1.
POSITIVE
LEADERSHIP
DEVELOPMENT
FOR MANAGERS
Building Your Future
Investing in Your Leaders
Positive
Strength
Appreciation

2.
ENGAGEMENT
PRODUCTIVITY
SUCCESSION
Positive
Strength
Appreciation

3.
IMPACTS

4.
MANAGEMENT
THINKING AND
TOOLS
Generation Y
Fast Paced
Technology Advancement
Internet
Market Changes

5.
OPPORTUNITIES
▪ Talent Development
▪ Leadership Pipeline
▪ Business Continuity

6.
HIGH PERFORMANCE
LEADERSHIP MODEL
Developing Team
Sustaining Team Motivating Team
Building Personal
Leadership
capabilities

7.
LEADERSHIP
BEHAVIORS
Develops Trust
Motivates to Others
Shows Competent
Supportive
Provides Direction
Empowers Others

8.
DEVELOPS TRUST
▪ Inform people about most things
▪ Listens to people and communicates honestly
▪ Values commitment and sticks to them

9.
MOTIVATES OTHERS
▪ Is enthusiastic and positive
▪ People need encouragement
▪ Celebrate success and reward performances

10.
SHOWS COMPETENCE
▪ Ask for team feedback on his performance
▪ Role Model and leads by doing rather than
saying
▪ Ensure people have the resources they need
to improve performance

11.
SUPPORTIVE
▪ Take personal interest in team members and
offers practical help
▪ Tend to shoulder responsible and take charge
when things go wrong
▪ Expects people to get things done with help
and allow mistake

12.
PROVIDES DIRECTION
▪ Spell out clearly what people needs to
accomplish and why
▪ Give feedback about how well objectives are
being met
▪ Feels it is important for all team members to
understand the bigger picture

13.
EMPOWERS OTHERS
▪ Advises by guiding them to the answer
▪ Releases power and control others. Follow up
flexibly
▪ Give people resources and training to do
tasks

14.
LEADERSHIP
DEVELOPMENT
JUNIOR
MANAGERS
Positive
Strength
Appreciation

15.
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

16.
INTRODUCTION
▪ Definition and transition of People
Manager
▪ Leadership behaviors required for
effective management
▪ Transition from individual contributor to
manager
▪ Understand Management Competencies

17.
MANAGE YOURSELVES
▪ Manage Your Thoughts
▪ Effective Managerial thinking: Ownership,
Flexible, Open-Minded
▪ Personalities Profile
▪ Manage Your Time

18.
MANAGE OTHERS
 Good Relations
Listening, Appreciation, Recognition,
Building Trust
 Preserve Integrity
Provides Feedback, Receiving Criticism
 Free from Fear
Delegation, Communication,
Focus on Strengths

19.
▪ Being recognized
Strengths
Appreciation
Care
HUMAN NEEDS

20.
KNOW YOUR PERSONALITY

21.
LEADERSHIP
DEVELOPMENT
MIDDLE
MANAGERS
PHASE I
Positive
Strength
Appreciation

22.
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

23.
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

24.
MIDDLE MANAGER
Motivating Team
▪ Six Key Motivation Actions
▪ Encouraging Team creativity
▪ Empowering team through facilitation
Sustaining Team Momentum
▪ Implementing Four management styles
▪ Reducing Team Conflict
▪ Fostering Team Collaboration
▪

25.
Pg. 20
RESOURCEFUL
ONLINE INFO RESEARCH
▪ Search engine
▪ Google, Dogpile, Stuble Upon
▪ Expert
▪ About, Answers, Linkedin, Wiki
▪ Video
▪ Youtube, TED, eHow
▪ PowerPoint
▪ Slideshare

26.
TEAM PLANNING
▪ Discovery, Dream, Design, Destiny
▪

27.
Motivation Factors
Achievement
Recognition
The Work itself
Responsibility
Advancement
Growth

28.
MANAGING TEAM PERFORMANCE
TEAM PLANNING – DEPT. GOALS
▪
Tactics Outcome Champion Milestones Q1 Status Update
1. Rent 6 units 2XP Q2
2. 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 days
Once a month
Ali Dabier Complete 6
projects
3 events

29.
32
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

30.
FOLLOW UP
▪ Weekly One on One
▪ What can we talk about?
▪ Queerly Development Follow up
Q4 Q1
Q2Q3

31.
LEADERSHIP STYLE:
DIRECTING, COACHING,
SUPPORTING, DELEGATING
1
3
1New to Role
Building Skill
Top of Game
Getting Bored
Time for New
Challenge

32.
LEADERSHIP
DEVELOPMENT
SENIOR
MANAGERS
Positive
Strength
Appreciation

33.
PROGRAM PURPOSE
 Setting Management Culture for your
organization
 Growing Your Influence
 Getting Results through communication
 Strategy Planning Tools
 Sharpening Business Acumen
 Dealing with Management Team

34.
SENIOR MANAGERS
Management Culture
Positive
Strengths
Appreciation
Corporate Culture
Employee Engagement
Growing Your Influence
Influencing Tactics
Persuasion
Getting results through powerful
Communication
Delivering High-Impact Presentation
Questioning Skills
Conversation Techniques

35.
SENIOR MANAGER
Sharpening Business Acumen
Business Priorities
Business Sustainability Model
Managing Change
Putting Strategies Into Actions
Understanding Strategic Thinking
Applying Strategy Planning and Tools
Conducting Strategy Review
Dealing with Management Team
Supervisor
Management Team

36.
POSITIVE PSYCHOLOGY
Psychology of high performance
in people

37.
ORID

38.
CUSTOMERS
Green Packard
Park Yard Hotel
PayPal
Ebay Inc
TE Connectivity
First Solar
Gleaneagle Hospital
Pantai Hospital
Dynacraft

39.
VALUE ADD
SERVICES
EXECUTIVE COACHING
360 SURVEY

40.
SOLUTIONS
360 Survey from various parties
Focus group interview
Analysis of Data
Performance Appraisal
Deliver Training
Coaching (2 X 6 months)
360 Survey
Report Submission

41.
CONSULTANCY
▪ Talent Management
▪ Succession Planning
▪ Leadership Development
▪ Management Competencies
▪ HR Driven Sustainability
Growth Business
▪ Team Development

42.
DR YULIN
RAMESH
LAURENCE YAP