This document outlines leadership development programs for managers at different levels within an organization. It discusses junior manager, middle manager, and senior manager programs that focus on developing positive leadership behaviors through strengths, appreciation, and building engagement. The junior manager program teaches fundamentals of people management. The middle manager program focuses on developing, motivating, and sustaining high-performing teams. The senior manager program emphasizes creating a strengths-based culture and developing business acumen. All programs use real-world examples and aim to translate learning into immediate managerial actions.

1. POSITIVE
LEADERSHIP
DEVELOPMENT
FOR MANAGERS
Building Your Future
Investing in Your Leaders
Positive
Strength
Appreciation

2. ENGAGEMENT
PRODUCTIVITY
SUCCESSION
Positive
Strength
Appreciation

3. THE DANGERS!
MANAGEMENT THINKING AND TOOLS
Are your managers using yesterday tools to
manage today employees?
Generation Y
Technology Advancement
Internet
Market Changes

4. IMPACTS

5. NOT JUST ANOTHER
LEADERSHIP PROGRAM
It is a class combining theory and real life experience
It is a class where the trainer is a senior managers
who successful manages large number of employees
It is a class using next generation of management
approaches to develop employees - positive, strength
and appreciation way
It is a class where learning can translate into actions
the next day

6. THE DANGER OF INACTIONS
▪ Employee Resign
▪ Bad reputation
▪ Low productivity
▪ Negative emotions

7. POSITIVE LEADERSHIP
BEHAVIORS
Develops Trust
Motivates to Others
Shows Competent
Supportive
Provides Direction
Empowers Others

8. HIGH PERFORMANCE
LEADERSHIP MODEL
Developing Team
Sustaining Team Motivating Team
Building Personal
Leadership
capabilities

9. LEADERSHIP
DEVELOPMENT
JUNIOR
MANAGERS
Positive
Strength
Appreciation

10. JUNIOR MANAGER PROGRAM PURPOSE
▪ Discover your role as a people manager
▪ Learn to manage yourselves as people
manager
▪ Develop ways to engage, manage and
develop your employees

11. ▪Introduction
▪ Definition, behaviors, transition and
competencies
▪Manage Yourself
▪ Manage your thought
▪ Effective managerial thinking
▪ Personality Profile
▪ Manage your time and priorities
▪
JUNIOR MANGER PROGRAM PURPOSE

12. ▪Manage Others
 Good Relations
Listening, Appreciation, Recognition,
Building Trust
 Preserve Integrity
Provides Feedback, Receiving Criticism
 Free from Fear
Delegation, Communication,
Focus on Strengths
JUNIOR MANGER PROGRAM PURPOSE

15. ▪ Being recognized
Strengths
Appreciation
Care
HUMAN NEEDS

17. KNOW YOUR PERSONALITY

18. LEADERSHIP
DEVELOPMENT
MIDDLE
MANAGERS
PHASE I
Positive
Strength
Appreciation

19. MIDDLE MANAGER PROGRAM PURPOSE
▪ Managing their motivation level and
resources to gain credibility
▪ Developing team and creating conducive
climates for team performance
▪ Motivating team by developing employees,
inspiring them to work extra miles,
providing opportunities for creativity,
empowering team
▪ Sustaining team momentum by improving
collaboration and reducing conflicts

20. ▪ Building Personal Leadership
Capabilities
▪ Be a leader, personal motivation, Be a Listener
▪ Developing Team
▪ Building Your Teams – Team Bonding and Team
Planning
▪ Managing performance – Department Goals,
Review & Contact Time
▪ Training and Career Development
▪
MIDDLE MANAGER PROGRAM PURPOSE

21. ▪ Motivating Team
▪ Six Key Motivation Actions
▪ Encouraging Team Creativity
▪ Sustaining Team momentum
▪ Reducing Team Conflict
▪ Implementing Three Management styles
▪ Fostering Team Collaboration
▪
MIDDLE MANGER PROGRAM PURPOSE

