Leadership & People Management Workforce Skills ...

Leadership & People Management Workforce Skills Qualifications (LPM WSQ)

1

www.odctraining.com.sg

2

Developing and

organisation’s

Leadership Effectiveness

Sustaining your

With an impactful and affordable

About ODC

Organisational Development Concepts Pte Ltd(ODC) is a Singapore-based leadership andmanagement training company providingcustomized courses that is aligned to ourclient’s performance and leadershipcompetencies.

With acquired expertise in talentmanagement, ODC also provides consultingthat leads to the implementation of end to endtalent management solutions that includestalent assessments, selections, developmentand coaching. This integrated approach allowsour clients to enjoy a one stop solution thataim to enhance the performance and thereturns of human capital of your organisation.

Besides developing bespoke programmes, ODCis also an Approved Training Organisation(ATO) for Leadership & People ManagementWorkforce Skills Qualification (LPM WSQ).

ODC’s LPM WSQ is developed based on soundadult learning principles that integratesexperiential learning, practical insights and theprogrammes are conducted by qualifiedconsultants whom are carefully selected byODC’s panel of trainer’s assessors.

ODC’s focus in providing quality programmeswould assist companies to develop a strongleadership bench to drive businessperformance.

3

Leadership & People

Management Programme

SUSTAIN SINGAPORE ECONOMIC POSITION

The LPM WSQ Framework is designed tosustain Singapore’s strong economicposition in the global arena through thedevelopment of corporate leadership andpeople management capabilities.

DESIGNED AND DEVELOPED TO MEETSINGAPORE’S LEADERSHIP DEVELOPMENTNEEDS

Developed through a rigorous process ofinternational research, stakeholder’s review,industry consultation and validation bysenior business leaders and managers acrossindustries.

A FRAMEWORK TO CHART CORPORATELEADERSHIP CAPABILITIES AND SHAPELEADERSHIP DEVELOPMENT

LPM WSQ is specially developed fororganisation operating in Singapore to charttheir corporate leadership capabilities andshape a roadmap for leadershipdevelopment for business leaders andmanagers in Singapore, thus contributing tosustaining Singapore’s competitiveness intothe future.

About Leadership & PeopleManagement Workforce SkillsQualifications (LPM WSQ)

4

The framework comprises of 6 core leadership and people managementcompetency categories as illustrated as below.

Competency categories from LPM WSQ

PersonalEffectiveness

Leaders demonstrate self awareness and are committed toself development to capitalize on their strength and addresstheir weakness. They promote organisational values andethics by role modeling desired behaviours. They persuadeand positively influence others through effectivecommunication.

Lead with Vision Leaders set an inspiring vision for the future and align theirorganisational culture with the vision. They inspirecommitment and chart a course of action that will fulfill thevision.

Drive Change Leaders identify and initiate opportunities for change andenable others to embrace process and organisation change.They challenge status quo and promote innovation andcreate an environment conducive to change.

Build Relationship Leaders establish and maintain a wide network of colleaguesand strategic partners. They promote the development ofpositive working relationship, respect diversity and developteam cohesiveness.

Develop People Leaders proactively seek opportunities to engage their staffand develop their capabilities. They share leadership anddevelop talent by empowering others and enhancing theirability to perform

Achieve results Leaders hold self and others accountable for achievingresults. They organise their resources, provide cleardirection, monitor performance and develop contingenciesto achieve agreed results.

5

28 Competencies have been identified for leaders and managers at the managerial and transformational levels. Bite-sized competency units have been developed and leaders / managers have flexibility to acquire the competencies thatthey need at their own pace by taking individual units or accumulated the stipulated competencies towards aqualifications.

A Statement of Attainment will be awarded when a leader / manager successfully completes a competency unit and isassessed to be competent. Upon completing 6 core unit plus 2 electives from the stipulated WSQ levels, he will be ableto obtain 1 of 4 LPM WSQ qualifications pegged at the respective WSQ level. The elective units can be selected from thisframework or any other industry framework. These can be obtained from within the same level as the qualification ortaken from 1 level above or below that.

