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POSITIVE LEADERSHIP DEVELOPMENT FOR MANAGERS
Building Your Future Investing in Your Leaders
Positive
Strength
Appreciation
ENGAGEMENT PRODUCTIVITY SUCCESSION
Positive Strength Appreciation
THE DANGERS! MANAGEMENT THINKING AND TOOLS
Are your managers using yesterday tools to manage today employees? Generation Y Technology Advancement Internet Market Changes
IMPACTS
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
THE DANGER OF INACTIONS
▪ Employee Resign
▪ Bad reputation
▪ Low productivity
▪ Negative emotions
POSITIVE LEADERSHIP BEHAVIORS
Develops Trust Motivates to Others Shows Competent Supportive Provides Direction Empowers Others
HIGH PERFORMANCE LEADERSHIP MODEL
Developing Team
Sustaining Team Motivating Team
Building Personal Leadership capabilities
LEADERSHIP DEVELOPMENT JUNIOR MANAGERS
Positive
Strength
Appreciation
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
▪ 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
▪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
▪ Being recognized
Strengths
Appreciation
Care
HUMAN NEEDS
KNOW YOUR PERSONALITY
LEADERSHIP DEVELOPMENT MIDDLE MANAGERS PHASE I
Positive
Strength
Appreciation
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
▪ 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
▪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
TEAM PLANNING
▪ Discovery, Dream, Design, Destiny
▪
Motivation Factors
Achievement Recognition
The Work itself Responsibility Advancement
Growth
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
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
FOLLOW UP
▪ Weekly One on One
▪ What can we talk about?
▪ Queerly Development Follow up
Q4 Q1
Q2 Q3
LEADERSHIP STYLE: DIRECTING, COACHING, SUPPORTING, DELEGATING
1
3
1 New to Role
Building Skill
Top of Game Getting Bored
Time for New
Challenge
LEADERSHIP DEVELOPMENT SENIOR MANAGERS
Positive
Strength
Appreciation
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
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
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
Pg. 20
RESOURCEFUL ONLINE INFO RESEARCH
▪ Search engine ▪ Google, Dogpile, Stuble Upon
▪ Expert ▪ About, Answers, Linkedin, Wiki
▪ Video ▪ Youtube, TED, eHow
▪ PowerPoint ▪ Slideshare
POSITIVE PSYCHOLOGY
Psychology of high performance in people
ORID
TRAINING EFFECTIVENESS
PRACTICAL. INTERESTING. ENGAGING
Would you introduce this course to others? Do you find this course useful? Training Effectiveness Score 96%
IN ACTION
BACKGROUND LAURENCE YAP
PORTFOLIO
Laurence Yap M.A(UM) Training and Development Leadership Development Organization Development
TRAINING: MALAYSIA, CHINA AND SINGAPORE
THANK YOU