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Leadership Development Modules
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.
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Focus on positive leadership qualities like strength and appreciation. Emphasis on building a supportive leadership foundation to engage and motivate teams.
Discusses management tools and thinking in a fast-paced environment. Highlights opportunities in talent development and creating a leadership pipeline.
A model focusing on developing, motivating, supporting, providing direction, and empowering teams through trust and competence.
A program to help junior managers discover their roles and manage themselves and others to engage employees effectively.
Importance of human needs like recognition and appreciation. Focus on building leadership capabilities and team motivation for middle managers.
Promoting leadership capabilities with a focus on team bonding and management performance through various resources.
Explores critical motivation factors and strategies for managing team performance aligned with departmental goals.
Introduces the 70-20-10 development model focusing on learning through experience, coaching, and training practices.
Describes different leadership styles for varying roles and emphasizes the importance of organizational culture and business acumen.
Showcases services like executive coaching, 360 surveys, and consultancy focused on talent management and leadership development.
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Leadership Development Modules
- 1. POSITIVE LEADERSHIP DEVELOPMENT FOR MANAGERS Building YourFuture Investing in Your Leaders Positive Strength Appreciation
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- 4. MANAGEMENT THINKING AND TOOLS Generation Y FastPaced Technology Advancement Internet Market Changes
- 5. OPPORTUNITIES â–Ş Talent Development â–ŞLeadership Pipeline â–Ş Business Continuity
- 6. HIGH PERFORMANCE LEADERSHIP MODEL DevelopingTeam Sustaining Team Motivating Team Building Personal Leadership capabilities
- 7. LEADERSHIP BEHAVIORS Develops Trust Motivates toOthers Shows Competent Supportive Provides Direction Empowers Others
- 8. DEVELOPS TRUST â–Ş Informpeople about most things â–Ş Listens to people and communicates honestly â–Ş Values commitment and sticks to them
- 9. MOTIVATES OTHERS â–Ş Isenthusiastic and positive â–Ş People need encouragement â–Ş Celebrate success and reward performances
- 10. SHOWS COMPETENCE â–Ş Askfor team feedback on his performance â–Ş Role Model and leads by doing rather than saying â–Ş Ensure people have the resources they need to improve performance
- 11. SUPPORTIVE â–Ş Take personalinterest in team members and offers practical help â–Ş Tend to shoulder responsible and take charge when things go wrong â–Ş Expects people to get things done with help and allow mistake
- 12. PROVIDES DIRECTION â–Ş Spellout clearly what people needs to accomplish and why â–Ş Give feedback about how well objectives are being met â–Ş Feels it is important for all team members to understand the bigger picture
- 13. EMPOWERS OTHERS â–Ş Advisesby guiding them to the answer â–Ş Releases power and control others. Follow up flexibly â–Ş Give people resources and training to do tasks
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- 15. PROGRAM PURPOSE â–Ş Discoveryour role as a people manager â–Ş Learn to manage yourselves as people manager â–Ş Apply principles and practices to engage, manage and develop your employees
- 16. INTRODUCTION â–Ş Definition andtransition of People Manager â–Ş Leadership behaviors required for effective management â–Ş Transition from individual contributor to manager â–Ş Understand Management Competencies
- 17. MANAGE YOURSELVES â–Ş ManageYour Thoughts â–Ş Effective Managerial thinking: Ownership, Flexible, Open-Minded â–Ş Personalities Profile â–Ş Manage Your Time
- 18. MANAGE OTHERS  GoodRelations Listening, Appreciation, Recognition, Building Trust  Preserve Integrity Provides Feedback, Receiving Criticism  Free from Fear Delegation, Communication, Focus on Strengths
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- 25. PROGRAM PURPOSE  BuildingLeadership 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 LeadershipCapabilities  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 â–ŞSix Key Motivation Actions â–Ş Encouraging Team creativity â–Ş Empowering team through facilitation Sustaining Team Momentum â–Ş Implementing Four management styles â–Ş Reducing Team Conflict â–Ş Fostering Team Collaboration â–Ş
- 28. Pg. 20 RESOURCEFUL ONLINE INFORESEARCH â–Ş Search engine â–Ş Google, Dogpile, Stuble Upon â–Ş Expert â–Ş About, Answers, Linkedin, Wiki â–Ş Video â–Ş Youtube, TED, eHow â–Ş PowerPoint â–Ş Slideshare
- 29. TEAM PLANNING â–Ş Discovery,Dream, Design, Destiny â–Ş
- 30. Motivation Factors Achievement Recognition The Workitself Responsibility Advancement Growth
- 31. MANAGING TEAM PERFORMANCE TEAMPLANNING – 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 throughDoing 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 â–Ş WeeklyOne on One â–Ş What can we talk about? â–Ş 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
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- 37. PROGRAM PURPOSE  SettingManagement 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 CorporateCulture 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 BusinessAcumen 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 ofhigh performance in people
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- 43. CUSTOMERS Green Packard Park YardHotel PayPal Ebay Inc TE Connectivity First Solar Gleaneagle Hospital Pantai Hospital Dynacraft
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- 45. SOLUTIONS 360 Survey fromvarious parties Focus group interview Analysis of Data Performance Appraisal Deliver Training Coaching (2 X 6 months) 360 Survey Report Submission
- 46. CONSULTANCY â–Ş Talent Management â–ŞSuccession Planning â–Ş Leadership Development â–Ş Management Competencies â–Ş HR Driven Sustainability Growth Business â–Ş Team Development
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