Global Leadership Program

INTERNATIONAL TRAINING CONSULTANTS

Global Leadership Program Developing the Global Leader Mindset

GLOBALINX CORP

International Training Consultants Developing High Potential People for Global Business Since 1968

GLOBALINX CORP

International Training Consultants

Helping organizations compete globally, since 1968

Globalinx is a full service consulting firm committed to helping organizations develop their human resource capabilities. We work with individuals, teams and business units to build capabilities through organizational change and training programs.

Globalinx is a full service consulting firm committed to helping organizations develop their global human resource capabilities.

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CONSULTING

SURVEY AND ASSESSMENT

Our objective is to help our clients develop employee capabilities and create high performing organizations that achieve extraordinary results.

We use surveys and assessments to evaluate employee and organizational capabilities to identify areas for improvement and development.

TRAINING

COACHING

We provide customized training solutions and advice on best practices for designing and implementing training for performance improvement.

Our trainers and coaches help leaders and individual clients develop new skills and change behaviours to improve performance and achieve their business goals. globalinx.co.jp

Global Leadership Program

Contents

Global Leadership Program..................................................... 4 Global Business Leader Workshop.......................................... 6 Global Team Leader Workshop............................................... 8 Leading Change Workshop..................................................... 9 Innovation Workshop........................................................... 10 Strategic Alignment Workshop............................................. 11 Leadership coaching............................................................. 12 360 Feedback....................................................................... 13 Employee Engagement Survey.............................................. 14

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Global Leadership Program (GLP) What is Global Leadership (GLP)?

• The Global Leadership Program (GLP) combines workshops, assessment, surveys & coaching into one complete leadership development solution that gives measurable people and business outcomes • GLP Provides a structured framework that can be replicated throughout the whole organization providing a consistent leadership model.

• GLP Gives measurable results through leadership profiling, 360 degree feedback tools and Employee Engagement Surveys.

• Professional coaches support the implementation and development of leadership skills in the workplace.

• GLP is available in both Japanese and English, or as combination of both languages.

Global Leadership Workshop 360 Feedback

Leadership Profiling

One-on-One Coaching

Global Leadership Program

Innovation Workshop

Employee Engagement

Leading Change Workshop Strategic Alignment Workshop

Who is the GLP for?

• GLP is designed for Business leaders, team leaders, department and line managers, as well as non-managers who have the potential to be future leaders.

GLP Key Program Elements Global Business Leader Workshop Global Team-Leader Workshop One-on-One Leadership Coaching 360 Leadership Feedback Leadership Profiling Leading Change Workshop Innovation Workshop

The Global Business Leader workshop is the core of the Global Leadership program, and covers the fundamentals of Self, Business and People Leadership. The workshop is designed for managers and leaders who are required to lead larger teams, business units or entire organizations.

For both managers and non-managers who need to lead diverse teams, but where some or all of the members do not report directly to them.

One-on-one Leadership Coaching provides ongoing, individual support for Leaders in overcoming the business and personal challenges that they face.

360 Feedback surveys provide valuable and actionable input from colleagues, peers, subordinate and the manager’s manager.

Our leadership assessment and profiling tools include Hogan Assessment, Garuda, Lumina, DiSC, StrengthsFinder & the GLP 24 Leadership Assessment.

Leading Change workshops help to improve the capability to drive change throughout the organization.

Innovation workshops help teams and departments to develop multiple business concepts through ideation.

Employee Engagement Survey

The Employee Engagement survey provides data & insights into most desired leadership outcome: a Highly-Engaged & High-Performing organization.

Strategic Alignment Workshop

For leadership and business unit teams who need to develop the Mission, Vision and Strategic direction of their organizations.

Why GLP? • Developed in Japan by Global HR professionals, Leadership Coaches and Business Skill Trainers with many years of experience resolving leadership development challenges.

• Combines the best of HR & Leaderships practices into one solution.

• A wide range of supporting materials and seminars are available, including; Business Communication Skills, Workplace Management and Project Management Seminars.

