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IPDC Training - Coaching & Mentoring Program

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IPDC Training Institute
IPDC Training Institute

IPDC has been facilitating a considerably numbers of public trainings and in-house training programs in Performance Management and Appraisal Skills for the last 15 years

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IPDC Training - Coaching & Mentoring Program
Table of Content 1. IPDC Experiences in similar Training 3 2. General Approach & Methodology 10 3. Program Agenda 15 4. Program Facilitator / Consultant 24 5. Fees 31 SECTION PAGE 2
IPDC Training - Coaching & Mentoring Program
Our Experience FACT SINCE 2000 We are one of the leading training institution in Indonesia serving Oil & Gas Industry and Multi Industries. 4
FACT SINCE 2000 We are one of the leading training institution in Indonesia serving Oil & Gas Industry and Multi Industries. Our Experience 5
Training Categories We Offer 1. Oil & Gas Industry Knowledge and Practice 2. AFE, POD & WP&B 3. PTK 007 4. PSC Accounting & Financial Aspects. 5. Tax Management in Oil & Gas 6. Communication & Interpersonal Skills 7. Workplace & Professional Enhancement Skills 8. Professional Skills for Secretaries & Admin Staff 9. Strategic Thinking, Planning & Change Management 10. Human Resources & People Management 11. Leadership Development 12. Document Management, Administration & Modern Office 13. Management of Training 14. Supply Chain in Management in Oil & Gas 15. Pre-retirement (Purnabhakti) 16. Project Management & Project Planning in Oil & Gas Industry Our Experience Our Trainers / Consultants We currently have 100 Associated Trainers/ Consultants Our Trainers and Consultants are seasoned, Industry-tested professionals. They’ve gained for more than 20 years of professional experience coming from international and national firms, and they’ve been senior-level executives or directors in businesses. 6
IPDC Training - Coaching & Mentoring Program
Approach & Methodology Evaluation Tools Description Specific Tools Pre and Post- Assessment • Identify participants current competencies and areas of improvement Various Pre and Post Assessments Overall Training Evaluation • Assess the level of learning that is being achieved throughout the program • The reaction of the participants and their thoughts, knowledge and behavior about the training • Kirkpatrick's Four-Level Training Evaluation Model • IPDC’s exclusively designed Evaluations Form (if required) Training Effectiveness Evaluation 8
Upon completion of the Training (All sessions of Training, Post Assessment, Evaluation and Observation), IPDC shall submit the following Reports in form of Hardcopy and Softcopy: Approach & Methodology • Report of Program Process and Result (Individual and The Class) • All survey and evaluation result of the program Report 9
As part of training delivery, IPDC shall submit the following items: • Training material/ tool kit for all participants. • Certificates of Achievement for all participants. • Program documentation (In- Class session) and video recording. Approach & Methodology Deliverable 10
IPDC Training - Coaching & Mentoring Program
In performing Coaching and FGD session, IPDC deploys a combined coaching model or framework developed by Sir John Whitmore, the GROW Coaching Model, and our In-house developed model based on our vast experience, AIA Coaching Model (Awareness, Insight, Action) in assisting many corporations here in Indonesia to coach staff, managers and executives to achieve maximum performance. Coaching Sessions The framework provides a way of structuring coaching sessions to ensure a balanced discussion between the coach and the coachee. IPDC Mentoring & Coaching Model Program Agenda 12
We strongly believe that a good coaching models should address how individual factors such as knowledge, attitudes, beliefs, prior experience, and personality influence behavioral choices are transformed in a better way. The following is GROW Coaching Model combined with AIA Coaching Model ©developed by IPDC. The AIA model is also represents Focus, Action Oriented, Solution and Time effectiveness (FAST) Goal Wrap- up Reality Option ACTION © Copyrights 2008 @ IPDC ConsultingMany qestionaires, surveys and tools shall be deployed during th sessions IPDC Mentoring & Coaching Model 13 Program Agenda
