PROFILE OF IPDC TRAINING INSTITUTE

Where Our Participants Are 50.000+

From 6 Countries Participants have attended
our programs since 2001

Bangladesh
Brunai
Indonesia
Malaysia
Thailand
Vietnam
1000+
Major clients and growing...

150+
Open programs offered each year

95+

“
Independently minded and
experienced trainer and
facilitators

“Training programs were delivered effectively by excellent trainers with high quality
standard. IPDC has become our preference and choices for our employee’s training
development” 90+
Customized learning soluction
Fahrizal Tampubolon, MM delivered
Head of APRIL Learning Institute I PT Riau Andalan Pulp and Paper

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PROFILE OF IPDC TRAINING INSTITUTE
We have facilitated 21 groups of Participants from Ministry Energy, Mineral Resources and
Power of Republic of Bangladesh, Petrobangla and subsidiaries for the last three years

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PROFILE OF IPDC TRAINING INSTITUTE

15 YEARS+ of excellent in training

High quality standard in process on obtaining ISO 9001
Why CERTIFICATION
100% Customer satisfaction guarantee
IPDC ? TRUSTED by many major corporation in indonesia and region
Learning partner and PREFERRED by many corporation Offer a
wideranged but FOCUS applied programs

EXCELLENT IN SERVICE
EXPERIENCED and caringevent staff
Trainers are INDUSTRY-TESTED
PROFESSIONALS and PROFESSORS gaining for more
than 25 years of professional experience coming from
international and national firms and nation’s top universities
respectively

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PROFILE OF IPDC TRAINING INSTITUTE
Vision, Mission and Values
VMV
Vision, Mission and Values
WHAT DRIVES US
We have a dedicated impact team
that works under our vision,
mission, corporate values and
passion
Mission
To inspire, equip and empower people,
through excellent personal development
training and consulting by providing
comprehensive professional services
to our client and building relationships
and develop innovative solutions, which
help dynamic people and organizations
create and realize value.
Vision
Being a Recognized Industry Leader
Creating Value for Our Clients
Providing a Stimulating and Rewarding
Work Environment
Capitalizing on Opportunities to
Strengthen the Company
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PROFILE OF IPDC TRAINING INSTITUTE

VMV
Vision, Mission and Values Our VALUES

Committing Corporate Recognizing Individual Providing an Enjoyable Open and honest Respect Superior Client Service
Resources to Benefit our and Team Contributions Work Atmosphere communication and Integrity
Communities

Our
Ensure the clients’ PASSION Facilitate the high quality
satisfaction and moment training programs and the
of truth process

Making high impact for Focus on what is most

what we do meaningful for our clients

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PROFILE OF IPDC TRAINING INSTITUTE

TRAINING CATEGORIES
WE OFFERED

01 COMMUNICATION SKILLS
07 OIL & GAS INDUSTRY TECHNICAL
KNOWLEDGE AND PRACTICE
Current Similar Experiences
(in-house training)
02 HSE
08 PRE-RETIREMENT PROGRAM
(PURNA BHAKTI)
IPDC has been facilitating a
great numbers of In-house

03 09
PRODUCTION SHARING CONTRACT And Public Training Programs
HUMAN RESOURCES (PSC), ACCOUNTING, FINANCIAL AND
CONTRACTUAL ASPECTS for the last 16 years.

See our website www.ipdc.

04 LOGISTIC, CONTRACT, AND SUPPLY

CHAIN MANAGEMENT 10 PROJECT AND PROCUREMENT
MANAGEMENT
co.id (Clients and Gallery) to
find out on our experiences

05 MANAGEMENT AND LEADERSHIP

11 PURCHASING & MATERIAL
MANAGEtMENT Please call us for the copy of
contract for fact and data
verification on our claimed

06 MANAGEMENT OF TRAINING
12 SECRETARIES AND OFFICE
ADMINISTRATION
experiences.

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PROFILE OF IPDC TRAINING INSTITUTE

Permanent Head Office

Rasuna Office Park 2/QO-08. Jl. HR.

