POSITIVELEADERSHIP DEVELOPMENT FOR MANAGERS

Building Your FutureInvesting in Your Leaders

Positive

Strength

Appreciation

ENGAGEMENTPRODUCTIVITYSUCCESSION

Positive Strength Appreciation

MANAGEMENTDEVELOPMENT

▪ Junior Manager▪ Experienced

Manager

THE DANGERS!MANAGEMENT THINKING AND TOOLSAre your managers using yesterday tools to manage today employees?

Generation Y Technology AdvancementInternetMarket Changes

IMPACTS

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

THE DANGER OF INACTIONS▪ Employee Resign

▪ Bad reputation

▪ Low productivity

▪ Negative emotions

POSITIVE LEADERSHIP BEHAVIORS

Develops TrustMotivates to Others Gives SupportiveProvides DirectionEmpowers Others

HIGH PERFORMANCE LEADERSHIP MODEL

Developing Team

Sustaining Team Motivating Team

Building Personal Leadership capabilities

LEADERSHIPDEVELOPMENTJUNIOR MANAGERSPHASE 1

Positive Strength Appreciation

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

1. Introduction

2. Leadership Background

Definition

Behaviors

Transition

3. Manage YourselfPersonal and Team Profile

Manage your time

Work Priorities

JUNIOR MANGER PROGRAM PHASE 1

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

6. Team BondingTeam Cheers

What Do I Need from You

Know Your Colleague Personally

My Achievement

Your Strengths

JUNIOR MANGER PROGRAM PHASE 1

LEADERSHIPDEVELOPMENTJUNIOR MANAGERSPHASE 2

Positive Strength Appreciation

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

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

5. Managing Business

Customer Services

Facilitation

Manage Meeting

6. Team Bonding

Robotic Performance

Draw a Pictures

Show Your Appreciations

JUNIOR MANGER PROGRAM PHASE 2

▪ Being recognized

Strengths

Appreciation

Care

HUMAN NEEDS

KNOW YOUR PERSONALITY

LEADERSHIPDEVELOPMENTPEOPLEMANAGERSPHASE 3

Positive Strength Appreciation

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

1. Introduction

2. Manage Yourself

Stress Management Critical Thinking

3. Managing OthersTeam Conflict

Development Coaching

Encouraging Team creativity

PEOPLE MANGER PROGRAM PHASE 3

Brainstorming

Influence Others

4. Manage Business

Problem Solving

Challenge Work Process

Decision Making

PEOPLE MANGER PROGRAM PHASE 3

LEADERSHIPDEVELOPMENTPEOPLEMANAGERSPHASE 4

Positive Strength Appreciation

1. Introduction

2. Manage Yourself

Presentation Persuasion

3. Managing OthersImplementing Four management styles

Fostering Team Collaboration

Empowerment through facilitations

PEOPLE MANGER PROGRAM PHASE 3

Develop Talents

STAR Training

4. Manage BusinessEvent CollaborationManaging ChangeBusiness Partnering

PEOPLE MANGER PROGRAM PHASE 3

Brainstorming

Influence Others

4. Manage Business

Problem Solving

Challenge Work Process

Decision Making

PEOPLE MANGER PROGRAM PHASE 3

TEAM PLANNING

Motivation Factors

AchievementRecognition

The Work itselfResponsibilityAdvancement

Growth

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

FOLLOW UP

▪ Weekly One on One

▪ What can we talk about?

▪ Queerly Development Follow upQ4 Q1

Q2Q3

LEADERSHIP STYLE: DIRECTING, COACHING, SUPPORTING, DELEGATING

1

2

34

1New to Role

Building Skill

Top of GameGetting Bored

Time for New Challenge

IN ACTION

BACKGROUNDLAURENCE YAP

PORTFOLIO

Laurence Yap M.A(UM)Training and DevelopmentLeadership DevelopmentOrganization Development

TRAINING: MALAYSIA, CHINA AND SINGAPORE