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Designing a Leadership Program Stage 1: Leadership Assessment Gap Analysis

Tool Box

Page Title Competency Matrix

Integrated Leadership Competency matrix Level 1 Awareness

Level 2 Basic

Applies the competency in the simplest situations.

Applies the competency in somewhat difficult situations.

Requires close and extensive guidance

Requires frequent guidance

Competency

Self-Leadership

Analyze data from relevant sources: • 360 Feedback Survey • Competency level • Recent performance evaluations • Annual Employee Engagement Survey Results

Level 3 Intermediate

Level 4 Advanced

Level 5 Expert

Applies the competency in difficult situations.

Applies the competency in Considerably difficult situations.

Applies the competency in Exceptionally difficult situations.

Requires some guidance

Description

Generally requires little or no guidance. Advises others

Serves as a key resource and advises others.

Behaviours

Accountability

Is accountable for own actions and those of the organization.

Adaptability

Changes behavioral style or method when necessary to achieve a goal. Responds to change with a positive attitude. Willing to learn new ways to accomplish work activities and objectives.

• Makes suggestions for increasing the effectiveness of

Does more than is required or expected in the job; does things that no one has requested that will improve or enhance products and services. Plans ahead for upcoming problems or opportunities and takes appropriate action.

• Goes beyond expectations in the assignment, task, or job

Planning/ Time Management

Establishes a systematic course of action for self or others to ensure accomplishment of a specific objective.

Sets priorities, goals, and timetables to achieve maximum productivity.

• Develops or uses systems to organize and keep track of

Technical Expertise

Applies and improves extensive or indepth specialized knowledge, skills, and judgment to accomplish a result or to accomplish one’s job effectively.

Change Leadership

Initiates and/or manages the change process. Takes steps to remove barriers or accelerate pace of change.

Required Level

• Sets goals and targets.

• Takes accountability for achieving goals.

• Motivates others to translate ideas into actions and results. changes.

• Shows willingness to learn new methods, procedures, or techniques.

• Modifies strategy or approach/actions according to needs/situation.

Initiative

description without being asked.

• Demonstrates a sincere positive attitude towards getting things done.

• Seeks out and/or accepts additional responsibilities in the context of the job. information (e.g., “to-do” lists, appointment calendars).

• Sets priorities with an appropriate sense of what is most important and plans with an appropriate and realistic sense of the time demand involved.

• Keeps track of activities completed and yet to do, to accomplish stated objectives.

• Understands technical aspects of one’s job and continuously builds knowledge • Makes oneself available to others to help solve technical or process problems or issues.

• Recognizes trends in theory and practice of one’s own

Business-Leadership

technical area and effectively prepares for changes.

• Communicates a compelling vision and need for change within one’s department/group/organization.

• Creates excitement, enthusiasm, and commitment to the change process.

• Helps to make others feel ownership of the change.

• Serves as a personal role-model of the change that one expects of others.

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Integrated Leadership

Basic 3-day Global Leadership Workshop, Up to 20 Participants

Stage 2: Implement Solutions

Select seminars/ workshops, design implementation method to best suit the needs of your organization.

Examples of program structures: • Intensive 3-5 day workshops • Modularized program for leaders at different levels • One day per month program, for 6 mths • One day a week program, for 3 mths • Global workshop for all leaders at HQ • One-on-one coaching for targeted leaders

Day 1: Self-Leadership

Day 2 People-Leadership

Day 3 Business-Leadership

• Know yourself and your own leadership style • Personal Values & Focus • Decision Making • Your Personal Leadership Philosophy • 360 Feedback • Your Leadership Challenge

• Building Trust • Delegating for Empowerment • Adjusting your Focus • Giving Feedback • Coaching: The Grow Model • Creating High-Performing Teams • Team Building - The Tuckman Model • Leading Virtual Teams • The weekly Team Meeting • Celebrate Success, Learn from Failure

• Your Vision and Mission • Linking team and Organizational Missions • Developing Organizational Capabilities • Key Roles/ Key People • Matching Position & Person • Delegation & Follow-up • Setting SMART Objectives • Managing Individual Performance • The Annual Performance Review