Rasuna Said, Jakarta 12960 Indonesia Ph (+6221) 8378
6465 ; 8378 6477 ; 8378 6389
Fax (+6221) 8378 6478
E-mail : training@ipdc.co.id; registration@ipdc.co.id
www.ipdc.co.id

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APPROACH & METHODOLOGY
Considerations for Developing a Leadership Development Program

IPDC Training Philosophy

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APPROACH & METHODOLOGY IN DELIVERY A TRAINING
Considerations for Developing a Leadership Development Program

5 - PHASE LEADERSHIP DEVELOPMENT PROCESS

Phase 1 Phase 2 Phase 3 Phase 4 Phase 5
PLAN MONITOR
ANALYZE DEVELOP the
IMPLEMENT Performance
the Needs the Blueprint Implementation the Plans Improvements

1.1 2.1 3.1 4.1 5.1

Refine/Develop Establish Deliver Monitor
Identify
Leadership Leadership
performance Competency
learning Individual &
Development
issues Model Project Team Solutions Team Projects

1.2 2.2 Define 3.2 Design & 4.2 5.2

Clarify high Assign Evaluate
Leadership develop
performance Individual and performance
competency learning
expectations Team Learning and rectify
elements solutions

1.3 Identify 3.3 Develop 3.3 Plan roll-out 4.3 5.3

Individual & Final
performance Leadership of Leadership
Team Coaching evaluation &
gaps & “hot Development Development
for projects Completion
spots” Blueprint Program
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APPROACH & METHODOLOGY IN DELIVERY A TRAINING
Considerations for Developing a Leadership Development Program

We expect the Leadership Development Program will contribute and have a

significant impact to our clients both for Organization and Individual
Participants

Organization Impact Individual Leadership Outcomes

• Enhancing Organizational • Changes in Knowledge, Skills,

Leadership Capacity Attitudes, and Perceptions
• Broadening Leadership • Changes in Behavior
Participation • Changes in Values and Beliefs
• Collaboration • Leadership Paths
• Developing Future Leaders • Relationship with Others

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APPROACH & METHODOLOGY IN DELIVERY A TRAINING
Considerations for Developing a Leadership Development Program

Our Belief in Effective Leadership Program

• Complex times call for complete leaders: head,

heart and guts
• Companies that approach management /
leadership development strategically will have
an advantage over those that select and
implement programs and techniques ad hoc.
• A management / leadership development
program will not succeed unless it is a business
imperative that is led and supported by the
CEO and his or her executive team.

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APPROACH & METHODOLOGY IN DELIVERY A TRAINING
Program Structure

Phase 1 Phase 2 Phase 3

DIRECT PROJECT
IN-CLASS PROGRAM
OBSERVATION PRESENTATION

LECTURE ICE BREAKERS AND GAMES

DISCUSSION &
ROLE PLAY & PRACTICE
PRESENTATION
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APPROACH & METHODOLOGY IN DELIVERY A TRAINING
Program Implementation (Activities)

Proposed Engagement

Development for the Training Module & Programs

Program delivery to include: providing selected qualified

trainer/facilitator, observer and coach; delivering the trainings,
and providing reports

Provide coaching one-on-one and observation for each

participants for the duration agreed by both sides

Report of Participants Assessment and Recommendation

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 APPROACH & METHODOLOGY
Training Effectiveness Evaluation (The Four Levels of Learning Evaluation by Donald L. Kirkpatrick)
Level 1
Measuring
Reaction
How participants react
to the training program
Questions of surveys or
How to Do It?
questionnaires like these
should be considered:
• Did the trainees feel that
training was worth their
time?
• What were the biggest
strengths of training, and
the biggest weaknesses?
After gathering
Changes
information, changes
could be done based
on the trainees’
feedback and
suggestions.
Level 2
Learning
Learning can be done
through identifying what
evaluator wants to evaluate,
(i.e., changes in knowledge,
skills, or attitudes
BEFORE Training
• Learners’ skills and knowledge
are assessed before training
program.
• Candidates are unaware of the
objectives and learning
outcomes of the program.
DURING Training
• The phase where instructions
are started.
• This phase consists of short
tests and quizzes at regular
intervals.
POST Training
• Learners’ skills and knowledge
are assessed again to measure
the effectiveness of training
program.
Level 3 Level 4
Behavior Results
The extent to which change Final results that occurred
in participants’ behavior has because
occurred because of participants already have
attending training attended training
programs. program.
For measuring changes in
behavior, questions like these Measuring final results
should be considered: that occurred because
• Did the trainees put any of
their learning to use?
participants already have
attended training
• Are trainees able to teach their
new knowledge, skills, or program.
attitudes to other people?
Make changes happen, these Outcomes or final results that
conditions are necessary, the
are closely related to training
trainees: program should be
• have the desire to change considered such as:
themselves. • Increased employee
• know what to do and how to retention.
do it. • Higher morale.
• be trained in the right climate. • Increased customer
• be rewarded for changing. satisfaction
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APPROACH & METHODOLOGY
Deliverable

