Download - Mango approach 1 kc_eng
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6 GO steps of Inspirational Development with Mango!
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Mikhail DAVYDOVMango! Consulting
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LEADERSHIP
ESSENTIALS
FRAMEWORK
K-C PROGR
AM APPRO
ACH
ABOUT MANG
O!
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We don't choose times, we can only solve how to live in those days which chose us…
John Tolkien
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INSPIRATION is a HEART
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INNOVATIONS are the BLOOD
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REALITY are MUSCLES
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INSPIRATION&
ATTENTION
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PRE-NSPIRE
INSPIRATIONA
L TRAININGMTG CALL
MTG LAB
SCORE!
1 w
4-5 w
4-5 w
1 wIDP 4-8 w
6 GO steps of Inspirational Development with Mango!
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1. PRE-INSPIRE
WHAT: Inspirational pre-letter from trainer with Quiz, Case or Test
WHY: To tease, raise curiosity and check current level of competence
WHEN: 1 week before session
WHO: The program trainer
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2. INSPIRATIONAL
TRAINING
WHAT: Inspirational program with Galaxy at start and Smart Plan 2X2 at the end
WHY: To wake up wish and courage developing appropriate
skills in inspirational manner
WHEN: As planned in schedule
WHO: The program trainer
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3. MIND THE GAP CALL
WHAT: Individual call
WHY: To check % of the goals achievement, to know about current issues the trainer will bring up during MTG Lab
WHEN: 4-5 weeks after session
WHO: The program administrator
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4. MIND THE GAP LAB
WHAT: LYNC session with participants
WHY: To check % of the goals achievement, get evidences, discuss issues and further steps and… inspire people to do their best!
WHEN: 4-5 weeks after session
WHO: The program trainer
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5. SCORE!
WHAT: Progress report on competence level development. Based on Smart plan and comparison results before versus found at MTG Lab
WHY: To see a value and plan further development
WHEN: 1 week after MTG Lab
WHO: The program trainer
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6. IDP
WHAT: Review of employee progress and IDP adjustments
WHY: To ensure constant skills improvement, praise and
direct
WHEN: Depending on internal K-C process
WHO: Employee manager and HR
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PRE-INSPIRE•Pre-letter•Pre-test
INSPIRATIONAL TRAINING• Galaxy based on Pre-Test
• Post-test• 2 SMART Goals
MIND-THE-GAP CALL•Review of 2 SMART Goals progress
MIND-THE-GAP LAB!•Post-test 2•Final review of 2 SMART Goals
SCORE•Report on progress
INDIVIDUAL DEVELOPMENT PLANS•Managers to assess further development based on report
PROGRESS Pipeline
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How we assess PROGRESS?
TESTS% ratio before training| 2 months after training
OBJECTIVES% ratio in progress in 1 month| 2 months after training
OBJECTIVESParticipants examples on real changes in their practice during 2 months after training
MANAGERReview of behavior changes in accordance with IDP and progress report
Tests and Objectives developed and set in accordance with One K-C Behaviors competences
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Programs Competences
Test result:Before training |After training | After 2 months |
Objective progress:After 1 month |After 2 months (with examples) |
Presentation as an Art
CommunicationInfluence
D2D: Communication
Communication
7
Influencing Skills
Leveraging diversityImpactInfluence
Series1
Series1
Series1
Series1
Series1
Series1
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Programs • Presentation as an Art• D2D: Communication• Influencing Skills
• Right Decisions• Opportimity
• Mojo: Inspirational Leadership• Leadership Essentials• Prime: Project Management
• Transition to Success
• Transition to Success• D2D: Communication• Influencing Skills
• Mojo: Inspirational Leadership• Leadership Essentials
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Leadership EssentialsDAY 1 Situational Leadership concept DAY 2 Coaching and Performance
Management Who is a Leader?
CI Leader concept
Leadership Cycle
3 principles of Situational Leadership
Development Level assessment
Leadership Styles
Reality – how to manage in time limit situations
Coaching for Improvement K-C Performance Management System
Setting Performance Expectations