Modularized Program for leaders at different levels Mid-Level Management

New to Management

• Know Yourself and Your Leadership Style • Personal Leadership Profile • Improving Personal Productivity • Trust and Empowerment • Managing Individual Performance • Delegation and Follow-up • Job Role Analysis • Business Communication Skills

• 360 Feedback Assessment • Coaching for Performance • Creating High-Performing Teams • Building Organizational Capability • Business Knowledge and Management • Project Management • Individual Business/ Career Coaching • Business Communication Skills

Senior Leadership

• 360 Feedback Assessment • Creating the Enterprise Vision and Mission • Executive Coaching • Advanced Business Communication Skills

Stage 3: Measure Outcomes

• Post-program 360 Feedback Survey • Annual Employee Engagement Survey • Performance evaluation • Business results

All Questions, vs Previous BU. All Dept. All

If all Combined Agree vs Previous = "0," then no previous data

Survey scoring: 1= Strongly Disagree 2= Disagree 3= Neutral 4= Agree 5= Strongly Agree

1. Vision & Strategy

1. I understand the Vision of my company.

3.4

2. I can empathize with the Vision of my company.

6%

3.3

8%

3. I understand the strategies by which my Business Group will achieve its goals.

3.6

4. I feel connected to organizational strategies.

0% 4%

3.2

7%

9. I feel there is a strong sense of urgency.

3.9

10. Our Business Group's leaders place appropriate focus on strengthening our organization.

4%

2.8

0% 3.0

6%

3.1

0%

14. I am proud to work for my company.

3.7

15. I like the kind of work that I do.

16. My job makes good use of my skills and abilities.

0%

3.6

17. I am encouraged to take risks.

0%

3.0

11% 3.5

19. In my Work Group, innovation and creative thinking are actively encouraged.

1%

3.1

20. My Work Group has a clear understanding of our customers' needs.

6% 3.3

5%

21. I hope to continue working at my company into the future.

3.8

22. Looking at my situation as a whole, I am satisfied with working at my company.

2%

3.6

23. The office environment at my company helps me to work productively.

4%

2.9

3%

24. I have the flexibility to balance the needs of my work and personal life.

3.5

25. In my Work Group, diversity among members is respected.

-1%

3.4

26. In my company, people can trust one another.

1%

3.4

1%

3.3

2%

28. In my Work Group, different viewpoints and values are recognized.

3.5

29. In my Work Group, bottom-up approaches are respected.

3.5

2%

30. I am able to speak candidly with the leader of my Work Group about problems and matters I am concerned about.

-2% 3.7

31. I would want to introduce a family member or friend to my company as an excellent place to work.

0%

2.9

0%

2.2

0% 2.4

-2%

34. I feel my skills are developing.

3.3

35. I receive ongoing feedback that helps me improve my performance.

0%

2.8

36. I am satisfied with the feedback I receive.

5. Rewards & Recognition

-2% 3.8

18. I feel encouraged to come up with new and better ways of doing things.

32. I think my company possesses the appropriate mechanisms to support the development of individual skills.

4. Growth & Development 33. I have received the training I need to do a quality job.

-3%

3.3

11. My company is making the changes necessary to compete effectively.

12. My Work Group eliminates non-critical tasks and processes.

13. The decision-making process in my Business Group is consistent and trustworthy.

3. Postive Environment

0%

3.4

8. I feel the organization where I work is strong.

27. In my Business Group, inappropriate behaviours are clearly set out as being unacceptable.

-3%

2.9

-2%

37. My manager evaluates me fairly and in accordance with my ability to perform.

3.5

38. I think that if I am able to fulfill the role expected of me, my successes will be recognized.

3%

3.4

39. The leader of my Business Group is always prepared to assume management responsibility for the results of his/her subordinat..

