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