Why Leadership Development is so Important?
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The document outlines a comprehensive leadership development program aimed at enhancing managerial skills and fostering engagement, productivity, and succession planning. It highlights key competencies, coaching techniques, and practical applications, emphasizing emotional intelligence and positive management behaviors. Various phases of development, communication styles, motivation theories, and performance management are detailed, along with feedback and results from previous training sessions.
Why Leadership Development is so Important?
- 1. Positive Leadership Development for Managers Creating Your Future Leaders Today
- 3. LEADERSHIP STYLE WAS RESPONSIBLE FOR A MASSIVE 30% OF BOTTOM-LINE PROFIT Daniel Goleman's “Leadership That Gets Results”, a landmark 2000 Harvard Business Review study. Goleman did a three-year study with over 3,000 middle- level managers.
- 4. IMPACTS
- 5. FEATURES STRUCTURE COACHING MEASUREMENT COMMENTS ACHIEVEMENTS BACKGROUND Q&A
- 6. WHAT IS LACKING? A. Practical Applications 85% NPS B. Adult Learning 20 Minutes C. High Involvement 40% Talk D. Develop Team Spirit 20% Bond E. People Management Experience of Trainer 15 Years MNC
- 7. FEATURE Apply the Next Day Role Play Simple Explanation Training Effectiveness 85% A. Practical Skills
- 8. FEATURE 20 Min Change Pace Video, Music, Snack, Games, Discussion B. Adult Learning Interesting, Fun, Freedom to learn and movement
- 9. FEATURE Team Bonding for Team Support 20% Talk Time of Participants 40% C&D Team Spirit and Involvement
- 10. FEATURE Senior Manager of Training in Manufacturing for 15 years – FS, KMG, Pfizer, Carsem China, Singapore and Malaysia Practical Management Experience E. Management Experience
- 11. PEOPLE BASIC PRINCIPLES Focus on the situation, issue, or behavior, not on the person. Maintain the self-confidence and self-esteem of others. Maintain constructive relationships Take initiative to make things better. Lead by example. Think Big Picture
- 12. LEADERSHIP BEHAVIORS Be a role model Inspired a shared vision Challenge the process Empower people to act Encourage the heart
- 14. POSITIVE PSYCHOLOGY Psychology of high performance in people
- 15. Managing Yourselves Managing People Managing Business STRUCTURE
- 16. LEADERSHIP DEVELOPMENT PHASE 1-5 Self and People Management Communication Team Motivation Coaching and Performance Support Team Development
- 17. LEADERSHIP DEVELOPMENT PHASE 6-8 Emotional Intelligent Advanced Positive Management Business Acumen and Change Management
- 18. Phase 1 Phase 2 Phase 3 Phase 4 Focus Positive Management Communication Motivate Team Development Leadership Background Communication Styles and channels Three Mindsets Abundance, Growth and Positive Project Collaboration Manage your time, priorities and emails Presentation Self-Motivation Manage Meeting Basic Principle of Behaviors Delegation Personal and Team Stress Management Facilitate Discussion 6 Key ways to manage staff Feedback Influencing and Persuasion Manage Team
- 19. NB Phase 5 Phase 6 Phase 7 Phase 8 Focus Coaching and Performance Support Emotional Intelligence Advanced Positive Management Business Acumen And Change Management Preparation of Performance Management EQ Appreciative Leadership Business Processes 4 Ways to Manage Day to Day Performance Self Awareness Manage Your Boss Internal key processes 4 Levels of Performance Evaluation Self Regulation Managing Conflict Business Sustainability Growth Motivation Work Process Improvement Social Awareness Change Management
- 20. LEADERSHIP DEVELOPMENT PHASE 1-5 Self and People Management Communication Team Motivation Coaching and Performance Support Team Development
- 21. MODULE 1 POSITIVE MANAGEMENT ▪ Discover your role as a people manager ▪ Basic Leadership Background ▪ Basic Principle of People Management ▪ Manage Your Time and Work ▪ 5 Key ways to manage employees
- 22. AGENDA Part 3: Manage People Optimize their Strengths Know Them In Person Listen to their views Provides Feedback Appreciate and Recognize their efforts Part 1: Understand Leadership Definition of People Manager Leadership behaviors required for effective management Transition from individual contributor to manager Understand Management Competencies Part 2: Managing Yourself Manage Time Manage Priorities Manage Emails Basic Principles