LPM WSQ Qualifications

Level Level Description Qualification Title

6 Chief Executive OfficerDivisional Director

WSQ Graduate Diploma in Organisational Leadership

5 DirectorsDepartment Heads

WSQ Specialist Diploma in Leadership & People Management

4 Department ManagerManagersAssistant Manager

WSQ Professional Diploma in Leadership & People Management

3 Team LeaderSupervisor

WSQ Advance Certificate in Team Leadership

7

Level Personal Effectiveness Lead with Vision Drive Change

Transformational Level

6 Develop Self to Maintain Professional Competence to Lead an Organisation

a. Communicate effectively

b. Persuade and Influence Stakeholders

c. Lead Decision Making

Lead Organisation to Develop Organisational Strategic Priorities, Culture and Governance

a. Establish strategic priorities for the organisation

b. Drive the development of organisation vision and culture

c. Provide organisational leadership, direction and governance

Facilitate Innovation and Lead Change at the Organisational Level

a. Build an environment conducive taking risk

b. Analyse opportunities for change and innovation

c. Apply system thinking to lead change and innovation

5 Develop Self to Maintain Professional Competence at Senior Management Level

a. Communicate Effectively

b. Influence management and organisation decision making

c. Develop own leadership style and capability

Lead Managers to Develop Organisational and Governance Strategies

a. Contribute to organisational strategy development

b. Develop strategies to comply with corporate governance requirement

c. Provide guidance and direction to line managers

Facilitate Innovation and Lead Managers to Manage Change

a. Faciliate an environment conducive to taking risk

b. Identify opportunities to change and innovation

c. Provide guidance and direction to line managers

Managerial Level

4 Develop Self to Maintain Professional Competence at Managerial Level


b. Influence decision making

c. Demonstrate commitment to self development

Lead Team Leaders to Develop Business Strategies and Governance Management

a. Facilitate implementation of organisational strategies

b. Promote compliance with corporate governance requirements

c. Provide direction and guidance to team leaders

Facilitate Innovation and Lead Team Leaders to Implement Change

a. Facilitate innovation in the workplace

b. Manage the implementation of change strategies and processes

c. Monitor and evaluate impact of change on team leaders

3 Develop Self to Maintain Professional Competence at Supervisory Level


b. Lead team decision making

c. Demonstrate and maintainprofessional competence

Lead Team to Develop Operational Plan

a. Conduct team planning activites

b. Demonstrate organisational values

c. Build support and commitment within the team

Lead Team to Implement Change

a. Identify opportunities for innovation

b. Implement changes to work practices

c. Implement continuous improvement systems and processes

Leadership & People Management Framework

8

Level Build Relationships Develop People Achieve Results

Transformational Level

6 Establish OrganisationalRelationships and Lead Organisational Diversity

a. Develop strategic leadership networks

b. Create a diverse and cooperative work environment

c. Participate in and support team building initiatives

Lead Organisational Succession Planning, Capability Development and Employee Engagement

a. Identify and groom successors

b. Support organisational learning and development

c. Engage all employees

Monitor OrganisationalPerformance and Develop Reward Strategies to Lead Achievement of Results

a. Establish business objectives

b. Establish strategies to manage and reward performance

c. Monitor organisation performance

5 Foster Business Relationships and Organisational Diversity

a. Develop and maintain business and professional networks

b. Encourage workforce diversity

c. Manage conflict

Develop Managers and High Potential Employees through OrganisationalTalent Capability Review

a. Review organisational talent capability

b. Develop high potential employees

c. Engage and support managers

Monitor Divisional Performance and Develop Reward Strategies to Facilitate Achievement of Results

a. Develop business plans to achieve Success

b. Drive the implementation of strategies to manage and reward performance

c. Monitor divisional performance

Managerial Level

4 Cultivate Workplace Relationships and Diversity

a. Build workplace relationships

b. Promote workforce diversity

c. Manage conflict

Develop Team Leaders through Capability Development and Coaching

a. Identify team leader' skill requirements

b. Facilitate learning opportunities of team leaders

c. Coach team leaders

Monitor and Reward Performance Across Teams to Manage Achievement of Results

a. Develop team plans

b. Manage and reward team performance

c. Monitor implementation of team plans

3 Build Team Relationships

a. Participate in networks

b. Develop team cohesiveness

c. Resolve conflict within the team

Develop and Motivate Team Members through Capability Development

a. Identify skill development needs

b. Address skill development needs

c. Motivate employee independence and development

Monitor and Reward Performance in a Team to Support Achievement of Results

a. Interpret and implement team plans

b. Manage and reward team performance

c. Monitor implementation of team plans

9

MANAGING VUCACompanies require leaders to operate in a VUCA environment and ODC’s WSQ LPM programmes are designed toimbue managers and team leaders with awareness and mindset of managing uncertainty.

