ipdc training - leadership skills for managers

Where Our Participants Are From 6 Countries

“Training programs were delivered effectively by excellent trainers with high qualitystandard. IPDC has become our preference and choices for our employee’s trainingdevelopment”

Fahrizal Tampubolon, MMHead 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

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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


15 YEARS+ of excellent in training

High quality standard in process on obtaining ISO 9001 CERTIFICATION

100% Customer satisfaction guarantee

TRUSTED by many major corporation in indonesia and region

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 ?


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MissionTo 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

VisionBeing 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 ValuesPROFILE OF IPDC TRAINING INSTITUTE

Vision, Mission and Values

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VMVVision, Mission and Values

Committing Corporate

Resources to Benefit our

Communities

Open and honest

communication

Recognizing Individual

and TeamContributions

Respect

and IntegrityProviding an Enjoyable

WorkAtmosphereSuperior 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


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TRAINING CATEGORIES WE OFFERED

COMMUNICATION SKILLSOIL & GAS INDUSTRY TECHNICAL KNOWLEDGE AND PRACTICE

HSEPRE-RETIREMENT PROGRAM(PURNA BHAKTI)

HUMAN RESOURCESPRODUCTION SHARING CONTRACT (PSC), ACCOUNTING, FINANCIAL AND CONTRACTUAL ASPECTS

LOGISTIC, CONTRACT, AND SUPPLY CHAINMANAGEMENT

PROJECT AND PROCUREMENT MANAGEMENT

MANAGEMENT AND LEADERSHIP PURCHASING & MATERIAL MANAGEtMENT

MANAGEMENT OF TRAINING

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07

08

09

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12 SECRETARIES AND OFFICE

ADMINISTRATION

Current Similar Experiences (in-house training)

IPDC has been facilitating agreat numbers of In-houseAnd Public Training Programsfor the last 16 years.

See our website www.ipdc.co.id (Clients and Gallery) tofind out on our experiences

Please call us for the copy ofcontract for fact and dataverification on our claimedexperiences.


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Rasuna Office Park 2/QO-08. Jl. HR. Rasuna Said, Jakarta 12960 Indonesia Ph (+6221) 8378

6465 ; 8378 6477 ; 8378 6389Fax (+6221) 8378 6478

E-mail : [email protected]; [email protected]

www.ipdc.co.id

Permanent Head Office


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APPROACH & METHODOLOGY

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Considerations for Developing a Leadership Development Program

IPDC Training Philosophy

APPROACH & METHODOLOGY IN DELIVERY A TRAINING

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5 - PHASE LEADERSHIP DEVELOPMENT PROCESS

ANALYZE the Needs

Phase 1

DEVELOPthe Blueprint

Phase 2

PLANthe

Implementation

Phase 3

IMPLEMENT the Plans

Phase 4MONITOR

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-outof 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


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• 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


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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.

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Program Structure

IN-CLASS PROGRAM

LECTURE ICE BREAKERS AND GAMES

DISCUSSION &

PRESENTATIONROLE PLAY & PRACTICE

DIRECT OBSERVATION

PROJECT PRESENTATION

Phase 1 Phase 2 Phase 3


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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


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Training Effectiveness Evaluation (The Four Levels of Learning Evaluation by Donald L. Kirkpatrick)

Level 1 Level 2 Level 4

Reaction Learning Results

Me

asu

rin

g

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.

Ho

w t

o D

o It

?

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

Ch

ange

s

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

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APPROACH & METHODOLOGYDeliverable

• 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

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


Course Format

3 Days

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TRAINING AGENDAOverview

Successful future leaders (Managers) are able to lead, manage and mobilize the talents ofthe people they work with. They ability to lead and inspire individuals and teams towardsoptimal performance is a crucial factor in reaching the desired personal and organizationalgoals. Many people when given the new role of "manager“ or “supervisors” have neveractually been trained for their new responsibilities.

This training program offers opportunity for participants to acquire insights, exploreleadership and management skills, management concepts, and examine actionablestrategies for building the kind leadership and management skills to enable their team ortheir co-workers to deliver their optimum performance.

This training is designed for all those who are in managerial position to enhance andstrengthen their capabilities in leadership and managing people and business effectively.

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TRAINING AGENDAProgram 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.

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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- 21:00Coaching Session for Group Project or

Individual

Summary of Topics Session

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TRAINING AGENDAAgenda

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

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DAY ONE Advanced Leadership Skills for ManagersTime Sessions Topics

13:00 – 15:00The 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

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DAY TWO Advanced Leadership Skills for Managers


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


10:15 – 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

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DAY TWO Advanced Leadership Skills for ManagersTime 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


15.15 – 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

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DAY THREE Advanced Leadership Skills for Managers


08:00 – 10.00Motivating Team

Members

• Understanding motivation• Motivating ourselves and others in the workplace• How leaders can motivate employees• Motivation for excellent performance


10:15 – 12:00Analytical 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

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DAY THREE Advanced Leadership Skills for ManagersTime Sessions Topics

13:00 – 15:00Planning & 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


15.15 – 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

ipdc training - leadership skills for managers

Leadership & Management