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