6% 3.6

40. I feel my ideas are listened to/heard.

2%

3.6

-50%

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2% 3.8

3.4

7. I have confidence in my Business Group's senior management to lead us to achieve our goals and objectives.

2. Strong Organization

1%

3.5

5. I understand what is expected of me.

6. I think that I am given the authority necessary for getting my job done.

0%

-1%

50%

-0.02

0

0.02 0.04 0.06 0.08 Combined Agree vs Previous Survey

0.1

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Global Business Leader Workshop

Creating Highly-Engaged and High-Performing Organizations that Achieve Extraordinary Results Global Leadership Workshop

Global Leadership Workshop

360 Feedback

The Global Leadership workshop is designed to help people become a better leader, whatever their position in the organization. Participants will learn skills and techniques that will enable them to create highly-engaged and high-performing organizations that achieve extraordinary results.

Leadership Profiling

One-on-One Coaching

Global Leadership Program

Innovation Workshop

Employee Engagement

Leading Change Workshop Strategic Alignment Workshop

The “Global” Leader • • • • • •

Provides a positive, innovative atmosphere Creates highly-engaged teams Delivers excellent results High concern for actions/results High concern for people Role-models company and personal values

Workshop Objectives The Global Leadership workshop will enable participants to become a “Global Leader” by:

• Learning the key elements of Global Leadership: Self, People and Business Leadership.

• Identifying their leadership focus, with • Who is it for?

Business leaders, team leaders, department and line managers who lead larger teams, business units or entire organizations are encouraged to participate and develop their leadership skills and capabilities.

• • • • • • •

strengths/weaknesses.

Clarifying and communicating their fundamental values and beliefs.

Learning how to align actions and shared values.

Inspiring others to share a common vision.

Translating vision/strategy into action.

Building collaboration, team-work and trust.

Recognizing the accomplishments of others.

Developing fundamental coaching skills.

Receiving feedback from colleagues and subordinates through the Global Leadership 360 survey tool.

Customizable schedule and contents

• Choice of 3-5 Day intensive, Weekly,

Monthly or Quarterly Workshop structure

• Fully Customizable content to fit your

needs • Full “Global Leadership” workbook provided • Experienced trainers, with direct experience of dealing with the many problems faced by leaders in both domestic Japanese and worldwide organizations • Can be delivered in Japanese or English

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360 Survey Gives Measurable Outcomes

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Global Business Leader Workshop Modules

Available as separately delivered workshops/ modules or as a full 3-5 day intensive workshop

Self-Leadership Knowing Yourself and Your Leadership Style

Building Organizational Capability • Inspiring others to take part in a shared Vision • Mapping Capability requirements to the Business Strategy • Identifying Key Roles • Identifying Key People Managing Individual Performance • Setting & Delivering SMART Objectives that align to the business strategy • Regular 1:1 Performance Conversations • The Individual Development Plan • Handling Difficult situations • The Annual Performance Review Delegation & Follow-up • Delegation self-assessment • Delegating at the right level • Using delegation as a development tool Job Role Analysis • Building the Job description • Aligning the job description to Mission/Goals • Position/Role analysis

People-Leadership Coaching for Performance • The GROW Model of Coaching: Goal, Reality, Options, Will • Adjusting your Leadership & Communication styles Creating High-Performing Teams • The Tuckman Model of Team Development • Moving from Forming to Performing • Celebrating Success • Learning from failure Trust & Empowerment • Building Trust • Giving Feedback • Empowering others to be Successful Month 1 • Adjusting your Leadership Focus SelfLeadership

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Additional 2-days

Business-Leadership

Basic 3-day Schedule

• Your Life/Role Purpose • Personal values • Your Leadership Focus: Integrator, Baser, Developer, Results • Your Decision Making Style • Your Leadership Philosophy • The Leadership Matrix • Leadership Self-assessment • Reviewing Your 360 Survey Result • Your Leadership Challenge

Day 1 SelfLeadership

Seminar Introduction & Overview • Participants’ Objectives Global Leadership • 3 Elements of Global Leadership • Leadership Matrix • What is Leadership?