Upon completion of the Training and Coaching (All Terms, Pre and Post
Assessment, Evaluation and Observation), IPDC shall submit the following
Reports in form of Hardcopy and Softcopy:
• Report of Program Summary REPORT / LOG BOOK
and Recommendation
• Program result of all
participants
• Pre and post-assessment result
of all participants
• All survey and evaluation result
of the program

In facilitating the program, our supporting

team and assistant facilitator will develop a
customized Log Book for individual report on
the performance and achievement level

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APPROACH & METHODOLOGY
Course Format

Duration Training Participants Location

Max. of 25 Participants in • Option # 1: Client’s

one class to allow better Office
3 Days class interaction and • Option # 2: Training
experiential learning Room in Hotel
TRAINING AGENDA
Overview

Successful future leaders (Managers) are able to lead, manage and mobilize the talents of
the people they work with. They ability to lead and inspire individuals and teams towards
optimal performance is a crucial factor in reaching the desired personal and organizational
goals. Many people when given the new role of "manager“ or “supervisors” have never
actually been trained for their new responsibilities.

This training program offers opportunity for participants to acquire insights, explore
leadership and management skills, management concepts, and examine actionable
strategies for building the kind leadership and management skills to enable their team or
their co-workers to deliver their optimum performance.

This training is designed for all those who are in managerial position to enhance and
strengthen their capabilities in leadership and managing people and business effectively.

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TRAINING AGENDA
Program Objectives

At the end of the workshop, the participants will be able to

• Develop strategies to address the challenges facing new managers today.
• Motivate and support others in the achievement of targets
• Be able to coach the team members
• Handle all team members from different generation
• Create an energized and inspired team for better performance
• Monitor and evaluate his or her subordinates’ works
• Organize and Delegate Effectively
• Resolve workplace grievances, conflicts and problems related with people issues
• Manage, lead, inspire, motivate and develop their subordinates effectively
• Understand the basis of human relations, human behavior and human motivation, thus
adopting the most appropriate strategies when dealing with people.
• Select and apply the most suitable leadership styles, motivation tools, communication
strategies and persuasion principles when dealing with people.
• Learn and practice key coaching techniques.
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TRAINING AGENDA

Summary of Topics Session

Time Day 1 Day 2 Day 3

• New Functions of • Managing • Motivating Team
Leaders Management & Members
• Self-Leadership Subordinates • Analytical Thinking
• The Communicating Expectation & Decision Making
Leader • Developing Others • Planning &
• Managing and • Managing Results Organizing
08:00 – 17:00
Working with • Organizing, • Discussion & Case
Multiple Generation Empowering and Study
Delegating Effectively
• Coaching and
Counseling to Boost
People Performance

Coaching Session for Group Project or

19:00- 21:00
Individual
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TRAINING AGENDA
Agenda

DAY ONE Advanced Leadership Skills for Managers

Time Sessions Topics
Orienteering: • Opening; Ice Breakers; Pre-Test
• Personal Best Experience in Managerial & Leadership Roles
Leadership in a • Management versus Leadership
Global Environment • The Characteristics of a Successful Managers (Leaders)
08:00 – 10.00 • Principles and Techniques in Practicing Leadership and
Management
New Functions of
• Qualities of Admired Leaders and Managers
Leaders • Develop your leadership style
• What are the skills of an effective leaders or managers?
10:00 – 10:15 Coffee Break
• Defining Self-Leadership
• Four Pillars of Self-Leadership
• Creating a Personal Vision Statement
10:15 – 12:00 Self-Leadership
• Identifying Dreams and Setting Goals
• Behaving as a leader:
DISC Profiling • Leading oneself and Others; Leading within a System
12:00 – 13:00 Lunch