14 Directive approaches to management, whilst ensuring that a task is executed, do little to help people to develop a sense of how best to do things for themselves. Coaching helps people to use their own resources to solve problems, make decisions, develop their skills, determine the best methods of working and become more creative and productive. This intensive and highly interactive course is designed to help you to develop the skills of coaching excellence. It will lead you through every stage of the coaching process, from setting up the coaching agreement (whether formal or informal) to help you to develop your staff members to become self-sufficient. As they learn to think more for themselves and work with reduced supervision, so they make better use of their time and free up more of yours, with obvious benefits for the entire team. The course is designed for those in supervisory, team leader or management positions who want to get more from their staff and invest in their longer-term future. Program Agenda
15 The program objectives are … Upon completion of training, the participants are expected to be able to: • Get familiar with and aligned to the emerging business situation • Understand why ‘coaching and counseling’ are required to develop people potential • Improve to become effective coach and mentor for their staff • Understand the multidimensional consultative balance to act as an effective counselor • Learn the process of effective coaching and mentoring • Contribute to the company in creating a partnering habit for business sustainability • Identify different individual communication styles and others and the ability to deal with different communication styles • Implement coaching, counseling and mentoring process in the organization to improve performance Program Agenda
16 DAY ONE Coaching & Mentoring Time Sessions Discussion 07.45 – 08.00 Opening Sessions, Training Ground Rules and Safety Orientation 08.00 – 10.30 Establishing the Coaching Relationship • Distinguishing between coaching, mentoring and counselling • What is coaching and when is it appropriate to coach? • Benefits of coaching to both coach and coachee • Developing the qualities of an effective coach • Ethical and professional guidelines in coaching • Professional conduct; Conflicts of interest; Confidentiality and privacy 10.30 – 10.45 Coffee Break 10.45 – 12.00 Coaching Models and Application • A model for powerful questioning • Coaching models • Problem and need • The GROW model – a structure for effective coaching PRACTICE: (Peer-to-peer coaching session using a coaching model) 12.00 – 13.00 Lunch Break and Prayer Time Program Agenda
17 Time Session Discussion 13.00 – 15.00 Skills For Effective Coaching • Direct communication • Language and influence; Positive versus negative language • Non-verbal communication in coaching • ‘Reading’ people to enhance communication • Understanding visual, auditory and kinaesthetic preferences • Providing Feedback • Phases of Coaching • Preparation, Negotiation, Enabling, Feedback, Deaing with Obstacle, Follow Up 15.00 – 15.30 COFFEE BREAK 15.30 – 17.00 Role Plays and Group Discussion DAY ONE Coaching & Mentoring Program Agenda
18 DAY TWO Coaching & Mentoring Time Sessions Discussion 08.00 – 10.30 Increasing Performance through Coaching [Part 1] • Planning and goal setting •The power of goal setting; SMART goals • Creating a realistic and stretching plan • Coaching for better time management and productivity • The Covey time matrix Practice and Role Plays 10.30 – 10.45 Coffee Break 10.45 – 12.00 Increasing Performance through Coaching [Part 2] • Coaching underperformers to high potential • Coaching and succession planning • Sustaining trust when you confront poor performance • Emotional intelligence and coaching 12.00 – 13.00 Lunch Break and Prayer Time Program Agenda
19 Time Session Discussion 13.00 – 15.00 15.00 – 15.30 COFFEE BREAK 15.30 – 17.00 • Action planning • Next steps • Application in the workplace • Developing your experience as a workplace coach • Review, evaluation and close DAY TWO Coaching & Mentoring Practice & Role Plays Program Agenda
IPDC Training - Coaching & Mentoring Program
Engagement Leader Coaching and Mentoring Bun Sucento, MBA. M.Mgt (Managing Director – IPDC) Proposed Training Facilitator Facilitator(s) Training Facilitator 21 Option # 1 Option # 2
IPDC Training - Coaching & Mentoring Program
Training Fees Based on our understanding and scope of work analysis, the following are our professional fees Program Duration Fees (IDR) – Total Max. Number of Participants in One Class Coaching & Mentoring 2 Days The above quoted price described the following are included: • Professional facilitators • Development and Reproduction of Course Manual • Pre-Test and Post Test • Training Kit for all participants • Completion Certificates for all participants • Report of Activities and Assessment • Excusive Souvenir for Participants The quotation is excluded VAT 10% and training venue, but included PPh Service 23
