUTE
6

7. 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
7

8. Rasuna Office Park 2/QO-08. Jl. HR.
Rasuna Said, Jakarta 12960 Indonesia Ph (+6221) 8378
6465 ; 8378 6477 ; 83786389
Fax (+6221) 8378 6478
E-mail : training@ipdc.co.id; registration@ipdc.co.id
www.ipdc.co.id
Permanent Head Office
PROFILE OF IPDC TRAINING INSTITUTE
8

9. APPROACH & METHODOLOGY
9
Considerations for Developing a Leadership Development Program
IPDC Training Philosophy

10. APPROACH & METHODOLOGY IN DELIVERY A TRAINING
10
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

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. 13
Program Structure
IN-CLASS PROGRAM
LECTURE ICE BREAKERS AND GAMES
DISCUSSION &
PRESENTATION
ROLE PLAY & PRACTICE
DIRECT
OBSERVATION
PROJECT
PRESENTATION
Phase 1 Phase 2 Phase 3
APPROACH & METHODOLOGY IN DELIVERY A TRAINING

14. 14
Program Implementation (Activities)
Proposed Engagement
Development for the Training Module & Programs
Program delivery to include: providing selected qualified
trainer/facilitator, observer and coach; delivering the trainings,
and providing reports
Provide coaching one-on-one and observation for each
participants for the duration agreed by both sides
Report of Participants Assessment and Recommendation
APPROACH & METHODOLOGY IN DELIVERY A TRAINING

15. 15
APPROACH & METHODOLOGY
Training Effectiveness Evaluation (The Four Levels of Learning Evaluation by Donald L. Kirkpatrick)
Level 1 Level 2 Level 4
Reaction Learning Results
Measuring
How participants react
to the training program
Learning can be done
through identifying what
evaluator wants to evaluate,
(i.e., changes in knowledge,
skills, or attitudes
Final results that occurred
because
participants already have
attended training
program.
HowtoDoIt?
Questions of surveys or
questionnaires like these
should be considered:
• Did the trainees feel that
training was worth their
time?
• What were the biggest
strengths of training, and
the biggest weaknesses?
• Learners’ skills and knowledge
are assessed before training
program.
• Candidates are unaware of the
objectives and learning
outcomes of the program.
Level 3
Behavior
The extent to which change
in participants’ behavior has
occurred because of
attending training
programs.
For measuring changes in
behavior, questions like these
should be considered:
• Did the trainees put any of
their learning to use?
• Are trainees able to teach their
new knowledge, skills, or
attitudes to other people?
Measuring final results
that occurred because
participants already have
attended training
program.
BEFORE Training
• The phase where instructions
are started.
• This phase consists of short
tests and quizzes at regular
intervals.
DURING Training
• Learners’ skills and knowledge
are assessed again to measure
the effectiveness of training
program.
POST Training
Changes
After gathering
information, changes
could be done based
on the trainees’
feedback and
suggestions.
Make changes happen, these
conditions are necessary, the
trainees:
• have the desire to change
themselves.
• know what to do and how to
do it.
• be trained in the right climate.
• be rewarded for changing.
Outcomes or final results that
are closely related to training
program should be
considered such as:
• Increased employee
retention.
• Higher morale.
• Increased customer
satisfaction

16. 16
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

17. Duration
Max. of 25 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
3 Days

18. 18
TRAINING AGENDA
Overview
Successful future leaders (Managers) are able to lead, manage 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, 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 are in managerial position to enhance and
strengthen their capabilities in leadership and managing people and business effectively.

19. 19
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.
• Motivate and support others in the achievement of targets
• 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
• 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.

20. 20
TRAINING AGENDA
Time Day 1 Day 2 Day 3
08:00 – 17:00
• New Functions of
Leaders
• Self-Leadership
• The Communicating
Leader
• Managing and
Working with
Multiple Generation
• Managing
Management &
Subordinates
Expectation
• Developing Others
• Managing Results
• Organizing,
Empowering and
Delegating Effectively
• Coaching and
Counseling to Boost
People Performance
• Motivating Team
Members
• Analytical Thinking
& Decision Making
• Planning &
Organizing
• Discussion & Case
Study
19:00- 21:00
Coaching Session for Group Project or
Individual
Summary of Topics Session

21. 21
TRAINING AGENDA
Agenda
DAY ONE Advanced 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 Self-Leadership
• Defining Self-Leadership
• Four Pillars of Self-Leadership
• Creating a Personal Vision Statement
• Identifying Dreams and Setting Goals
• Behaving as a leader:
• Leading oneself and Others; Leading within a System
12:00 – 13:00 Lunch
DISC Profiling

22. 22
TRAINING AGENDA
Agenda
DAY ONE Advanced 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 and
Working with Multiple
Generation
• Communicating and working with multi-cultural and
generation teams: Millennial, Baby Boomers, Gen X
• Understand multiple generation values, expectation and
behavior
• Best strategies and techniques in dealing multiple
generation workforce
16:45 – 17:00 Wrap up and Lessons Learned from Day 1
Practice
& Role
plays
Group / Individual Coaching on Leadership Assignment
(The Assignment will be given to participants prior to training session)
Evening
Activities:
Coaching

23. 23
TRAINING AGENDA
Agenda
DAY TWO Advanced 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

24. 24
TRAINING AGENDA
Agenda
DAY TWO Advanced 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
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
Coaching Role Plays and Simulation
Group / Individual Coaching on Leadership Assignment
(The Assignment will be given to participants prior to training session)
Evening
Activities:
Coaching

25. 25
TRAINING AGENDA
Agenda
DAY THREE Advanced Leadership Skills for Managers
Time Sessions Topics
08:00 – 10.00
Motivating Team
Members
• Understanding motivation
• Motivating ourselves and others in the workplace
• How leaders can motivate employees
• Motivation for excellent performance
10:00 – 10:15 Coffee Break
10:15 – 12:00
Analytical Thinking
& Decision Making
• Different thinking types (analytical, critical, creative)
• Knowing how we think
• Structures of Thinking
• Six thinking hats
• Lateral Thinking (thinking outside the box, creativity un-blockers)
12:00 – 13:00 Lunch

26. 26
TRAINING AGENDA
Agenda
DAY THREE Advanced Leadership Skills for Managers
Time Sessions Topics
13:00 – 15:00
Planning &
Organizing
• Importance of Planning Management
• Elements of Good Plans
• Process mapping to view the ‘big picture’
• The Key Elements of The Planning Cycle
• Setting Goals and Objectives
• SMART(ER) Goals and their Use in the Workplace
• Planning Tools and Techniques
15:00 – 15:15 Coffee Break and Prayer Time
15.15 – 17.00
Role Plays, Case Study & Discussion
•MY WAY FORWARD – areas for my personal development
•My goals, plans, strategies and actions for the immediate future
•Insight and Lesson Learned of the day; Writing a Personal Statement of
Commitment