P&C_INTEL LeadershipTraining_implementation plan_workteam.pptx

Individual Leadership Assessment and needs analysis
Part 1: Pre-
Workshop
• Group Interview with key stakeholders to identify key competencies as top performers and leaders in
the company.
• Individual questionnaires to the selected talents to identify their competencies gaps and their
challenges.
• Determine on possible project assignments which can support the continuous learning.
Upskills Leaders’ Capabilities
Part 2: Training
Workshop
• A series of workshops, as proposed in the outlines. These workshops will be customized based on the
outcome of the assessment.
• Coaching for individual managers will commence to support application of learning to workplace
• Workplace related action learning projects finalized
Learning & Skills enhancement
Part 3: Post
Workshop
• Post workshop assessment to measure results as well as to determine areas for further improvements.
• Action Learning projects to be presented in the class and feedback.
• Graduation and Presentation
Leadership Development Project Process for Intel
Copyrights©️Quest Learning 2022
Item Date
1.1 Stakeholders Discussion July 20tht
1.2 Leadership assessment
finalized and disseminated
August 1st
1.3 Schedule of training
Finalized
Aug 7th
2.1 On boarding and First
workshop
August 15th
2.2. Coaching Start 18/8
2..3 Workplace Action plan
finalized
11/12
3.1 Post workshop Assessment 6/3/2024
3.2 Action Plan presentation 16/1/2024
3.3 Graduation 13/3/2024

Intel Leadership Development Project Implementation
Transformational
Leadership W/S
Onboarding+ Pre-
assessment
Month 1
Performance
Leadership W/S
Month 3
Month 2
Month 4
Coaching &
Mentoring W/S
Influencing Skills &
Building Teams W/S
1-1 Coaching 1-1 Coaching 1-1 Coaching
1-1 Coaching
3 X 1 Day 3X 1 Day
3 X 1 Day
3 X 1 Day
Month 6
Planning and
group work for
Case Study
2 X
1Day
Post Follow Up Post Follow Up Post Follow Up
Post Follow Up
Action Learning ~
Presentation of
Group Projects
Month 8
1 Day
Post assessment and
Reporting

Intel Leadership Development Project Summary
Orientation before training kick
start
1-1 Coaching
1-1 Coaching 1-1 Coaching
1-1 Coaching
16
Month Subject Duration Dates
July Preparation (Includes Leadership
Assessment)
Interview with managers
On Boarding and Leadership assessment Briefing (1day)
Planning Session; 20/7
Interviews; 29/7
Briefing 1/8
Aug Transformational Leadership W/S 2 sessions of 1 day (F2F) + 2 session of 4 hrs online . Total 3 days 15/8 + 17/8(F2F)
Sept Influencing Skills & Building Teams W/S
(Includes Personality profiling)
2 sessions of 1 day (F2F) + 2 session of 4 hrs online . Total 3 days 5/9 + 8/9 (F2F)
Oct Performance Leadership W/S 2 sessions of 1 day (F2F) + 2 session of 4 hrs online . Total 3 days 17/10 +20/10 (F2F)
Nov Coaching & Mentoring W/S 6 sessions of 4 hours each (F2F & Online) Total; 3 days 14/11, 16/11,
21/11,(F2F), 23/11
27/11 + 30/11 (online)
Dec Planning and group work for case study 1.5 day 6/12, 11/12
Jan Action Learning Project presentations 1 day 16/1/2024
Through
out
4 Coaching sessions for 20
participants each
20 pax x 4 sessions x 1.5 hours = 120 hours (17 days) Varies
March Post assessment and measurement
of results (graduation)
1 day 6/3/2024,
Total Days 34.5 Days

Transformational
leadership
Assessment
Pre training
Post training
Coaching to
close gaps
•Objective is to
close the
competency
gaps if any
Project related
coaching
•Coaching to
support the
project work
Issue Based
Coaching
•Coaching to
deal with work
related issues
Issue based
coaching
•Coaching to
deal with work
related issues
Measurement of results: Level 3
The suggested Leadership Development Project includes carrying out pre and post leadership
assessments. This can be done with absolute privacy and confidentiality. The purpose is to enable the
learner to exercise control over his own learning. The assessments would allow the learner to determine
his own coaching needs (refer next slide).
This will also allow the organization to measure the results of the project as a whole
17