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TRAINING AGENDA
Agenda

DAY ONE Advanced Leadership Skills for Managers

Time Sessions Topics
• Assertive in Communication Practice
• Communication with Different Behavioral Styles & Role
The Communicating
13:00 – 15:00 • The arts of persuasion plays
Leader • Communicating within multi-cultural and generation
teams: Millennial, Baby Boomers, Gen X
15:00 – 15:30 Coffee Break and Prayer Time
• Communicating and working with multi-cultural and
Managing and generation teams: Millennial, Baby Boomers, Gen X
15.30 – 16.45
• Understand multiple generation values, expectation and
Working with Multiple behavior
Generation • Best strategies and techniques in dealing multiple
generation workforce
16:45 – 17:00 Wrap up and Lessons Learned from Day 1
Evening
Activities: Group / Individual Coaching on Leadership Assignment
(The Assignment will be given to participants prior to training session)
Coaching
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TRAINING AGENDA
Agenda

DAY TWO Advanced Leadership Skills for Managers

Time Sessions Topics
Managing • “Sandwich Management” Concept and Practice as a Manager
Management & • Understand expectation, role and responsibilities of bosses
Subordinates and subordinates in bridging top management and lower level
Expectation mgt.
08:00 – 10.00 Practice & Role plays
• Managing Performance Effectively
• Providing Recognition and Feedbacks: Tools in Motivating
Developing Others
People
• Managing Talents: Engagement and Enablement
10:00 – 10:15 Coffee Break
• The importance of strategic Goal Setting
Managing Results • Key Performance Indicators (KPIs): Characteristics; Units of
10:15 – 12:00 (Performance & measure
Monitoring) • Quantitative and Qualitative objectives: the 'SMART' way
• Monitoring Results and Giving Feedback
12:00 – 13:00 Lunch

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TRAINING AGENDA
Agenda

DAY TWO Advanced Leadership Skills for Managers

Time Sessions Topics

Organizing, • Organizing time and Setting priorities

• Organizing the work of others
13:00 – 15:00 Empowering and • Delegating for greater productivity and Degrees of delegation
Delegating Effectively • Delegation & Empowerment: Willingness and Principles
15:00 – 15:15 Coffee Break and Prayer Time
Coaching and • Leadership Principles in Coaching and Counseling
• The Dynamics of Coaching and Counseling
15.15 – 17.00 Counseling to Boost
• The GROW Model in Coaching and Coaching
People
Performance Coaching Role Plays and Simulation

Evening
Activities: Group / Individual Coaching on Leadership Assignment
(The Assignment will be given to participants prior to training session)
Coaching

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TRAINING AGENDA
Agenda

DAY THREE Advanced Leadership Skills for Managers

Time Sessions Topics
• Understanding motivation
Motivating Team • Motivating ourselves and others in the workplace
08:00 – 10.00
Members • How leaders can motivate employees
• Motivation for excellent performance
10:00 – 10:15 Coffee Break
• Different thinking types (analytical, critical, creative)
• Knowing how we think
Analytical Thinking
10:15 – 12:00 • Structures of Thinking
& Decision Making • Six thinking hats
• Lateral Thinking (thinking outside the box, creativity un-blockers)
12:00 – 13:00 Lunch

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TRAINING AGENDA
Agenda

DAY THREE Advanced Leadership Skills for Managers

Time Sessions Topics
• Importance of Planning Management
• Elements of Good Plans
• Process mapping to view the ‘big picture’
Planning &
13:00 – 15:00 • The Key Elements of The Planning Cycle
Organizing • Setting Goals and Objectives
• SMART(ER) Goals and their Use in the Workplace
• Planning Tools and Techniques
15:00 – 15:15 Coffee Break and Prayer Time
Role Plays, Case Study & Discussion
• MY WAY FORWARD – areas for my personal development
15.15 – 17.00 • My goals, plans, strategies and actions for the immediate future
• Insight and Lesson Learned of the day; Writing a Personal Statement of
Commitment

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