• Characteristics of Admired Leaders Self-Leadership • Know yourself and your own leadership style • Personal Values & Focus • Decision Making • Your Personal Leadership Philosophy • 360 Feedback • Your Leadership Challenge • Reflection

Day 2 BusinessLeadership

Business-Leadership • Your Vision and Mission • Linking team and Organizational Missions • Developing Organizational Capabilities • Key Roles/ Key People • Job Role Analysis/ Job Description • Matching Position & Person • Delegation & Follow-up • Setting SMART Objectives • Managing Individual Performance • The Annual Performance Review

Day 3 PeopleLeadership

People-Leadership • Building Trust • Delegating for Empowerment • Adjusting your Focus • Giving Feedback • Coaching: The Grow Model • Creating High-Performing Teams • Team Building - The Tuckman Model • Leading Virtual Teams • The weekly Team Meeting • Celebrate Success, Learn from failure

Day 4 BusinessLeadership: Leading Change

Leading Change • Why Is Change Needed?

• Establish Needs • Evaluate Impact • RACI Analysis • Identify Change Agents • Milestones & Measures • Create The Change Story

Day 5 BusinessLeadership: Innovation Workshop

Developing Multiple Innovative Business Concepts Through Ideation • Developing Multiple Innovative Business Concepts • Let The Ideas Fly • Trend Analysis • Brainstorming Categories • Idea Selection • Developing The Business Concept

Example 6 month program with selected modules Month 2

Month 3

Month 4

Month 5

Month 6

BusinessLeadership

BusinessLeadership

PeopleLeadership

PeopleLeadership

PeopleLeadership

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Global Team Leader Workshop For Team Leaders Who Lead Diverse Teams

Being a Team-Leader Leadership is about getting others to aim for a shared goal, to commit themselves to action because they want to, not because they are told to. Team leaders get people moving.

They lead people to new places that they haven’t been to before. They “mobilize” people to move forward together with a common purpose to achieve extraordinary results Workshop Objectives By the end of this two-day seminar, participants will: • Identify their leadership strengths/weaknesses • Discover strategies for inspiring others to share a common vision • Learn proven strategies for developing and empowering their team • Learn how to create High-Performing Teams • Practice fundamental coaching skills

Global Leadership Workshop 360 Feedback

One-on-One Coaching

Global Leadership Program

Leadership Profiling

Innovation Workshop

Employee Engagement

Leading Change Workshop Strategic Alignment Workshop

Workshop Contents

Inspirational Leadership • • • •

Management vs Leadership Organizational Leadership Assessment Characteristics of Admired Leaders What is Leadership?

Self-Leadership

The Tuckman Model Forming

Forming

Team meets each other, establishes ground rules. Quite formal- members are treated as strangers

Storming

Members start to communicate feelings.

They still see themselves as individuals rather than part of a team. They resist control by group leaders, and can show hostility

Norming

People feel part of the team. They realize they can achieve more if they accept other viewpoints.

Storming

Norming

• Your Personal Focus • Your Leadership Philosophy • Your Leadership Challenge

People Leadership

• Tuckman Model of Team Development »» Forming->Storming->Norming->Performing »» Tuckman Team Assessment »» Moving From Forming to Performing8 • From Forming to Storming »» Vision of an Effective Team »» Team CV/ Resume »» Team Mission & Goals »» Develop Business Ideas: Brainstorm Categories »» Aligning Members to the Team Goal • From Storming to Norming »» Building Trust »» Adjusting Your Focus »» Giving Feedback • From Norming to Performing »» The Prioritization Matrix »» Celebrate Success »» Learn from Failure »» Coaching: The GROW Model • Leading Virtual Teams »» Leading teams across different cultures and geographies

Your Leadership Declaration Performing

Performing

The team works in an open and trusting atmosphere. Flexibility is the key.

Hierarchy is not so important

Team leaders need to be able to move their teams from ‘Forming’ through to ‘Performing’ as smoothly and quickly as possible

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Leading Virtual Teams Covers strategies and processes for leading teams across different cultures and geographies

Who is it for?

Managers, team leaders and non-managers who have the potential to be future leaders are encouraged to participate and develop their leadership skills and capabilities. globalinx.co.jp

Leading Change Workshop Driving Change Throughout the Organization

Leading Change Workshop • Many companies hit their cost savings targets, but do not always succeed in hitting their employee performance or employee engagement goals.

• Projects are delivered on time and within budget, but there is still resistance in the organization from the people it affects most: those who are in the front-line of the business.