- 23. MODULE 2 COMMUNICATION ▪ Discover four communication styles ▪ Develop four channels of communication ▪ Deliver effective presentation skills at meetings ▪ Apply Listening Skills ▪ Delegate responsibilities clearly to employees ▪ 5 Ways of feedback ▪ Four critical questions
- 24. AGENDA Part 2 Listening Listening Skills Part 3 Delegation Effectively and Clearly 8 Steps to Delegate Part 4 Feedback Feed Forward, Receiving Feedback, Giving positive feedback Giving Constructive Feedback, Asking for Feedback (to actually help you) Questioning Skills Part 1 Communication 4 Communication Styles Audio, Kinesthetic. Audi and Digital 4 Communication Channels Mindset, Body Language, Posture, Limbs, Gestures 6 Steps of Effective Communication 3 Keys Presentation at Meeting
- 25. MODULE 3 MOTIVATION By the end of this course, you will learn A. Manage your own motivation with Maslow Hierarchy B. Develop four productive mindsets C. Understand Your Motivation Styles D. Understand three motivation theories E. Motivate and engage your team with 4 drivers F. 5 Laws of Influencing Your Employees 26
- 26. AGENDA 2nd Day Part 2: Engage and Motivate Your Team 1. 3 Motivation Theories 2. Make them feel important Performance guidance Allocate Time Let them shine 3. Interesting Work Align to Strength Autonomy Mastery 4. Dynamic Team Teamwork and Learning Joyful Environment Encouragement 5. Contribution to organization Department Development Company Progress CSR 6. Your Action Plan and Presentation 1st Day Part 1: Self-Motivation and Mindsets 1. Eight Ways of Self-Motivation New Maslow Hierarchy 2. Motivation Mechanism Motive, Set Goals & Milestone Visualization, Efforts Support , Hurdles and Plateau Small Win, Encouragement, Success 3. Four Mindsets Abundance Growth Positive Strength Focused 4. Your Motivation Styles Achievement, Affiliation and Autonomy
- 27. • Define performance management • Preparation before performance management – career development, performance goals and Professional Development Plan • Learn how to managing performance by having one on one meeting, productive conversation and situational guidance ▪ Conduct performance review with even review half yearly performance review and annual performance appraisal MODULE 4 PERFORMANCE SUPPPRT AND COACHING
- 28. MODULE 4 COACHING & PERFORMANCE SUPPORT Second Day Section 2: Management of Employee Performance Part 1 One on One Meeting Part 2 Productive Conversation Part 3 Situational Guidance: Instructing, Coaching & Delegating Part 4 Performance Diagnosis Section 3: Evaluation of Performance Management Part 1 Event Driven Reviews part 2 Monthly Report Part 3 Half Yearly Performance Reviews Part 4 Annual Performance Reviews First Day Introduction Scope Leadership Roles Positive PM Three Mindsets Section 1: Preparation for Performance Management Part 1 Performance Goals Part 2 Career Development & Professional Development Plan of Employee Part 3 Handle of Performance by Manager
- 29. • Understand 5 keys of Building a Team • Develop a Harmonious Team • Discover Three Ways of Managing Team Performance ▪ Manage Team Collaboration ▪ Motivate and Engage Your Team MODULE 5 TEAM DEVELOPMENT
- 30. MODULE 5 TEAM DEVELOPMENT Day 2 Part 3 Manage Values and Behaviors of Team Part 4 Prevention of Team Conflict Section 3 Manage Team Performance Part 1 Manage Team Learning Part 2 Basic Facilitate Part 3 Facilitate Meeting Section 4 Develop an Effective Team Part 1 Collaboration Part 2 Mental Rehearsal Section 5 Engage and Motivate Your Team Part 1 Three Motivation Theories Part 2 Four Drivers of Motivation Part 3 Influence Your Team with Leadership Behaviors Day 1 Introduction Sharing Good Practices Section 1 Building Team Part 1 Know Your Team Part 2 Understand Team Personalities Part 3 Goals, Vision and Mission Part 4 Positive Culture Part 5 Understand Team Development Section 2 Be an Harmonious Team Part 1 Group Thinking Part 2 Provides Feedback
- 31. LEADERSHIP DEVELOPMENT PHASE 6-8 Emotional Intelligent Advanced Positive Management Business Acumen and Change Management
- 32. ▪ Aware of your brain functions, emotions, personalities and self-confidence ▪ Regulate emotional control, achievement drive, adaptability, integrity, initiative, innovation and learning ▪ Understand motivation of human needs and three mindsets ▪ Aware of the emotion of others through empathy, social responsibility and diversity ▪ Develop 7 aspects of social relationships MODULE 6 EMOTIONAL INTELLIGENCE
