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
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
25. 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
26. 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
27. 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
▪
28. Pg. 20
RESOURCEFUL
ONLINE INFO RESEARCH
▪ Search engine
▪ Google, Dogpile, Stuble Upon
▪ Expert
▪ About, Answers, Linkedin, Wiki
▪ Video
▪ Youtube, TED, eHow
▪ PowerPoint
▪ Slideshare
31. 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
32. 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
33. FOLLOW UP
▪ Weekly One on One
▪ What can we talk about?
▪ Queerly Development Follow up
Q4 Q1
Q2Q3
37. 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
39. 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
45. 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
46. CONSULTANCY
▪ Talent Management
▪ Succession Planning
▪ Leadership Development
▪ Management Competencies
▪ HR Driven Sustainability
Growth Business
▪ Team Development