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IPDC Training - Coaching & Mentoring Program

  • 2. Table of Content 1. IPDC Experiences in similar Training 3 2. General Approach & Methodology 10 3. Program Agenda 15 4. Program Facilitator / Consultant 24 5. Fees 31 SECTION PAGE 2
  • 4. Our Experience FACT SINCE 2000 We are one of the leading training institution in Indonesia serving Oil & Gas Industry and Multi Industries. 4
  • 5. FACT SINCE 2000 We are one of the leading training institution in Indonesia serving Oil & Gas Industry and Multi Industries. Our Experience 5
  • 6. Training Categories We Offer 1. Oil & Gas Industry Knowledge and Practice 2. AFE, POD & WP&B 3. PTK 007 4. PSC Accounting & Financial Aspects. 5. Tax Management in Oil & Gas 6. Communication & Interpersonal Skills 7. Workplace & Professional Enhancement Skills 8. Professional Skills for Secretaries & Admin Staff 9. Strategic Thinking, Planning & Change Management 10. Human Resources & People Management 11. Leadership Development 12. Document Management, Administration & Modern Office 13. Management of Training 14. Supply Chain in Management in Oil & Gas 15. Pre-retirement (Purnabhakti) 16. Project Management & Project Planning in Oil & Gas Industry Our Experience Our Trainers / Consultants We currently have 100 Associated Trainers/ Consultants Our Trainers and Consultants are seasoned, Industry-tested professionals. They’ve gained for more than 20 years of professional experience coming from international and national firms, and they’ve been senior-level executives or directors in businesses. 6
  • 8. Approach & Methodology Evaluation Tools Description Specific Tools Pre and Post- Assessment • Identify participants current competencies and areas of improvement Various Pre and Post Assessments Overall Training Evaluation • Assess the level of learning that is being achieved throughout the program • The reaction of the participants and their thoughts, knowledge and behavior about the training • Kirkpatrick's Four-Level Training Evaluation Model • IPDC’s exclusively designed Evaluations Form (if required) Training Effectiveness Evaluation 8
  • 9. Upon completion of the Training (All sessions of Training, Post Assessment, Evaluation and Observation), IPDC shall submit the following Reports in form of Hardcopy and Softcopy: Approach & Methodology • Report of Program Process and Result (Individual and The Class) • All survey and evaluation result of the program Report 9
  • 10. As part of training delivery, IPDC shall submit the following items: • Training material/ tool kit for all participants. • Certificates of Achievement for all participants. • Program documentation (In- Class session) and video recording. Approach & Methodology Deliverable 10
  • 12. In performing Coaching and FGD session, IPDC deploys a combined coaching model or framework developed by Sir John Whitmore, the GROW Coaching Model, and our In-house developed model based on our vast experience, AIA Coaching Model (Awareness, Insight, Action) in assisting many corporations here in Indonesia to coach staff, managers and executives to achieve maximum performance. Coaching Sessions The framework provides a way of structuring coaching sessions to ensure a balanced discussion between the coach and the coachee. IPDC Mentoring & Coaching Model Program Agenda 12
  • 13. We strongly believe that a good coaching models should address how individual factors such as knowledge, attitudes, beliefs, prior experience, and personality influence behavioral choices are transformed in a better way. The following is GROW Coaching Model combined with AIA Coaching Model ©developed by IPDC. The AIA model is also represents Focus, Action Oriented, Solution and Time effectiveness (FAST) Goal Wrap- up Reality Option ACTION © Copyrights 2008 @ IPDC ConsultingMany qestionaires, surveys and tools shall be deployed during th sessions IPDC Mentoring & Coaching Model 13 Program Agenda
