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FINAL REPORT No.0493/FSI/09/L

LEADERSHIP DEVELOPMENT PROGRAM In

Prepared for

November 23, 2009

Final Report : Leadership Development in KPK Page 1

ABOUT DUNAMIS

Dunamis Organization Services is an Indonesian professional services firm incorporated in 1991. We focus on Leadership Development, Organization Alignment, and Knowledge Management. Our clients are a cross industry of Indonesia’s most progressive institutions. Dunamis Organization Service is the licensee partner of FranklinCovey (NYSE:FC) is a global leader in effectiveness training, productivity tools, and assessment services for organizations and individuals. We help companies succeed by unleashing the power of their workforces to focus and execute on top business priorities. How Are We Different From Traditional Training ? • Solutions based on timeless, universal principles • Superior training experience for participants that connects both intellectually and emotionally. • The highest-quality award-winning training offerings in the world • Curriculum supported by extensive investments annually in research and development. • Content based on best-selling business books that together have sold over 32 million copies

worldwide. How Are We Different From Traditional Consulting ? • A process that transfers capability and eliminates long-term consulting experience • Broad-application solutions through every level of the organization, not exclusively senior

leadership. • A unique approach of certifying managers to drive results at the business unit level. • A quantifiable consulting process that integrates metrics and measures throughout its design. • Replicable methodology that specifically deals with “how to get things done”. Our solutions help people SEE differently, DO differently, GET superior result

EXECUTIVE SUMMARY As per contract No. 715 1477 dated May 28’2009 between World Bank and Dunamis Organization Services, it is agreed that Dunamis is appointed to deliver leadership development program in KPK. The objective of this program is building KPK as a strong professional organization that adheres to the principles of good governance, integrity, and noble values through the leadership development of KPK’s Human Resources. To fulfill the needs, Dunamis proposed two programs : • The 7 Habits of Highly Effective People as tools to enable people in KPK becoming highly effective

with focus towards “Circle of Influence” (what they can do or influence), instead of “what they concerned about”, in running their daily tasks in organization and their entire life, using personal and interpersonal leadership skills.


• The Leadership Greatness as tools to enable leaders in KPK to unleash the highest and best contributions of their teams toward KPK’s most critical priorities, so that in the long run, KPK will gain Sustainable Superior Performance, intense trust from the society, a winning culture and a distinctive contribution to the country - all hallmarks of truly great organizations.

The 7 Habits program is designated for all staffs in KPK as a bedrock foundation of leadership and to build a common language among all staffs. This 3 days program was conducted in 17 batches starting from May 11, 2009 up to July 15, 2009, attended by 392 participants. The Leadership Greatness, is designated for the leaders in KPK – those who are leading a team. It was conducted in 6 batches started from August 4, 2009 up to September 10, 2009, attended by 129 leaders in KPK. Every participant should take a 360 degree assessment (namely Leadership Quotient or LQ) prior to attending this 3 days workshop, and to monitor the progress, they should take the 2nd assessment (post workshop) 6 months after the workshop. The LQ involves 4 parties : • Self • Direct report (boss) • Peers (at least 3 persons) • Sub-ordinates (at least 3 persons)

OBJECTIVES : All participants are expected to get the benefits of having the deep understanding, life skills, and best practice in : • Principle centered leadership • Capability to adapt themselves to changing environment and be the role model as agent of change • Building themselves as a trustworthy person • Gaining trust from other people • Excellent communication skills • Schedule their priority • Capability to synergize with their supervisors, peers, and subordinates. Each of the habit will bring the results to participants if they follow the whole process thoroughly after the workshop.

THE HABITS THE EXPECTED RESULTS Habit 1 : Be Proactive The Habit of Choice

They will find out how to take charge of their own future

They will increase your influence at work and in their life

Habit 2 : Begin With the End in Mind The Habit of Vision

They will do the things and achieve the goals they have always wanted to

They will have a greater sense of purpose and fulfillment in your work and in their life


THE HABITS THE EXPECTED RESULTS

Habit 3 : Put First Things First

The Habit of Integrity & Execution

They will be less crisis-driven and more in control of their work and private life balance

They will enjoy more life balance and peace of mind

Habit 4 : Think Win-Win

The Habit of Mutual Benefit

They build dramatically stronger and more productive key relationships.

They will discover ways to solve problems and build relationships at the same time.

Habit 5 : Seek First to Understand, then to be Understood

The Habit of Mutual Understanding

They will grow in understanding other people, particularly the most important people in their life

They will improve their ability to communicate effectively

Habit 6 : Synergize

The Habit of Creative Cooperation

They will be able to deal more productively with conflict.

