LEADERSHIP MILESTONE PROGRAMME Lead People

Transcription

1 LEADERSHIP MILESTONE PROGRAMME Lead People

2 OVERVIEW The Leadership Milestone Programme is a leadership development initiative led by NCSS to upscale leadership capabilities within the social service sector. The aims of this leadership programme are to professionalize the social service sector and build up the leadership capabilities of social service professionals to prepare them to take on leadership roles in their respective Social Service Organisations. Lead Self, Lead People and Lead Managers are part of the Leadership Milestone Programme, designed with pre and post activities targeted at leaders at every stage of their career. WHO SHOULD ATTEND? First-time managers and supervisors who are responsible for leading and motivating people, and have the potential to lead teams. Note: It is advisable for those who have attended the Leadership Milestone Programme - Lead Self to attend Leadership Milestone Programme - Lead People at least 3 years later. PROGRAMME STRUCTURE Pre-Programme Participants will be assessed by ADEPT-15 and 360 degree feedback to identify current strengths and areas of developments so as to provide inputs to enable them to understand how their personalities can impact their effectiveness as a leader.

3 Training Modules Participants can expect an experiential leadership learning journey in these 8-days training modules. Module 1: Manage Self Module 2: Manage Team Effectiveness Module 3: Manage Achievement of Results Module 4: Manage Vision and Values 1. Outline a development plan from strengths and weaknesses identified 2. Guide team members to identify strengths and weaknesses through feedback 3. Apply tips to help the team develop resilience in stressful situations 1. Develop the characteristics of an effective team in own team 2. Relate IBR approach to conflict management to resolve conflict at work 3. Select influencing styles to get buy-in in work situations 4. Develop delegation plans for team 4. Demonstrate people leadership in 5. Demonstrate leading teams use of coaching model and techniques Action Learning Projects (ALPs) 1. Outline specific actions to improve client focus in your team 2. Identify ways to strengthen networking at work 3. Determine the approach to effective group decision making 1. Relate strategic agility skills to manage implementatio n of organisation s strategy 2. Outline ways to align team with organizational values 3. Select strategies to foster innovation in your team 4. Analyze the process of managing change to meet strategic objectives Action Learning Projects (ALPs) are designed for participants to facilitate real-time, real-work opportunities to construct their learning in relation to their organisations' needs. Post-Programme There will be an evaluation of the participants' development growth through a 360-degree exercise upon the completion of the training modules, and to fine-tune and apply the leadership competencies in their work context. Two one-to-one coaching sessions of one hour will be conducted to coach and guide the participants in their development planning. Participants will be required to undergo (i) self-assessment through Adept-15 personality assessment and (ii) performance assessment done through 360 degree feedback exercises.

4 Participants supervisors and colleagues are strongly encouraged to participate in their 360 Degree Feedback Exercise to provide them targeted input for their development planning. Assessments Written Report Participants are required to complete a written report as a homework assignment on their ability to facilitate vision and values at work, with detailed examples of their work behaviour. All situations need to refer to experiences that took place in the workplace. The report needs to be sent to the assessor in digital form within two weeks after the classroom session on Facilitate Achievement of Results. The participants must demonstrate competency in the written report to be deemed competent for this module. Action Learning Project Participants are required to undertake a 20-minute presentation (and 10-minute Q&A following) on the Action Learning Project (ALP) highlighting how they incorporated or will be incorporating learnings from this workshop to their situations in the workplace. This assessment activity is to be conducted as a group exercise. Assessment Duration Assessment Methods Assessment Method 1 Duration Submitted within 2 weeks from completion of training Written Report Assessment Method 2 Action Learning Project (ALP) Total Duration 3 hours for ALP presentation (20 mins per group + 10 mins Q&A) Written report due two weeks from last session of Facilitate Vision and Values; ALP presentation on second day of Facilitate Vision and Values

5 ENROLMENT Run 1 Run 2 Lead People M1: May 2017 (thu-fri) M2: Jul 2017 (mon-tue) M3: Aug 2017 (mon-tue) M4: Sep 2017 (thu-fri) M1: Sep 2017 (mon-tue) M2: Oct 2017 (thu-fri) M3: Nov 2017 (mon-tue) M4: Jan 2018 (thu-fri) Closing date: 7 Apr 2017 Closing date: 4 Aug 2017 FEES Programme Fee (Before Funding) Excludes GST Includes GST $5, $5, Remarks: Fee is pending funding approval from VCF, please check for updates on the programme registration page here. Upon approval, VCF training grant is applicable for registered charities and IPCs. Please refer to to check your eligibility.

6 TRAINERS PROFILE Marcus Yap Marcus Yap is a Senior Consultant with Aon Hewitt and is responsible for developing our leadership solutions in Singapore and is part of our Leadership Assessment & Solutions community practice. Prior to this, Marcus was with Development Dimensions International (DDI). He has extensive experience in a range of client advisory and delivery projects, particularly in the areas of talent management and leadership development for organizations. His client experiences have been in both multinational and local client organizations, spanning various industries and countries across Asia. His experience includes advising clients on objective approaches for different selection, development and talent management scenarios for various organizational levels. These include frontline and middle management development, designing assessment programs from individual contributors to senior-level executives and delivering development-focused feedback for managers and professionals. Marcus also has considerable experience conducting training for client organizations in HR applications such as interviewing skills and accreditation in psychometric tools. Besides delivering presentations to senior-level audiences, he has also had speaking engagements at HR industry conferences and seminars. Marcus receives a Masters of Organizational Psychology from Curtin University (Australia), and a Bachelor of Science (Honors in Psychology) from The University of Western Australia. Francis Gomes Francis Gomes is a seasoned HR Leader, coach, trainer, and facilitator, Francis has more than 25 years of HR and OD experience, leading, managing & developing human capital and supporting change initiatives in partnership with executive management. He has led several strategic initiatives ranging from Talent Management and Performance Management to Strategy Development and Mergers & Acquisition (M&A) integration exercises in the South East Asia. His management exposure spanned organizations from the public and private sectors. During the course of his career, he has conducted training and workshops for adult audiences ranging from supervisors, middle and senior managers and whole management teams (general managers, managing directors and regional managing directors/ceos) from around the region: Indonesia, Malaysia, Singapore, Thailand, Philippines and Vietnam. With over twenty years of training/facilitating experience, coupled with his management experience and hands-on understanding of the challenges of management in the corporate world, Francis is able to engage his audiences, stimulate meaningful and lively discussions, punctuated with practical examples.