22. TEAM PLANNING
▪ Discovery, Dream, Design, Destiny
▪

23. Motivation Factors
Achievement
Recognition
The Work itself
Responsibility
Advancement
Growth

24. MANAGING TEAM PERFORMANCE
TEAM PLANNING – DEPT. GOALS
▪
Tactics Outcome Champion Milestones Q1 Status Update
1. Rent 6 units 2XP Q2
2. Purchase 5
Unit
Sputter GT23
Q1
Increase 10%
output
Alex James 4 unit
5 unit
1. Pilot TWI in Test line
Q2
2. Supervisory skills Q3 &
4
Operators
turnover
improve 15%
SI Goh 3 pilot Test Lines
and train 40
teams
3 modules
2 coaching
sessions
1. Project based Training
2. Kaizen Events
Reduction from
6 to 5.7 days
Once a month
Ali Dabier Complete 6
projects
3 events

25. 25
70%
On-the-Job Experience
Learning through Doing Learning through Others Learning through Study
Activities such as:
 On-the-Job Tasks
 Special Assignments
 Cross-Functional Projects
 Deliver Presentations
Activities such as:
 Seek Feedback
 Develop a Peer Network
 Join Professional
Organizations
 Find a Mentor or Coach
 Shadowing
 Visibility Opportunities
Activities such as:
 Harvard Manage Mentor
 E-Learning Programs
 Instructor-Led Courses
 Selected Readings
 Professional Conferences
20%
Coaching & Mentoring
10%
Training
70-20-10 DEVELOPMENT MODEL

26. FOLLOW UP
▪ Weekly One on One
▪ What can we talk about?
▪ Queerly Development Follow up
Q4 Q1
Q2Q3

27. LEADERSHIP STYLE:
DIRECTING, COACHING,
SUPPORTING, DELEGATING
1
3
1New to Role
Building Skill
Top of Game
Getting Bored
Time for New
Challenge

29. LEADERSHIP
DEVELOPMENT
SENIOR
MANAGERS
Positive
Strength
Appreciation

30. SENIOR MANGER PROGRAM PURPOSE
▪ Managing the engagement culture to create
strength, positive and appreciation focused
working environment
▪ Growing your influence by developing
several critical competencies
▪ Partnering with peers and leadership teams
▪ Improving productivity by focusing on
process and change management
▪ Developing Business Acumen competencies

31. SENIOR MANAGER PROGRAM OUTLINE
 Setting Engagement Culture
 Employee Engagement
 Create a Departmental Culture
 Leadership By Example
 Strengths, Positivity and Appreciation
 Growing Your Influence
 Be Resourceful
 Partnering
 Facilitation
 Influencing and Persuasive

32. SENIOR MANAGER PROGRAM OUTLINE
 Productivity
 Focus on the Process
 Performance Consulting
 Process Mapping
 Change Management
 Developing Business Acumen
 Vision and Mission
 Strategy Planning
 Business Acumen – Organization Growth

33. Pg. 20
RESOURCEFUL
ONLINE INFO RESEARCH
▪ Search engine
▪ Google, Dogpile, Stuble Upon
▪ Expert
▪ About, Answers, Linkedin, Wiki
▪ Video
▪ Youtube, TED, eHow
▪ PowerPoint
▪ Slideshare

34. POSITIVE PSYCHOLOGY
Psychology of high performance
in people

35. ORID

37. TRAINING
EFFECTIVENESS

38. PRACTICAL. INTERESTING. ENGAGING
Would you introduce this course to others?
Do you find this course useful?
Training Effectiveness Score 96%

39. IN ACTION

43. BACKGROUND
LAURENCE YAP

44. PORTFOLIO
Laurence Yap M.A(UM)
Training and Development
Leadership Development
Organization Development

45. TRAINING: MALAYSIA, CHINA
AND SINGAPORE

46. THANK YOU