Oleh:

Mohammad Utoro, ST, MMpc, ACMC

Industrial Relation Coach

utoro@meta-inovasi.com

Working Hours Loss

Physical Damage

DistrustDe

Motivation

Legal Cost at Court

Job Loss, Termination

Productivity Losses

Let us start watching

from different angles

Let us start watching

from different angles

Let us start watching

from different angles

Meaning

Beliefs

Needs

Actualizing

Performing

Awareness

Productive

Engagement

Commitment

Coordination

Cooperation

Collaboration

� According to Payaman J. Simanjuntak (2009), Industrial Relation is all relations related to or have interest in production process of goods and services.

� Industrial Relation Stakeholders:1. Employer or shareholders representated by

Management.2. Employees/workers and Unions.3. Suppliers4. Customers5. Client’s Componies6. Communities7. Authoritues

� Payaman J. Simanjuntak (2009) explains the

principlesn of Industrial Relation as follows:

1. Common interest: employer, worker, union,

community and authority.

2. Mutual Partnership.

3. Functional accountability

4. Family wise

5. Creation of working security and safety.

6. Productivity improvement

7. Common welfare improvement.

� Payaman J. Simanjuntak (2009) says that IR Frameworks are:1. Unions

2. Employer Association

3. Bipartite Comittee(LKS Bipartit)

4. Tripartite Committee (LKS Tripartit)

5. Company Policy

6. Collective Labour Agreement (CLA)

7. Labour Regulations

8. Industrial Relations Dispute Resolution Institutions

� Payaman J. Simanjuntak, Manajemen

Hubungan Industrial, Penerbit Jala

Permata Aksara, Jakarta

� Undang-Undang No. 13 Tahun 2003

Tentang Ketengakerjaan

� Undang-Undang No. 21 Tahun 2000

Tentang Serikat Pekerja

� Normative issues

� Minimum wages

� Termination

� Severance Payment

� Contracts

� Social Securities

� Non-normative Issues

� Salary Increase Negotiation

� CLA Negotiation

� Disciplinary Action

� Low Performance

� Discrimination

� Crime in working hours

� Superior – Subordinate Relationship� Relations amongst employees� Relations amongst superiors.� Working Climate� Engagement� Resistance to Change� Work Quantity & Quality � Third Party Relations� Government & Community Relations� Occupational Health and Safety� Common Right of Development� Opportunity for Self-Actualization

Interest of Parties Interest of Parties

Agreement

amongst

Parties

Supreme Court

IR Court

Arbitrase

Reconsiliation

Mediation

Bipartite

Interest of

Parties

Interest of

Parties

Productive

Engagement

Colaborate

Cooperate

Coordinate

Teknologi

Meta-Coaching

Meaning

Beliefs

Needs

Actualizing

Performing

Awareness

Commitment

Coordination

Cooperation

Collaboration

� Conversation to gets to heart of things.

� Indepth conversation work with unspoken “things” in the back of the mind.

� Mind-body-emotion conversation that work holistically with person’s whole system.

� Facilitative conversations that works at a higher or meta level of client’s experience to process discovery and change.

26

Meta Coaching Tools

Coaching Is.... Models for a Meta-Coach for Effective

Coaching

Communication The NLP Communication Model

Reflexive unconscious communication The Meta-States Model of Reflexivity

Generative change for transformation The Axes of Change; The Crucible

Implementation and Measurement Benchmarking Model; Mind-to-Muscle Pattern

Working Systemically The Matrix Model

Self-Actualization Self-Actualization Quadrants

Facilitation of multiple processes The Facilitation Model

27

NLP Communication Model

∗ Meaning∗ Belief

∗ Decision∗ Think

∗ Feel∗ Expectation∗ Metaphore

∗ Identity∗ Values∗ Hope

28

Meta-States Model of Reflexifity

29

The Axes of Change; The Crucible

30

Benchmarking Model; Mind-to-Muscle Pattern

∗ Mind

∗ Body

∗ Emotions

∗ are integrated

31

The Matrix Model

32

Self-Actualization Quadrants

1. Communication: precision, clarity.2. Meaning-making3. Benchmarking intangibles, measuring.4. Relating: trust, connection, rapport building, openness,

transparency.5. Changing: multiple levels, transforming.6. Self-Actualization: unleashing potentials.7. Learning and Unlearning8. Modeling structure: pattern detection, unpacking of structure.9. Creativity: creating, innovating.10. Problem-defining and problem-solving

33

The Facilitation Model

Well Formed Outcome

Pertanyaan Topik:1. Apa yang ingin dicapai?

(What))2. Visualisasikan (VAK)3. Mengapa itu penting? (Why)

Pertanyaan Context1. Dimana akan dicapai?

(Where)2. Kapan akan dicapai? (When)3. Dengan siapa saja akan

mencapainya?(w/ whom)

Pertanyaan Strategi1. Bagaimana melakukannya?

(Do What?) Visualisasikan (VAK)

2. Apakah mampu melakukannya? (Can You?)

3. Apakah mau melakukannya?(You) Atau pernah punya pengalaman sukses di masa lalu yang mirip? (Intrinsic)

4. Apa langkah/tahapan untuk mencapainya (steps/stages)

5. Bagaimana rencana dan strateginya? (plan/strategy)

6. Bagaimana memonitor progresnya? Feedback apa saja yang diperlukan? (Monitor/Feedback?)

7. Apa yang mungkin akan menghambat atau menghentikannya? Dan bagaimana mengantisipasinya? (Interfeenes)

Pertanyaan KPI:1. Sumber daya apa saja

yang diperlukan? (Resources)

2. Apakah tidak beresiko atau mengganggu? (Ecology?)

3. Apakah tetap bersemangat dan tertantang untuk mencapainya? (Compelling)

4. Apakah sudah diputuskan untuk melaksanakannya? Apakah sudah ada keputusan? (Decision)

5. Bagaimana tahu kalau sasaran tersebut telah tercapai? Apa indikatornya? (Knowhow?)

Kepentingan

Para Pihak

Kepentingan

Para Pihak

Productive

Engagement

Colaborate

Cooperate

Coordinate

Teknologi

Meta-Coaching

Meaning

Beliefs

Needs

Actualizing

Performing

Awareness

Commitment

Coordination

Cooperation

Collaboration

We Are A Coaching CompanyCreating Values And Guaranteed Results

38

∗ Coaching Skill for Leaders

∗ How to be “Killer Performer”

∗ Aktualisasi Diri

∗ Industrial Relation Coaching Skill

∗ Building a Productively-Engaged Team

∗ Buiilding Innovative Team – bonus 3 FREE coaching sessions.

39

Training -Services

∗ 3 months Corporate Coaching Program – bonus FREE IC Compass Assessment

∗ Talent Development Coaching Program

∗ Pre-Pension Coaching Program

∗ Coaching for “Low Performer”

∗ Career Coaching

∗ Industrial Relation Coaching

∗ Self-Actualization Coaching

∗ Team Coaching for unlimited actualization

40

Coaching Services

∗ Talent Recruitment

∗ Talent Development/Promotion

∗ Employee Engagement (5 – 5000 employees)

∗ Management/Executive Engagement Survey

∗ Negative Stress Survey

41

Assessment

∗ Contact Us Thru:

∗ info@meta-inovasi.com

∗ Or

∗ Mobile: +62 8151 4344 915

42

Contact Us

Oleh:Mohammad Utoro, ST, MMpc, ACMCDirector at Meta InovasiIndustrial Relation Coach

utoro@meta-inovasi.com+62 8151 4344 915BB: 28C253B0