6 GO steps of Inspirational Development with Mango!

Mikhail DAVYDOVMango! Consulting

LEADERSHIP

ESSENTIALS

FRAMEWORK

K-C PROGR

AM APPRO

ACH

ABOUT MANG

O!

We don't choose times, we can only solve how to live in those days which chose us…

John Tolkien

INSPIRATION is a HEART

INNOVATIONS are the BLOOD

REALITY are MUSCLES

INSPIRATION&

ATTENTION

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!

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

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

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

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

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

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

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

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

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

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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

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