- 33. MODULE 6 EMOTIONAL INTELLIGENCE Second Day Part 4 Self Regulation 1. Brain Functions 2. Emotional Self-Control 3. Integrity 4. Achievement Drive 5. Learning Orientation 6. Initiative and Innovation 7. Adaptability Part 5 Awareness of Others 1.Empathy 2. Social Responsibilities 3. Organization Acumen 4. Appreciate Diversity First Day Part 1 Background of EQ 1. Emotion and EQ 2. The Impact of EQ in organization 3. Cultivating EQ Behaviors Part 2 Self Awareness 1. Know Yourselves 2. Accurate Assessment 3. Self-Confidence Part 3 Motivation 1. Human Needs
- 34. MODULE 7 ADVANCED PEOPLE MANAGEMENT ▪ Understand leadership behaviors ▪ Explore Six Ways to be an Appreciative Leader ▪ Manage Four Corporate Culture ▪ Handle Problems Proactively ▪ Manage Your Boss and Their Preferences ▪ Dealing Confidently with Senior Leaders
- 35. MODULE 7 ADVANCED PEOPLE MANAGEMENT Day 2 Part 2 Diagnose and Develop Leadership Skills Section 3 Handle Problems Get the Facts Weight and Decide Take Action Words and Emotions Check Results The power of words Section 4 Manage Your Boss Part 1 Communication Styles of Your Manager Part 2 Personality Profiling of Your Managers Part 3 Six Ways to manage your boss Part 4 Seven Types of Managers Section 5 Manage Senior Leadership Part 1 Dealing With Senior Leadership Part 2 Stakeholder Management Introduction Section 1 Appreciative Leadership Part 1 Value Their Contribution Part 2 Be Clear of How They Can Contribute Part 3 Gives People A Sense of Belonging Part 4 Provides people with a sense of direction. Part 5 Expect People to Have High Integrity Part 6 Create a Strength focused environment Section 2 Manage Four Corporate Cultures Part 1 Diagnose and Manage Your Culture
- 36. MODULE 8 BUSINESS ACUMEN AND CHANGE MANAGEMENT ▪ Understand leadership behaviors ▪ Explore Six Ways to be an Appreciative Leader ▪ Manage Four Corporate Culture ▪ Handle Problems Proactively ▪ Manage Your Boss and Their Preferences ▪ Dealing Confidently with Senior Leaders
- 37. PHASE 8 BUSINESS ACUMEN AND CHANGE MANAGEMENT First Day Part 1 Big Picture A. Business Acumen B. Sustainability and Growth C. Strategy Planning D. SWOT & SOAR Second Day Part 2 Change Management A. Performance Diagnosis B. Managing Waste C Change Models Part 3 Innovation A. Work Process Improvement B. Problem Solving & Appreciative solution C. Execute Ideas
- 38. THE DANGERS! MANAGEMENT THINKING AND TOOLS 1980 OR 2020? Are your managers using yesterday tools to manage today employees? Generation Y Technology Advancement Internet Market Changes
- 39. THE DANGER OF INACTIONS ▪ Employee Resign ▪ Bad reputation ▪ Low productivity ▪ Negative emotions
- 46. PAYPAL SENIOR MANAGERS (CHINA) ▪ Laurence has the substantial experiences in Learning & Organization Development area. Laurence's facilitation skills in Leadership Development programs impressed me the most. He is also good at social network building... I believe Laurence is a great facilitator, executive coach and OD expert. ▪ Norman Song, Sr Manager L&OD EBay
- 47. PAYPAL HR BUSINESS PARTNER (MY) ▪ Laurence Yap has a natural flair and genuine interest in helping employees and friends alike to gain new skills in raising the bar of their level of competencies. His energy and passion are admirable, and participants in his training and facilitation find him impressive. Some of his expertise are :- A. Great interactions with all levels of employees B. Excellent results and feedback from people managers of all levels C. Leadership feedback and value added function D. Good networking skills E. OD and talent management competencies F. Sharp business acumen Overall a great asset to the company and proactive team-player. ▪ Steve Teoh PayPal HRBP
- 48. MANAGEMENT TRAINING RESULTS 1. Training Effectiveness 96% and above (Global records) 2. XFAB 94% (See appendix A for detail) 3. Hotel Equatorial 90% 4. Kontra Pharmaceutical 86% 5. ParkYard Hotel 4 Years of Continuous Development
- 49. LEVEL 3 FEEDBACK ▪ PayPal Director “ What have you done to my managers? They have started to communicate to people systematically.” • GM Park Yard Hotel (5 Star Hotel) “ I have seen the supervisors managed the team better. You have helped me bonded them greatly. For the last three years, only few have left the team.”
- 50. INDIVIDUAL PROGRAMS ▪ Training Delivery ▪ Facilitation and Meeting Skills ▪ Talent Management ▪ Organization Development ▪ Presentation Skills ▪ Communication Skills ▪ Interpersonal Skills
- 56. TRAINING: MALAYSIA, CHINA AND SINGAPORE