They will be able to find strikingly creative solutions to problems and opportunities

Habit 7 : Sharpen the Saw

The Habit of Renewal

They will find yourself growing and improving, feeling better, and living a more purposeful life

They will have greater work and life balance


PROGRAM IMPLEMENTATION AND CLASS EVALUATION BY PARTICIPANTS

Batch Date No. of Participants

NPS (Net Promoter

Score)

Average Score

1 11-13 May 2009 17 100% 9.76

2 13-15 May 2009 22 27.2% 8.00

3 18-20 May 2009 21 95.24% 9.29

4 19-22 May 2009 22 40.91% 8.32

5 25-27 May 2009 22 36.36% 8.23

6 27-29 May 2009 23 38.46% 8.38

7 01-03 June 2009 16 33.33% 8.33

8 03-05 June 2009 22 40.00% 8.50

9 08-10 June 2009 19 15% 8.10

10 10-12 June 2009 24 36.36% 8.27

11 15-17 June 2009 23 45.45% 8.36

12 17-19 June 2009 29 3.57% 7.46

13 22-24 June 2009 28 74.07% 8.93

14 24-26 June 2009 29 28.57% 7.93

15 29 June – 1 July 2009 30 39.29% 8.46

16 01- 03 July 2009 25 95.24% 9.29

17 13- 15 July 2009 20 40.00% 8.93

TOTAL PARTICIPANTS 392

FINAL AVERAGE SCORE 48.45% 7.43

Note :

• AVERAGE SCORE = Total Score : No.of Participants. The score 7.43 shows the average score given by all participants of the 17 batches.

• NET PROMOTER SCORE (NPS) = (No.of promoters – No.of detractors) x 100% o Net Promoter Score means percentage of participants who will recommend this program to other parties o No. of promoters = participants who give score 9 and 10 o No. of detractors = participants who give score less than 7

The NPS 48.45% signifies that 48.45% of total participants will recommend this program to other parties.


CLASS OBSERVATION

HR Department of KPK had initiated to run a warm up session prior to workshop, giving participants awareness of this program. Surprisingly most of the participants were very proactive in digging the contents and the objective of 7 Habits program.

In each batch, there are several participants showing enthusiasm and eagerness to learn the 7 Habits and contextualize it into their daily activities. Based on Dunamis observation they treat each other well, and are a solid cohesive group even outside of the program. The facilitator enjoyed facilitating them very much.

Participants are proactively share their own inspiring stories and experience and try to relate it with the 7 Habits concept.

Evaluation of each class are attached, and they were already submitted to World Bank upon delivery of each class respectively. (Attachment 1)

RECOMMENDATION

Upon join evaluation by KPK and Dunamis, it was concluded that 17 batches with maximum capacity of 25 participant each, will sufficient to accommodate 425 targeted participant structural and functional level. However due to the KPK tight work schedule and various emergency activities, in the end only 392 targeted participant to attend the program.

We would adjust the 7 Habits materials used and delivery method to each level of the staffs :

MANAGERIAL LEVEL

THE 7 HABITS VARIANT USED

DURATION

Top Leaders

The 7 Habits - Signature

2 days

Functional staffs & staffs at managerial level

The 7 Habits - Signature

3 days

Clerical/administrative staffs

The 7 Habits - Fundamental

2 days

All participants have been equipped with development roadmap as explained in the 7 Habits

Contracts in their participant’s manual kits. It is recommended that they could follow all the instructions and process to develop their own capabilities.

We are ready to help all 7 Habits participants increase their impactful forces at work and life with an additional (free of charge) 2 hours session called “Maximizer”. We suggest to start this session in January 2010.

The 7 Habits as a bedrock foundation of leadership will provide a tremendous impact if it is linked with the culture to be developed and implemented by KPK. We are ready to help KPK run the whole process of culture building from designing, internalizing, creating embedding mechanism, maintaining, & monitoring.


The Pictures of all 17 batches of The 7 Habits program


Snapshots of The 7 Habits Class Activities


OBJECTIVES

Participants are expected to get :

- A vision of what it means to be great leaders and a renewed desire to get there. - A radically new paradigm for leading in the Knowledge Worker Age - A powerful framework for solving chronic leadership problem - Practical leadership skills and tools that can be used “tomorrow morning”. - A specific process and data based action plan

Related to the subjects explored in this 3 days workshop, participants are expected to learn lots of important things from every discussion in the class :

SUBJECT

EXPECTED RESULTS

INSPIRE TRUST Trust is the centre of everything. Without trust, it is difficult to make anything else work properly. In this subject, participant will be inspired how to build, extend, and recover trust.

• Learn the behaviors that build trust • Increase influence through greater trust &

trustworthiness • Learn how to build, restore, extend, and

maintain trust. • Think and act on the principle of mutual

benefit, resulting in more enduring relationships and effective team involvement

CLARIFY YOUR TEAM PURPOSE & STRATEGY It will help leaders connect the purpose of their team to the mission, vision, values, and strategy of the organization.

• Clearly understand and articulate the “job” of

their team. • Connect the team’s work to the economic

drivers of the organization.

CLOSING THE EXECUTION GAPS : It helps leaders build a process for executing on their highest priorities.

• Learn how to identify Wildly Important Goals. • Define and create actionable lead measures. • Create motivating scoreboards. • Instill a cadence of accountability for achieving

results. BUILDING PROCESS EXCELLENCE It helps leaders create processes that ensure ongoing success.