  • 14. 14 Directive approaches to management, whilst ensuring that a task is executed, do little to help people to develop a sense of how best to do things for themselves. Coaching helps people to use their own resources to solve problems, make decisions, develop their skills, determine the best methods of working and become more creative and productive. This intensive and highly interactive course is designed to help you to develop the skills of coaching excellence. It will lead you through every stage of the coaching process, from setting up the coaching agreement (whether formal or informal) to help you to develop your staff members to become self-sufficient. As they learn to think more for themselves and work with reduced supervision, so they make better use of their time and free up more of yours, with obvious benefits for the entire team. The course is designed for those in supervisory, team leader or management positions who want to get more from their staff and invest in their longer-term future. Program Agenda
  • 15. 15 The program objectives are … Upon completion of training, the participants are expected to be able to: • Get familiar with and aligned to the emerging business situation • Understand why ‘coaching and counseling’ are required to develop people potential • Improve to become effective coach and mentor for their staff • Understand the multidimensional consultative balance to act as an effective counselor • Learn the process of effective coaching and mentoring • Contribute to the company in creating a partnering habit for business sustainability • Identify different individual communication styles and others and the ability to deal with different communication styles • Implement coaching, counseling and mentoring process in the organization to improve performance Program Agenda
  • 16. 16 DAY ONE Coaching & Mentoring Time Sessions Discussion 07.45 – 08.00 Opening Sessions, Training Ground Rules and Safety Orientation 08.00 – 10.30 Establishing the Coaching Relationship • Distinguishing between coaching, mentoring and counselling • What is coaching and when is it appropriate to coach? • Benefits of coaching to both coach and coachee • Developing the qualities of an effective coach • Ethical and professional guidelines in coaching • Professional conduct; Conflicts of interest; Confidentiality and privacy 10.30 – 10.45 Coffee Break 10.45 – 12.00 Coaching Models and Application • A model for powerful questioning • Coaching models • Problem and need • The GROW model – a structure for effective coaching PRACTICE: (Peer-to-peer coaching session using a coaching model) 12.00 – 13.00 Lunch Break and Prayer Time Program Agenda
  • 17. 17 Time Session Discussion 13.00 – 15.00 Skills For Effective Coaching • Direct communication • Language and influence; Positive versus negative language • Non-verbal communication in coaching • ‘Reading’ people to enhance communication • Understanding visual, auditory and kinaesthetic preferences • Providing Feedback • Phases of Coaching • Preparation, Negotiation, Enabling, Feedback, Deaing with Obstacle, Follow Up 15.00 – 15.30 COFFEE BREAK 15.30 – 17.00 Role Plays and Group Discussion DAY ONE Coaching & Mentoring Program Agenda
  • 18. 18 DAY TWO Coaching & Mentoring Time Sessions Discussion 08.00 – 10.30 Increasing Performance through Coaching [Part 1] • Planning and goal setting •The power of goal setting; SMART goals • Creating a realistic and stretching plan • Coaching for better time management and productivity • The Covey time matrix Practice and Role Plays 10.30 – 10.45 Coffee Break 10.45 – 12.00 Increasing Performance through Coaching [Part 2] • Coaching underperformers to high potential • Coaching and succession planning • Sustaining trust when you confront poor performance • Emotional intelligence and coaching 12.00 – 13.00 Lunch Break and Prayer Time Program Agenda
  • 19. 19 Time Session Discussion 13.00 – 15.00 15.00 – 15.30 COFFEE BREAK 15.30 – 17.00 • Action planning • Next steps • Application in the workplace • Developing your experience as a workplace coach • Review, evaluation and close DAY TWO Coaching & Mentoring Practice & Role Plays Program Agenda
  • 21. Engagement Leader Coaching and Mentoring Bun Sucento, MBA. M.Mgt (Managing Director – IPDC) Proposed Training Facilitator Facilitator(s) Training Facilitator 21 Option # 1 Option # 2
  • 23. Training Fees Based on our understanding and scope of work analysis, the following are our professional fees Program Duration Fees (IDR) – Total Max. Number of Participants in One Class Coaching & Mentoring 2 Days The above quoted price described the following are included: • Professional facilitators • Development and Reproduction of Course Manual • Pre-Test and Post Test • Training Kit for all participants • Completion Certificates for all participants • Report of Activities and Assessment • Excusive Souvenir for Participants The quotation is excluded VAT 10% and training venue, but included PPh Service 23
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