• Changes that are not handled well can result in reduced buyin for future change initiatives – making things tougher the next time around • Or, in the worst case: Projects are not delivered, new initiatives fail, things don’t change, things get even worse

Global Leadership Workshop 360 Feedback

One-on-One Coaching

Global Leadership Program

Leadership Profiling

Innovation Workshop

Employee Engagement

Leading Change Workshop Strategic Alignment Workshop

The Change Curve A Clear “Change Story” helps to shorten the “Change Curve”

I’m confident in the future It was tough, but things are better now

Denial

1) Clarify Why Change is Needed

It can't be true!

I don't believe it!

Commitment

Who's responsible?

Previous changes didn't work.

Why should this one work?

Changes have been integrated; we are moving forward

Ok, I can see where we are going now.

Frustration/ Anger

2) Establish Needs

How did it get to be this way?

“Things are different, but I don’t like it.”

Why is this happening?

Why didn't you do something earlier?

It's too late now.

What’s the vision for the future?

Acceptance Learning how to work in the new situation; feeling more positive

I am working with my outplacement counsellor for finding a new job.

This is a disaster!

3) Evaluate Impact

Shock Surprise or shock at the event

What!!

Depression Lacking in energy What's the point?

4) Conduct RACI Analysis

5) Identify Change Agents

6) Set Milestones & Measures

7) Create the Change Story

Dialogue Starting to engage/interface with the new situation

There's no future here

How will my job change?

What will happen next?

How does it affect me?

Why improve change capabilities?

• Are you getting the business results you want from change?

• Have changes impacted employee engagement, organizational morale?

• Is the organization executing well, but employees either do not show buy-in, or even do not understand?

• Do you see resistance to change in your organization?

• Does performance dip after an organization redesign?

• Do you have good data to tell you how employees feel about change, or where the real issues are?

• Do you sense that your organization is suffering from “Change Fatigue?”

• Is the organization learning from its mistakes?

The Leading Change Initiatives workshop will help to improve the capability to drive change throughout your organization

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Innovation Workshop

Developing Multiple Innovative Business Concepts Through Ideation

Global Leadership Workshop 360 Feedback

The Innovation workshop brings skilled managers and key individual contributors together to develop multiple innovative business concepts

Global Leadership Program

Leadership Profiling

Innovation Workshop

From generating ideas...

Innovative thinking concepts • “Let the Ideas fly” • Brainstorm cards • Problem framing • Role-play as your competitor • Collaborative sketching • Category thinking • Analogy thinking • Trend analysis • Story boarding • Opposite thinking

One-on-One Coaching

Employee Engagement

Leading Change Workshop Strategic Alignment Workshop

New services

New products my idea

New categories

New technology

my idea my idea my idea my idea

Partnering/ MBA

Add/ remove resources

my idea

my idea

Organization Change

my idea

"How might we..."

my idea

Get out of this business

my idea

my idea

my idea

my idea my idea

Note: a selection of techniques/concepts are used depending on the objectives of the workshop

Get into this business

Stop doing

Start doing

Branding/ Marketing

Business Concept For this customer/ market....

...to developing action plans Next Actions/ Follow-up • Create step-by-step plans for how the business concept will be put into motion.

• Assign responsibility/ ownership for each task • Decide a follow-up plan to make sure each step is accomplished.

....who has this problem/ need...

....we offer this solution to solve the problem/ need

Sketch/ draw your idea Radical Concept?

Not very

Very!

How can you make this idea work?

How the revenue model can work

What kind of investment is needed? (money, resources,capability development, etc.)

The biggest challenge is:

Now add you hopes and concerns Incorporate the feedback from other groups Customers will love this because:

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This can be successful because:

This might fail because:

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Strategic Alignment Workshop

Enables Business Leaders to Develop the Mission, Vision and Strategy Strategic Alignment Workshop

• Designed for organizations or business unit teams that • • • • •

Global Leadership Workshop

need to develop a strategy for future growth, and the organization to make it happen.

Based on the Globalinx VisionOne Model: Vision & Strategy, Strong Organization, Positive Environment, Growth & Development, Rewards & Recognition Focus: Present -where we are now and how we got here, and Future -where we want to be.

