LEADERSHIP DEVELOPMENT FOR MANAGERS

Building Your FutureInvesting in Your Leaders

Positive

Strength

Appreciation

ENGAGEMENTPRODUCTIVITYSUCCESSION

Positive Strength Appreciation

IMPACTS

MANAGEMENT THINKING AND TOOLSGeneration YFast PacedTechnology AdvancementInternetMarket Changes

OPPORTUNITIESTalent DevelopmentLeadership PipelineBusiness Continuity

HIGH PERFORMANCE LEADERSHIP MODEL

Developing Team

Sustaining Team Motivating Team

Building Personal Leadership capabilities

LEADERSHIPDEVELOPMENTJUNIOR MANAGERS

Positive Strength Appreciation

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

INTRODUCTION▪ Definition and transition of People

Manager

▪ Leadership behaviors required for effective management

▪ Transition from individual contributor to manager

▪ Understand Management Competencies

MANAGE YOURSELVES

▪ Manage Your Thoughts

▪ Effective Managerial thinking: Ownership, Flexible, Open-Minded

▪ Personalities Profile

▪ Manage Your Time

MANAGE OTHERS Good Relations

Listening, Appreciation, Recognition, Building Trust Preserve Integrity Provides Feedback, Receiving Criticism Free from Fear Delegation, Communication, Focus on Strengths

▪ Being recognized

Strengths

Appreciation

Care

HUMAN NEEDS

KNOW YOUR PERSONALITY

LEADERSHIPDEVELOPMENTMIDDLEMANAGERS

Positive Strength Appreciation

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

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

MIDDLE MANAGER

Motivating Team ▪ Five Key Motivation Actions ▪ Encouraging Team creativity▪ Empowering team through facilitation

Sustaining Team Momentum ▪ Implementing Four management styles▪ Reducing Team Conflict▪ Fostering Team Collaboration

▪

Pg. 20

RESOURCEFULONLINE INFO RESEARCH

▪ Search engine ▪ Google, Dogpile, Stuble Upon

▪ Expert▪ About, Answers, Linkedin, Wiki

▪ Video▪ Youtube, TED, eHow

▪ PowerPoint▪ Slideshare

TEAM PLANNING▪ Discovery, Dream, Design, Destiny

▪

Motivation Factors

AchievementRecognition

The Work itselfResponsibilityAdvancement

Growth

MANAGING TEAM PERFORMANCETEAM PLANNING – DEPT. GOALS

▪

Tactics Outcome Champion Milestones Q1 Status Update

1. Rent 6 units 2XP Q22. 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 daysOnce 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 upQ4 Q1

Q2Q3

LEADERSHIP STYLE: DIRECTING, COACHING, SUPPORTING, DELEGATING

1

2

34

1New to Role

Building Skill

Top of GameGetting Bored

Time for New Challenge

LEADERSHIPDEVELOPMENTSENIORMANAGERS

Positive Strength Appreciation

PROGRAM PURPOSE Setting Management Culture for your

organization Growing Your Influence and communication

effectiveness Developing Your Strategy and Business

Acumen Dealing with Management Team

SENIOR MANAGERS

Management CulturePositive, Strengths and AppreciationCorporate Culture Employee Engagement

Growing Your InfluenceInfluencing Tactics Persuasion Getting results through powerfulCommunicationDelivering High-Impact PresentationQuestioning SkillsConversation Techniques

SENIOR MANAGER

Sharpening Business Acumen Business PrioritiesBusiness Sustainability Model Managing Change

Putting Strategies Into Actions Understanding Strategic Thinking Applying Strategy Planning and Tools Conducting Strategy Review

Dealing with Management TeamSupervisorManagement Team

POSITIVE PSYCHOLOGYPsychology of high performance in people

ORID

VISUAL AIDS PRINCIPLE

VALUE ADD SERVICESEXECUTIVE COACHING360 SURVEY

SOLUTIONS360 Survey from various partiesFocus group interviewAnalysis of DataPerformance AppraisalDeliver TrainingCoaching (2 X 6 months)360 SurveyReport Submission

DR YULINRAMESHLAURENCE YAP

LEADERSHIP DEVELOPMENT FOR MANAGERS