positive leadership for people manager 4 phases june 2015
TRANSCRIPT
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POSITIVELEADERSHIP DEVELOPMENT FOR MANAGERS
Building Your FutureInvesting in Your Leaders
Positive
Strength
Appreciation
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ENGAGEMENTPRODUCTIVITYSUCCESSION
Positive Strength Appreciation
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MANAGEMENTDEVELOPMENT
▪ Junior Manager▪ Experienced
Manager
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THE DANGERS!MANAGEMENT THINKING AND TOOLSAre your managers using yesterday tools to manage today employees?
Generation Y Technology AdvancementInternetMarket Changes
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IMPACTS
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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
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THE DANGER OF INACTIONS▪ Employee Resign
▪ Bad reputation
▪ Low productivity
▪ Negative emotions
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POSITIVE LEADERSHIP BEHAVIORS
Develops TrustMotivates to Others Gives SupportiveProvides DirectionEmpowers Others
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HIGH PERFORMANCE LEADERSHIP MODEL
Developing Team
Sustaining Team Motivating Team
Building Personal Leadership capabilities
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LEADERSHIPDEVELOPMENTJUNIOR MANAGERSPHASE 1
Positive Strength Appreciation
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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
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1. Introduction
2. Leadership Background
Definition
Behaviors
Transition
3. Manage YourselfPersonal and Team Profile
Manage your time
Work Priorities
JUNIOR MANGER PROGRAM PHASE 1
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4. Build Trusting Relations Listening
Appreciation & Recognition
Share Knowledge
5. Manage without FearsFocus on Strengths
7 Steps to Delegation
3 Communication Styles
JUNIOR MANGER PROGRAM PHASE 1
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6. Team BondingTeam Cheers
What Do I Need from You
Know Your Colleague Personally
My Achievement
Your Strengths
JUNIOR MANGER PROGRAM PHASE 1
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LEADERSHIPDEVELOPMENTJUNIOR MANAGERSPHASE 2
Positive Strength Appreciation
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1. Introduction
2. Manage Yourself
Manage your thoughts
3 Management Thinking
Positive Behaviors
Positive Phrases
3. Preserve Integrity Constructive Feedback
JUNIOR MANGER PROGRAM PHASE 2
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Foreword Feedback
Receiving Criticism
4. Manage Performance
Motivate Your Employees
Performance Coaching
Personal Development Planning & Conversation
One on One Meeting
JUNIOR MANGER PROGRAM PHASE 2
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5. Managing Business
Customer Services
Facilitation
Manage Meeting
6. Team Bonding
Robotic Performance
Draw a Pictures
Show Your Appreciations
JUNIOR MANGER PROGRAM PHASE 2
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▪ Being recognized
Strengths
Appreciation
Care
HUMAN NEEDS
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KNOW YOUR PERSONALITY
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LEADERSHIPDEVELOPMENTPEOPLEMANAGERSPHASE 3
Positive Strength Appreciation
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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
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1. Introduction
2. Manage Yourself
Stress Management Critical Thinking
3. Managing OthersTeam Conflict
Development Coaching
Encouraging Team creativity
PEOPLE MANGER PROGRAM PHASE 3
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Brainstorming
Influence Others
4. Manage Business
Problem Solving
Challenge Work Process
Decision Making
PEOPLE MANGER PROGRAM PHASE 3
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LEADERSHIPDEVELOPMENTPEOPLEMANAGERSPHASE 4
Positive Strength Appreciation
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1. Introduction
2. Manage Yourself
Presentation Persuasion
3. Managing OthersImplementing Four management styles
Fostering Team Collaboration
Empowerment through facilitations
PEOPLE MANGER PROGRAM PHASE 3
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Develop Talents
STAR Training
4. Manage BusinessEvent CollaborationManaging ChangeBusiness Partnering
PEOPLE MANGER PROGRAM PHASE 3
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Brainstorming
Influence Others
4. Manage Business
Problem Solving
Challenge Work Process
Decision Making
PEOPLE MANGER PROGRAM PHASE 3
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TEAM PLANNING
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Motivation Factors
AchievementRecognition
The Work itselfResponsibilityAdvancement
Growth
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35
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
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FOLLOW UP
▪ Weekly One on One
▪ What can we talk about?
▪ Queerly Development Follow upQ4 Q1
Q2Q3
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LEADERSHIP STYLE: DIRECTING, COACHING, SUPPORTING, DELEGATING
1
2
34
1New to Role
Building Skill
Top of GameGetting Bored
Time for New Challenge
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IN ACTION
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BACKGROUNDLAURENCE YAP
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PORTFOLIO
Laurence Yap M.A(UM)Training and DevelopmentLeadership DevelopmentOrganization Development
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TRAINING: MALAYSIA, CHINA AND SINGAPORE