TO MOTIVATEGuided by ODC’s creed of building connection, bridging perspectives, our development process focuses onencouraging the participants through an understanding of their challenges, uplifting them through the recognition oftheir talent, inspiring them through our own leadership journey and challenges, and challenging the participants tofulfil their potential. ODC believes that by believing in your leaders, we re-affirm their potential.

TO EMPOWERWith an encouraged heart, the participants will be equipped with the tools, frameworks and practised through roleplays and challenged through discussions before finally internalised through self reflections.

TO BE A GIFT TO OTHERSWith the acquired skills, to be a gift to others and share their knowledge and positivity to others.

ODC’s WSQ LPM LEARNING DESIGN

11

To encourage, inspire, uplift the participants and challenging them to fulfill their potential

To equip participants with the skillsets and know-how and bring about positive change in the workplace through experiential learning

How to operate in a interdependent and V.U.C.A environment

To be a positive influence to others and team in the workplace

To be a Gift to Others

Managing VUCA

To Motivate

To Empower

Key Competencies

• Facilitate innovation in the workplace• Manage the implementation of change strategies and Processes• Monitor and evaluate impact of change on team leaders

Course Duration2 Days (16 hours)

FACILITATE INNOVATION AND LEAD TEAM LEADERS TO IMPLEMENT CHANGE

Course Outline

12

Introduction

In the increasingly complex business world, companies have to rapidly adapt in cost efficient manner in response to the changing operating environment and customer behavior. A company’s agility is its ability to respond to external changes without losing completely their relevance and value propositions. This agility goes beyond strategic intent but also into implementation effectiveness. Implementation effectiveness would require leaders to exercise flexibility, adaptability in response to situations while leading teams to implement the changes.

This programme is designed to provide the participants with the skillsets to facilitate innovation at the workplace, manage implementation of change strategies and processes and monitor and evaluate impact of change on team leaders. Through practical examples and role play, the participants will be equipped with the essential skillsets and mindset to effectively facilitate innovation and lead team leaders to implement change.

Target Audience

Department Manager, Manager and High Potential Executive who has potential to play the role of a Change Agent or to Lead Change within the organization.

Course Fees & Funding Details

FACILITATE INNOVATION AND LEAD TEAM LEADERS TO IMPLEMENT CHANGE

Course Outline

13

Course Outline

Fright, Flight or Fight• Introduction to Change• Entering the VUCA world• How to manage VUCA• Innovation• Importance of service innovation• Facets of change management in an organization• Organisational policies and procedures regarding change management

Work With The Big Picture In Mind• What is Systems Thinking?• Systems thinking tools• Tacit vs. Explicit Knowledge• Learning Organisation• Factors contributing to change• Kotter’s 8-Step Change Management Theory• Prosci’s Change Management Theory• Recognising and addressing feelings when managing change• Competencies to respond positively to change• Behaviours and systems supporting/limiting effectiveness of change• Roles in implementing change management strategies• How to keep abreast of change management systems

Managing Change Processes With Care• Learning from change management strategies• Methods and tools for data analysis• Qualitative and quantitative data• Data analysis methods• Support enterprising behavior and risk taking•

Funding Categories

(A)

Course Fee

after Subsidy

(B)

Absentee

Payroll

(A-B)

Nett

Investment

Small Medium Enterprise (SMEs) $65.00 $120.00 -$55.00

Non-SMEs $410.00 $72.00 $338.00

Singaporeans aged 40 & above working in Non-SMEs $65.00 $72.00 -$7.00

Self-Sponsored Singaporeans aged 40 & above $65.00 NA $65.00

Self-Sponsored Singaporeans aged below 40 and PRs $410.00 NA $410.00

Foreigners $650.00 NA $650.00

Key Competencies

• Identify team leaders’ skill requirements• Facilitate learning opportunities of team leaders• Coach team leaders


DEVELOP TEAM LEADERS THROUGH CAPABILITY DEVELOPMENT AND COACHING

Course Outline

14

Introduction

Strategy and implementation are two of the key components of organizational success. With good strategies, companies can have clarity in its effort towards achieving its objectives. However, organizational success is also very much dependent on effective implementation of action plans, derived from the strategies developed, by its employees. It is therefore essential for organization to develop its employees to perform at their best while adapting to volatile business environment.

