Structured Leadership Development Program

8/13/2019 Structured Leadership Development Program

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Developing Leaders

through a

Structured Leadership

Development Program

Wong Yew Yip

[email protected]


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To be able to leadindividuals and work teams

by applying the required

leadership competenciesto bring about

significant impact on performance

and to achieve thedesired organizational goals

Program Purpose


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New or refined Leadership Competency Model with

competency assessment protocol for the organization

Pool of talents with the required leadership

competencies to lead individuals and work teams to

achieve organizational goals

Selected Top Talents with the required leadership

potential assessed from the Leadership DevelopmentProgram

Successful completion of 5 Individual Action Learning

Projects by each participant

Successful completion of Team Action Learning

Projects in alignment with the organizations KPIs and

strategic projects

Program Deliverables


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"Leaders aren't born, they are made.

And they are made just like anything

else, through hard work. And that's theprice we'll have to pay to achieve that

goal, or any goal." ~ Vince Lombardi

Are Leaders born or made?

Few are born leaders.

The rest of us have tolearn to lead.


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Identify

performance

issues

Clarify high

performance

expectations

Identifyperformancegaps & hot

spots

1.3

1.2

Refine/DevelopLeadership

CompetencyModel

DefineLeadershipcompetency

elements

DevelopLeadership

DevelopmentBlueprint

2.3

2.2

EstablishLeadership

DevelopmentProject Team

Design &developlearning

solutions

Plan roll-outof LeadershipDevelopment

Program

3.3

3.2

Deliverlearning

Solutions

AssignIndividual and

Team Learning

Projects

Individual &

Team Coaching

for projects

4.3

4.2

Monitor

Individual &

Team Projects

5 - PHASE LEADERSHIP DEVELOPMENT PROCESS

ANALYZEthe Needs

Phase 1

DEVELOPthe Blueprint

Phase 2

PLANthe

Implementation

Phase 3

IMPLEMENTthe Plans

Phase 4

MONITORPerformance

Improvements

Phase 5

1.1 2.1 3.1 4.1 5.1

Evaluateperformanceand rectify

weakness

5.2

Finalevaluation &Graduation

5.3

Leadership Development Process


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FinalEvaluation

&Graduation

SpecializedPrograms

for Top

Talents

LEADERSHIP DEVELOPMENT PROGRAM BLUEPRINT

IndividualProject 1 E





Team Action Learning Projects (KPI based) E

Individual & Team Action Learning Projects Evaluation & Coaching

Needs

Analysis forLeadership

Devt

1

DevelopLeadership

CompetencyModel

2

ImmediateSupervisorBriefing on

LDP

3

PRE-Program

Leadership

Assessment

(by Sup.)

MID-Program

Leadership

Assessment

(by Sup.)

POST-Program

Leadership

Assessment

(by Sup.)

1 Month 1 Month 1 Month 1 Month 1 Month 1 Month 6 Months

Program Development Program Blueprint

5

Module1ProgramIntro &

PersonalMastery

4a

Module 2StrategicThinking

4b

Module 3ProjectMgmt

4c

Module 4

Collaboration

4d

Module 5InspiringPeople

4e

Leader Development Learning Solutions4

1 Month


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What are theperformance

needs to achieve

results?

What are theperformance

issues/problems?

What competenciesdo the performer

need to do the job?

PERFORMANCE

NEEDS

PERFORMANCE

ISSUES

COMPETENCY

NEEDS

LEARNING

SOLUTIONS

BUSINESS

NEEDS

What are thebusiness

needs?

? ??

?

? ?

What knowledge/skill/beliefs they must learn

to reduce the

competency gap?

Training Related

Non-TrainingRelated

Training Needs Analysis


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Organizations

Vision,Mission,

Strategies &

Core Values

Interviews &

Workshopwith Senior

Management/

Managers

Organizations

LeadershipCompetency

Model

Approval by

Management

to adopt &implement

Leadership

Competency

Model

Leadership Competencies describe behaviors thatdefine leadership excellence required of leaders of

an Organization to drive sustainable performance

The purpose of the Leadership Competency Model

is to drive leadership development of leaders across

all levels of the Organization

Leadership Competency Model Development1 2 3 4


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Each leadership competency has :

DEFINITION- a formal statement of the exact meaning of the competency

DESCRIPTORS- competency elements or terms that serve to describe

and the observable and actionable behaviour that are required for the

competency

An Example of a Leadership Competency

Competency Definition Descriptors

Teamwork Leads cross-functional

and diverse teams

towards a common goal

and to attain strategic

objectives

Demonstrates the ability to work with

others irrespective of gender, race and

age in pursuit of the organization's goals

Puts aside individual goals when

necessary to focus on group objectives

Works to manage disagreements and

negotiate resolutions to intra-team and

inter-team conflict in order to create a

conducive work environment

Leadership Competency Model Development


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Personal Mastery

Influencing Change

Strategic Thinking

Inspiring People

Collaboration

Mastering self and role-modeling for others to follow

Initiating changes for continuous improvement

Charting the right direction, strategies and actions

Achieving results for organization and self fulfillment

Teaming and partnering to achieve common goals

PROGRESSIVE LEADERSHIPCOMPETENCY MODEL

http://www.fotolia.com/id/3485048


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Level Level 1 Level 2 Level 3 Level 4

Role Support Operational Tactical Strategic

Position Executive Supervisor Manager Senior Management

LEADERSHIP COMPETENCIES (Able to)

Personal

Mastery

Strategic

Thinking

Project

Management

Collaboration

Inspiring

People

Low HighIncreasing complexity in Competency

Competencies

needed to lead

Work Teams to

support

initiatives to

achieve

performancetargets

Competencies

needed to lead

Sections to

implement

projects to

achieve

performancegoals

Competencies

needed to lead

Departments to

deploy strategic

projects in

alignment with

Organizational

Vision, Missionand Strategic

goals

Competencies

needed to lead

the

Organization or

Business

Divisions to

achieve

Organizational

Vision, Mission

and Strategic

goals



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To update the participants Immediate Supervisors on the

organizations Leadership Development Program

To seek their critical involvement in the development of the

participants through:

assessing the participants progress throughout the program

approving and supporting the participants individual and

team action learning projects

Mentoring and coaching the participants

Completing the leadership assessment of the participants -

Pre, Mid & Post assessments

OBJECTIVES

Briefing for Immediate Supervisors


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Specialized Learning Programsare for further leadership development

of Top Talents selected from the Leadership Development Program.

Some of the Specialized Learning Programs are:

Leadership/Executive Coaching

6-Sigma Green Belt

Benchmarking Visits

Napoleon Hills Science of Success

Total Quality Management

The Specialized Learning Programs will be identified during the

Leadership Development Program as additional learning anddevelopment needed to further enhance the leadership competencies of

the Top Talents, to be completed in 6 months

Specialized Learning Programs


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ThankYou

[email protected]

Documents

Structured Leadership Development Program