Group discussions by key managers and selected individual contributors.

Generates organizational mission and vision, if not already completed.

Utilizes brainstorming methods from the Innovation Workshop.

360 Feedback

One-on-One Coaching

Global Leadership Program

Leadership Profiling

Employee Engagement

Innovation Workshop

Leading Change Workshop Strategic Alignment Workshop

The Story so far…

This will help to give a common understanding for the visioning and planning work, under “Future”

Present Where we are now

Future Where we want to be

Projects/ Strategies Key Events People

Strategy How we will get there

Mission/Vision

Goals/ Results

Products/ Services/ Sites learning DateLine

Present Where we are now

Future Where we want to be

Mission Vision Sub-statement or Key Corporate Objective

Mission Vision Sub-statement or Key Corporate Objective

Mission Vision Sub-statement or Key Corporate Objective

Current Mission/ Vision Statement

Mission Vision Sub-statement or Key Corporate Objective

Strategy How we will get there 6 Mission Vision Sub-statement or Key Corporate Objective

* Adapted from “Designing Effective Organizations” by Jay Galbraith

How we will decide that road

Mission Vision Sub-statement or Key Corporate Objective

• What does it mean for you?

• Do some areas mean more to you than others?

• How connected do you feel to the Mission/Vision?

• How does it affect you?

• How is the organization performing with respect to the Mission/Vision?

Looking Ahead “What would you like to say about Our Organization three years from now?”

Present Where we are now

7

“We Shocked the Industry with our Innovation, Leadership and Quality…

Future Where we want to be

4

Outputs

• • • • •

SPOT

Strategy How we will get there

• Organization mission and vision • Big Goals: Where the organization wants to be in 3-5 years Strategies to achieve those goals Implementation plan to develop required capabilities Organizational structure Rewards structure Matrix and plan for ensuring the right people are in the right roles

…. And we are proud of what we have done”

Present Where we are now

Future Where we want to be

Present Where we are now

Future Where we want to be

Present Where we are now

Generating Ideas

Strategy How we will get there

Stages to Success Think out of the Box

10

Stages/Tasks Strategy How we will get there

Future Where we want to be

What Structure and Roles are Required?

•

What’s needed• to succeed Strategy • How we will get Vision & there Strategy

Rewards & Recognition

Growth & Development

15

Challenges

18

What are the key roles needed to implement the strategy?

Are there places in the organization where roles need to be clarified?

What changes in the structure have you thought about, if any, that might improve the effectiveness of the organization?

Strong Organization

Positive Environment

26

What are the Key Roles in your Organization?

35

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Leadership Coaching

Individual one-on-one Sessions with a Coaching Professional Why Leadership Coaching?

Leadership coaching helps Leaders move from where they are now to where they want to be, with lasting improvements in capability and effectiveness. It’s based on 1:1 interactions, where the Coach and Leader gain the insights, clarity and focus needed to overcome challenges and improve performance. It’s more direct and focused than classroom based leadership development, but at the same time is an excellent way of following up on a traditional leadership workshop.

The Approach • Based on Inspirational Leadership, combining Self-Leadership, Business-Leadership and People Leadership.

• Experienced Coaches: Can call upon a wide range of experiences to help you resolve your challenges.

• Problem-focused: Dealing with important business and/or personal issues and concerns.

• Practical solutions: Tried and tested methods and tools that work.

• Garuda Leadership profiling and 360 Feedback tools form the basis of individual leadership assessment.

• Employee Engagement survey questions can be tailored to measure leadership at an organizational level.

• Can be replicated throughout the organization in Leadership workshops, which means that both Organizational Leadership Development and Individual Leadership Coaching are based on the same principles.

• Developed in Japan, by Global HR professionals, Executive & Leadership Coaches and Business Skills Trainers with years of experience working in both Japanese and Global companies.

Global Leadership Workshop 360 Feedback

Leadership Profiling

One-on-One Coaching

Global Leadership Program

Innovation Workshop

Employee Engagement

Leading Change Workshop Strategic Alignment Workshop

Some common challenges faced by leaders at all levels • I am not getting enough from my people.