Transformational
Leadership
24 hours
Influencing skills
and building teams
24 hours
Performance
leadership
24 hours
Coaching and
Mentoring skills
24hours
Level of
influential; self
assessment
Reading and
identifying
personalities
Emphaty and
trust building
Handling difficult
interactions
Non –violent
communications
Need to learn
Assessment on the 5
levels
The competencies at
each level
Relating leadership
to business acumen
Performance
management
principles
Setting and
communicating
performance
expectations
Performance
motivation
Correcting non-
performance
Coaching skills Becoming a
mentor
Building an
agile team
Inculcating
learning
Leadership Development Workshops; Coverage
21

Coaching to
close gaps
• Objective is
to close the
competency
gaps if any
Project related
coaching
• Coaching to
support the
project work
Issue Based
Coaching
• Coaching to
deal with
work related
issues
Issue based
coaching
• Coaching to
deal with
work related
issues
Coaching Process and Coaching Credits
Each learner will be provided with a certain number of coaching sessions. They will determine their own
coaching needs either
1. based on their pre and post leadership assessments or
2. on their project work or
3. on work –related issues they need help on the department head of the learners will be given a certain
amount of coaching credits to be used by the learners in his department.
18

OBJECTIVES
Through these assessments,
participants will learn to:
• Better understand their
level of Competencies
• Better understand their
own workplace priorities
and preferences
• Guided by an experience
facilitator on how to
interpret the results and
apply it effectively at
work
• Enable the learner to take
charge of their own
learning and be
empowered to determine
their learning path
 Based on discussion with stake holders
 Further customized based on project objective to identify
leadership behavior required
 180° or 360° assessment for individual assistant
manager/manager/participants with feedback from
subordinates, peers and direct superior
 Report: Pre - and Post
• Individual report to each participant
• Integrated report (comparison) to Top Management
25 Leadership competencies. 20 to 25 mins to complete.
Easy to understand report with chart to aid action
planning
Leadership Assessment; Pre and Post
It is crucial to assess competency gaps of Leaders because the
need to develop their skills of the leaders in Intel is vital in ensuring
better performance in challenging times.
A Pre-Assessment session specifically tailored to this workshop is
an effective way to identify any gap between the skills your
business needs and those your leaders have. It involves gathering
information to identify areas where your leaders could improve their
performance.
The Pre-Assessment session will also include a formal meeting
with all who supervise or manage the leaders to highlight
feedbacks from result of the information gathered and to discuss
options and strategies.
Pre-Assessment Post -Assessment
To get meaningful information, we measure what has improved and
in what ways. By setting specific objectives for the training & how to
measure the quantifiable objectives will ensure your investment is
well spent.
During the workshops, the measurable results will be determined by
the following action planning activities such as the “The Next Step
Worksheet”.
In this respect, approximately three months after the workshop it
would be appropriate to run a follow up session (Post Assessment)
with the Quest Consultants. The Post-Assessment session will
management to assess results & to determine any follow up actions
required.

Select work related
project
Submit to
manager/supervisor
for approval
Carry out the action
learning project
Get help from
Supervisor/manager
or coach
Present results of
project
Action Learning Projects after Training Workshops
Each participant will be required to carry out a work–related project that would
utilize the skills that they have learnt. These projects will enable management to
quantity the end–result of investment into the Leadership Development Project.
Projects would have to approved by the learner’s manager and project
presentations will be made at the end.
20

What Do
We Do Next?
64

Carry out data
collection and
analysis including
meetings with
Management to
understand
requirements better
Further
Design
Unique-to-You
Programs and
Measurement
of Results
Roll out the
Interventions,
Assessments,
Training
Programs or
Coaching
sessions
Set up and
implement
monitoring
to ensure
Results.
Monitor
Imple-
ment
Design
Analyse
11
Next Steps upon Engagement
“What happens after the training is MORE important than what happen during the training ”
KC See
66

Helping Organisations Improve
Performance, Productivity & Profits
with Result-based Training,
Coaching & Consultancy
Call us to find out how we can help your organisation.
M a l a y s i a | C h i n a | H o n g K o n g | S i n g a p o r e | I n d o n e s i a
K C See
E: Seekc@qscasia.com
M: +60178781628
W: www.qscasia.com

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