This programme is designed to equip leaders and managers within the organization with the skillsets to develop team leaders to perform effectively through identifying their team leaders’ skills requirements, facilitating their learning opportunities and coaching them for performance.

Target Audience



DEVELOP TEAM LEADERS THROUGH CAPABILITY DEVELOPMENT AND COACHING

Course Outline

15

Course Outline

Organisational Strategies And Business Plan• What is people development and why is it important?• Roles and Emerging trends in people development• Industry codes of practice in people development• Organisational policies and procedures relating to capability development• Legal and ethical considerations in capability development

Current Skills Vs Required Skills• What is competency and what is a competency gap?• Five dimensions of competency• Training Needs Analysis (TNA)• BPLL Model in Training Needs Analysis• SPL Model in Training Needs Analysis• McGhee and Thayer’s Three Level Analysis• Methods to identify skills requirements• Trends in Training Needs Analysis• Emerging trends in talent management• The 5 levels of proficiency

Conducting A Discussion• The PIES questioning technique• The process of active listening• Establish possible learning priorities• Planning to conduct discussion• The ISA approach to conducting discussion• GROW model of coaching• ADDIE instructional design• Impact of coaching on individuals

Review Coaching Outcomes Against Coaching Goals• Monitor progress• Discussion guide• Review outcomes

Funding Categories

(A)

Course Fee

after Subsidy

(B)

Absentee

Payroll

(A-B)

Nett

Investment


Non-SMEs $410.00 $72.00 $338.00





MONITOR AND REWARD PERFORMANCE ACROSS TEAMS TO MANAGE ACHIEVEMENT OF RESULTS

Course Outline

16

Key Competencies

• Set goals & develop team plans • Implement plans & manage performance • Review & reward performance


Introduction

This programme is designed to equip leaders and managerswithin the organization with the skillsets to plan and measureperformance. The programme will also look into theimplementation of plans and how to manage performance.The programme will lastly also look into the review andrewards for performance.

Target Audience




Course Outline

17

Course Outline

Set Goals & Develop Team Plans • The Hierarchy of Plans o Setting S.M.A.R.T Goals • Management By Objectives (MBO) • Management By Wandering Around (MBWA) • Developing Team Plans • RASCI • Identifying, requesting and allocating resources required to implement the team plans

Implement Plans & Manage Performance • Performance Management Theories

o Expectancy Theory o McGregor Theory X and Theory Y o Frederick Herzberg’s Hygiene and Motivational Factors Theory

• Creating a High-Performance Team o Selecting the right team mix o Leadership and Focus o Moving the team towards high performance o Monitoring Team Performance o Managing Emotional States o Methods to improve team performance o Managing Risks

Review & Reward Performance • Review & Reward Performance

o Halo Effects & Pitchfork Effects• Relevant professional or industry codes of practice and standards

o Minimum pay and salary increase o National Wage Council, TAFEP, Code of Corporate Governance

• Review team performanceo Criteria of successful team o Data sources to review performance o Providing Feedback o Supporting team leaders o Reward team performance

• Market trends and developments in relation to remuneration and performance management. • Avenues for self-improvement in performance management processes

Funding Categories

(A)

Course Fee

after Subsidy

(B)

Absentee

Payroll

(A-B)

Nett

Investment


Non-SMEs $410.00 $72.00 $338.00






Course Outline

18

Key Competencies

• Communicate effectively• Influence decision-making• Demonstrate commitment to self-development


Introduction

This programme is designed to equip leaders and managerswith the ability to communicate and influence decisionmaking from a managerial perspective taking inconsiderations the expectations of the various stakeholders.This programme will also help the learners to understandmore about themselves and others through the use of MBTIquestionnaire. This programme also provides managers tocontext on how to continuous develop their skills in the everchanging workforce landscape.

