Leadership Development Modules
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This document outlines leadership development programs for managers at different levels - junior, middle, and senior. For junior managers, the program focuses on managing themselves and others through developing effective managerial thinking, managing time and priorities, building good relationships with employees, and providing feedback. The middle manager program covers building leadership capabilities, developing and motivating teams, and sustaining team momentum. For senior managers, the program helps set management culture, grow influence, improve communication skills, sharpen business acumen, and deal with management teams. The overall goal is to build high-performing leaders through positive psychology approaches.
Leadership Development Modules
- 1. POSITIVE LEADERSHIP DEVELOPMENT FOR MANAGERS Building Your Future Investing in Your Leaders Positive Strength Appreciation
- 3. IMPACTS
- 4. MANAGEMENT THINKING AND TOOLS Generation Y Fast Paced Technology Advancement Internet Market Changes
- 5. OPPORTUNITIES ▪ Talent Development ▪ Leadership Pipeline ▪ Business Continuity
- 6. HIGH PERFORMANCE LEADERSHIP MODEL Developing Team Sustaining Team Motivating Team Building Personal Leadership capabilities
- 7. LEADERSHIP BEHAVIORS Develops Trust Motivates to Others Shows Competent Supportive Provides Direction Empowers Others
- 8. DEVELOPS TRUST ▪ Inform people about most things ▪ Listens to people and communicates honestly ▪ Values commitment and sticks to them
- 9. MOTIVATES OTHERS ▪ Is enthusiastic and positive ▪ People need encouragement ▪ Celebrate success and reward performances
- 10. SHOWS COMPETENCE ▪ Ask for team feedback on his performance ▪ Role Model and leads by doing rather than saying ▪ Ensure people have the resources they need to improve performance
- 11. SUPPORTIVE ▪ Take personal interest in team members and offers practical help ▪ Tend to shoulder responsible and take charge when things go wrong ▪ Expects people to get things done with help and allow mistake
- 12. PROVIDES DIRECTION ▪ Spell out clearly what people needs to accomplish and why ▪ Give feedback about how well objectives are being met ▪ Feels it is important for all team members to understand the bigger picture
- 13. EMPOWERS OTHERS ▪ Advises by guiding them to the answer ▪ Releases power and control others. Follow up flexibly ▪ Give people resources and training to do tasks
- 15. PROGRAM PURPOSE ▪ Discover your role as a people manager ▪ Learn to manage yourselves as people manager ▪ Apply principles and practices to engage, manage and develop your employees
- 16. INTRODUCTION ▪ Definition and transition of People Manager ▪ Leadership behaviors required for effective management ▪ Transition from individual contributor to manager ▪ Understand Management Competencies
- 17. MANAGE YOURSELVES ▪ Manage Your Thoughts ▪ Effective Managerial thinking: Ownership, Flexible, Open-Minded ▪ Personalities Profile ▪ Manage Your Time
- 18. MANAGE OTHERS Good Relations Listening, Appreciation, Recognition, Building Trust Preserve Integrity Provides Feedback, Receiving Criticism Free from Fear Delegation, Communication, Focus on Strengths
- 25. PROGRAM PURPOSE Building Leadership Capabilities Managing motivation and resources Developing Team bonding team, managing performance, delivering training and developing career path Motivating Team Two factors theory, team creativity and facilitation ▪ Sustaining Team Momentum collaboration, reducing conflicts, four management style
- 26. Building Personal Leadership Capabilities Be a leader Be Resourceful to show competencies Personal Motivation Developing Team Building Your Teams – team bonding and team planning Managing performance – Department Goals and Contact Time Delivering Training Implementing Career Development MIDDLE MANAGER
- 27. MIDDLE MANAGER Motivating Team ▪ Six Key Motivation Actions ▪ Encouraging Team creativity ▪ Empowering team through facilitation Sustaining Team Momentum ▪ Implementing Four management styles ▪ Reducing Team Conflict ▪ Fostering Team Collaboration ▪
- 28. Pg. 20 RESOURCEFUL ONLINE INFO RESEARCH ▪ Search engine ▪ Google, Dogpile, Stuble Upon ▪ Expert ▪ About, Answers, Linkedin, Wiki ▪ Video ▪ Youtube, TED, eHow ▪ PowerPoint ▪ Slideshare
- 29. TEAM PLANNING ▪ Discovery, Dream, Design, Destiny ▪
- 30. Motivation Factors Achievement Recognition The Work itself Responsibility Advancement Growth
- 31. 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
- 32. 32 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
- 33. FOLLOW UP ▪ Weekly One on One ▪ What can we talk about? ▪ Queerly Development Follow up Q4 Q1 Q2Q3
- 34. LEADERSHIP STYLE: DIRECTING, COACHING, SUPPORTING, DELEGATING 1 3 1New to Role Building Skill Top of Game Getting Bored Time for New Challenge
- 37. PROGRAM PURPOSE Setting Management Culture for your organization Growing Your Influence Getting Results through communication Strategy Planning Tools Sharpening Business Acumen Dealing with Management Team
- 38. SENIOR MANAGERS Management Culture Positive Strengths Appreciation Corporate Culture Employee Engagement Growing Your Influence Influencing Tactics Persuasion Getting results through powerful Communication Delivering High-Impact Presentation Questioning Skills Conversation Techniques
- 39. SENIOR MANAGER Sharpening Business Acumen Business Priorities Business Sustainability Model Managing Change Putting Strategies Into Actions Understanding Strategic Thinking Applying Strategy Planning and Tools Conducting Strategy Review Dealing with Management Team Supervisor Management Team
- 40. POSITIVE PSYCHOLOGY Psychology of high performance in people
- 41. ORID
- 43. CUSTOMERS Green Packard Park Yard Hotel PayPal Ebay Inc TE Connectivity First Solar Gleaneagle Hospital Pantai Hospital Dynacraft
- 44. VALUE ADD SERVICES EXECUTIVE COACHING 360 SURVEY
- 45. SOLUTIONS 360 Survey from various parties Focus group interview Analysis of Data Performance Appraisal Deliver Training Coaching (2 X 6 months) 360 Survey Report Submission
- 46. CONSULTANCY ▪ Talent Management ▪ Succession Planning ▪ Leadership Development ▪ Management Competencies ▪ HR Driven Sustainability Growth Business ▪ Team Development