• Identify the core processes through which work

is accomplished. • Create a means for improving the predictability

of results. • Use powerful tools to maximize work processes.


SUBJECT

EXPECTED RESULTS

UNLEASH TALENT It helps leaders tap into the unique talents and contribution of each member of the team

• Help team members define their contribution. • Learn three “leadership conversations” to

clarify performance expectations, apply specific talents to key objectives, and “clear the path” toward progress.

LEADING ACROSS GENERATIONS It helps leaders understand the differences between Baby Boomers, Gen Xers, and Millennials.

• Foster effective communication across different

generations. • Improve the quality of results by leveraging the

unique strengths of each generation. • Reduce conflicts by coaching team members to

work well with co-workers from other generations.

WINNING “CUSTOMERS” LOYALTY It helps leaders measure and improve not just customer satisfaction, but true loyalty.

• Understand the connection between loyal

customers and growth. • Measure customer loyalty through a Net

Promoter Score. • Implement a powerful system for improving

customer loyalty.

PROGRAM IMPLEMENTATION & CLASS EVALUATION BY PARTIICIPANTS :

Batch Date No. of Participants

NPS (Net

Promoter Score)

Average Score

Aggregate LQ Score

1 04-06 Aug 2009 27 4.17% 7.46 77

2 11-13 Aug 2009 22 50% 8.39 77

3 18-20 Aug 2009 19 66.67% 8.87 79

4 25-27 Aug 2009 27 59.09% 8.50 77

5 01-03 Sep 2009 20 73.68% 8.79 79

6 08-10 Sep 2009 14 66.67% 8.83 79

TOTAL PARTICIPANTS 129 468

FINAL AVERAGE SCORE 53.38% 8.47


Note : • AVERAGE SCORE = Total Score : No.of Participants. The score 8.47 reflects the average score of this Leadership

Greatness program given by participants of the 6 batches

• NET PROMOTER SCORE (NPS) = (No.of promoters – No.of detractors) x 100% o Net Promoter Score means percentage of participants who will recommend this program to other parties o No.of promoters = participants who give score 9 and 10 o No. of detractors = participants who give score less than 7

The NPS Score 59.63% signifies that 59.63% of total participants recommend this program to other parties.

• LQ is a 360 degree assessment instrument that allows participants to gather feedback on themselves from their immediate manager, their direct reports and others with whom they work closely.

• Aggregate LQ Score indicates the percentage of respondents who recommend participants to be a leader.

CLASS OBSERVATION :

• Most participants found that KPK has a healthy work environment, good communication, aligned system.

• Participants worked hard to find the connectivity of the Leadership Greatness universal concept called “5 building blocks in business” to their organization. The 5 building blocks consist of Cash, Margin, Velocity, Growth, and Customers. After a deep discussion, they agree to choose Velocity, Growth, and Customers as their strategic direction that will help KPK in defining :

o What are the most important things? o Where is KPK need to focus?

• Velocity : o Increase productivity o Speed up Indonesia as a corruption free country

• Growth : o Increase public service o KPK should have presence all over Indonesia

• Customers : o Creating public services with speed, cheap, simple, transparent, and free of corruption

and nepotism. • Class atmosphere was great since the beginning until the conclusion of the class. • Evaluation of each class are attached, and they were already submitted to World Bank upon

delivery of each class respectively. (Attachment 2)

RECOMMENDATION :

Upon join evaluation by KPK and Dunamis, it was concluded that 6 batches with maximum capacity of 25 participants each, will be sufficient to accommodate 150 targeted participant structural and functional level. However due to the KPK tight work schedule and various emergency activities, in the end only 129 targeted participant to attend the program.


The rest of KPK leaders have not joined this program. To make the powerful impact of this development program, we strongly recommend KPK to complete this Leadership Greatness program for all of KPK’s leaders. Please refer to the following development road map.

We believe that becoming a great leader is a process, not just a workshop. To help leaders in KPK to get the most out of this material, we recommend KPK to follow this process :

• Use Leadership Contract and Essentials to apply what you have learned to your organization.

• Schedule a report-out with their boss three months after the workshop to demonstrate results and discuss plans.

• Log on to www.leadershipcontract.com throughout the process for continued learning and application.

• Take the LQ2 to measure improvement 6 months after the workshop. The Leadership Quotient (LQ) is a critical part of the process. This assessment instrument allows participants to gather feedback on themselves from their immediate manager, their direct reports and others with whom they work closely. This data is referenced throughout the workshop experience as a basis for learning and action planning. The process includes a second LQ assessment (LQ 2) 6 months later, where people can evaluate their progress in becoming a better leader.


Picture of all 6 Batches


Snapshots of Leadership Greatness Class Activities


CONTACT US

DUNAMIS ORGANIZATION SERVICES Jl. Bendungan Jatiluhur no. 56

Jakarta 10210 Telp. 021-5720761 Fax. 021-5706787 / 5720762

CONTACT PERSON:

Reza Soedomo Relationship Manager

Email : [email protected] HP : 0816 186 3050, 0815 13 75 1313

Lia Kastam Relationship Manager

Email : [email protected] HP : 081316441329

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