Target Audience




Course Outline

19

Course Outline

Communicate Effectively• Organisational Policies and Procedures• Legal and Ethical Considerations• Communication Process• Communication Techniques and Behaviours• Barriers to Communication

Influence Decision-Making• Development of Implementation Plans• Facilitate the Decision-Making Process• Emotional Intelligence• Influence Team Leaders - Types of Power• Influence Team Leaders - Cialdini’s 6 Principles of Persuasion• Rational Decision-Making Models• Types of Leadership and Its Impact on Decision-Making• Non-Rational Decision-Making Models• Roles and Accountability

Demonstrate Commitment To Self-development• Self-Development (Benefits and Barriers)• Importance of Currency of Knowledge• Future of Work

Funding Categories

(A)

Course Fee

after Subsidy

(B)

Absentee

Payroll

(A-B)

Nett

Investment


Non-SMEs $440.00 $72.00 $368.00





LEAD TEAM TO DEVELOP BUSINESS STRATEGIES AND GOVERNANCE MANAGEMENT

Course Outline

20

Introduction

This 2-day programme aims to equip the learners with theskillsets to lead team leaders in the development ofbusiness unit strategies, operational plans and corporategovernance management to meet organizational needs. Italso includes providing direction and guidance to teamleaders through regular engagement, modelling ofleadership and expected behaviours

Key Competencies

• Facilitate implementation of organisationstrategies

• Promote compliance with corporate governance requirements

• Provide direction and guidance to team leaders


Target Audience

Supervisor, Assistant Manager, Team Leader, Leaders whom wanted to better manage team development and team conflicts


Course Outline

21

Course Outline

Align With Organisational Goals, Culture And Value• Corporate guideposts• Factors affecting organisational culture• Types of organisational culture• The pyramid of plans• Trends and issues affecting organisation and team

Develop Business Unit Strategies And Team Plans• Develop process for business strategies• Scan the business environment• SWOT• BCG Matrix (Business Strategies)• P.O.L.A.R. (Operational Plans)

Apply Emotional Competence To Provide Guidance And Support• IQ versus EQ• 4 domains of Emotional Intelligence• Methods of providing guidance and support• Methods of engaging stakeholders• Methods of communication

Develop And Manage Governance Processes• Why governance?• Develop governance processes for corporate compliance management• My role in governance• Implement governance processes• Non-compliance and risks• Option for self-improvement

Funding Categories

(A)

Course Fee

after Subsidy

(B)

Absentee

Payroll

(A-B)

Nett

Investment


Non-SMEs $410.00 $72.00 $338.00





LEAD TEAM TO DEVELOP BUSINESS STRATEGIES AND GOVERNANCE MANAGEMENT

Introduction

This 2-day programme aims to equip the learners with the skillsets to lead team planning activities to develop operational plans so as to achieve team objectives. It also includes building team support and commitment towards the defined objectives and demonstrating leadership and organisation values through one's actions

LEAD TEAM TO DEVELOP OPERATIONAL PLAN

Course Outline

22

Key Competencies

• Conduct team planning activities• Demonstrate organizational values• Build support and commitment within the team


Target Audience

Supervisor, Assistant Manager, Team Leader, Leaders whom wanted to better manage team development and team conflicts


LEAD TEAM TO DEVELOP OPERATIONAL PLAN

Course Outline

23

Course Outline

Align with Organisational Goals, Culture & Values• The pyramid of plans• Trends affecting organisation and team• Issues affecting organisation and team• Organisation objectives and culture• Types of organisational culture

Build Team Commitment and Support• Work team• Communication techniques• Communication channels• Establishing a team process

Craft Operational Plans - The P.O.L.A.R framework• Craft operational plans - The P.O.L.A.R framework• Planning• Organising• Leading• Analysing and review• Evaluate progress and make adjustment

Develop Emotional Competence• IQ versus EQ• Domains of Emotional Intelligence• Options for self-improvement

Funding Categories

(A)

Course Fee after

Subsidy

(B)

Absentee

Payroll

(A-B)

Nett

Investment


Non-SMEs $310.00 $72.00 $238.00





24

Organisational Development Concepts Pte Ltd

60 Albert Street, #15-02, OG Albert Complex, Singapore 189969Contact : 62899196 / 62899166Website : www.odctraining.com.sg

Leadership & People Management Workforce Skills ...

Documents

Transcript of Leadership & People Management Workforce Skills ...