LEADERSHIP MILESTONE PROGRAMME Lead Self

Transcription

1 LEADERSHIP MILESTONE PROGRAMME Lead Self

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 LEAD SELF? Individual contributors who display the potential to lead people in the Social Service Sector, but currently lacks leadership experience. 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: Develop Self Module 2: Support Team Effectiveness Module 3: Support Achievement of Results Module 4: Support Organisation Vision and Values 1. Apply selfregulation techniques to manage stress at the work place 2. Demonstrate approachabilit y in interacting with others 3. Demonstrate compassion/e mpathy in interacting with others 1. Explain team development and dysfunctions of a team 2. Apply effective communicati on techniques to support team effectiveness 3. Apply useful feedback techniques to support team effectiveness 1. Apply techniques to build client focus approach in your work 2. Apply 4-phases of decisionmaking framework to generate solution to problems 1. Use techniques for innovation to achieve organizational goals 2. Demonstrate readiness to accept changes within an organization 3. Apply techniques to align personal values with organizational values Action Learning Projects (ALPs) 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. Participants supervisors and colleagues are strongly encouraged to participate in their 360 Degree Feedback Exercise to provide them targeted input for their development planning.

4 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 Self M1: Apr 2017 (thu-fri) M1: Oct 2017 (thu-fri) M2: May 2017 (thu-fri) M2: Nov 2017 (mon-tue) M3: Jul 2017 (mon-tue) M3: 8-9 Jan 2018 (mon-tue) M4: Aug 2017 (thu-fri) M4: 1-2 Feb 2018 (thu-fri) Closing Date: 17 Mar 2017 Closing date: 25 Aug 2017 FEES Programme Fee (Before Funding) Excludes GST Includes GST $4, $4, 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. Irene Chia Irene Chia has more than 15 years in Organisational Development (OD) experience. Her focus is on leadership and team development; change management; and organisational learning. Her interventions aim at addressing attitudes, beliefs, values and systemic structure to bring out the potential in individuals and organisations, helping them to thrive in evolving landscapes. Irene also designs and facilitates programmes on coaching and mentoring for senior and middle managers. She volunteers as a Mentor with the University of Southern Queensland, Strengths Coach with Kansas University and an International Specialist Volunteer with the Singapore International Foundation where she assessed facilitation skills of lecturers of University of Hanoi. She was elected as the Deputy Chairman of the Advisory Board of Myanmar Business Answers and Opportunities Now, a not-for-profit organisation seeking to alleviate poverty through business start-ups. Prior to her consultancy career, Irene had led multiple teams in social and community development, policy-making and business development. She leads a team of facilitators with diverse training expertise. As an OD practitioner, her passion is in bringing out the best in individuals to leverage the link between human capital and positive business outcomes.