• It’s hard to deal with international colleagues.

• I need to change this culture, but everyone resists.

• I have a lot to say, but can’t get my ideas heard.

• We can’t seem to get things done quickly and effectively.

• We have a strategy, but no one is making it happen.

• How can I engage my staff?

• My 360 feedback results were not good – I need to improve.

• My career seems to be at a standstill, I need help to move forward.

• I need to have a difficult conversation with a colleague.

• I can’t trust anyone else to get this done, but I don’t have time to keep doing this myself.

• We do not have enough leaders in the middle of • There is so much to do that I can’t focus on what really matters.

• I’m doing OK, but I want to be a better Leader.

Outcome Focused • Individual Leadership: measured through 360 feedback and personal performance linked to business results.

• Organizational Leadership: measured through 360 feedback, Employee Engagement survey results, Business Performance.

Consultants and Coaches Our consultants and coaches are an international team of talented and experienced business people, who bring direct experience of dealing with the many problems faced by leaders in both domestic Japanese and worldwide organizations. Each coach acts as a trusted advisor, committed to help you achieve your goals.

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360 Feedback

Development Tool for Improving Leadership

What is 360 Feedback?

360 Degree Feedback is a survey in which leaders receive confidential, anonymous feedback from the people who work around them. This is usually the person’ manager, peers/colleagues, and direct reports, typically 8-12 people. The feedback includes comments on what the leader should start/stop and keep doing, giving valuable and actionable feedback.

Global Leadership Workshop 360 Feedback

Leadership Profiling

One-on-One Coaching

Global Leadership Program

Innovation Workshop

Self Leadership

Has a clear philosophy of leadership Sets a personal example of what is expected Follows through on promises and commitments Asks for feedback on how his/her actions affect other people’s performance Role models company and team values

Business Leadership

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2.

3.

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Ensures other people understand the organization’s vision Ensures other people understand how their work is connected to the organizational strategy Ensures other people understand what is expected of them Ensures other people have a sense of urgency to achieve our objectives Builds a strong organization to implement the strategy

People Leadership

Leading Change Workshop

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2.

3.

4.

5.

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2.

3.

4.

5.

Actively coaches other people to develop their skills and grow in their jobs Encourages and empowers other people to deal with issues and develop solutions Gives other people feedback in a timely, constructive way Finds ways to celebrate accomplishments When something goes wrong, asks, “What can we learn from this?”

Individual 360 Report

Shows Business vs People Leadership on the Leadership matrix, with SelfLeadership as the foundation.

Matrix shows Business vs People Leadership

Bars compare Individual Leader result vs Company Average

Radar Chart highlights high/low scoring by each question

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Employee Engagement

Strategic Alignment Workshop

How it works • The survey is taken online, and the results sent to the individual leader and/ or HR in PDF format within one or two days • A summary report can be generated for the HR team, including results for all leaders participating.

Getting feedback • The consultant/coach guides the individual leader through the results.

• Together, they confidentially discuss the results, and create action plans to address issues and concerns for development • The consultant/coach is available for further discussions and individual coaching as required.

Recommended Frequency • We recommend running the survey every 6 months for continued feedback and identifying further development opportunities.

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Employee Engagement Survey Measuring and Improving Employee Engagement

Employee Engagement Survey The Employee Engagement survey helps companies to understand and improve levels of Employee Engagement.

The survey measures engagement across five Categories: 1.

2.

3.

4.

5.

Clear Vision and Strategy Strong Organization Positive Environment Growth & Development Rewards & Recognition

Key Features:

Global Leadership Workshop 360 Feedback

Leadership Profiling

One-on-One Coaching

Global Leadership Program

Innovation Workshop

Employee Engagement

Leading Change Workshop Strategic Alignment Workshop

• Interactive reporting tool giving analytical capability for HR Engagement specialists.

• We design and run the survey for you, using

Dashboard: Provides quick summary

standard web-based survey tools.

• The tool can be adapted to use your own engagement philosophy.

Why is Employee Engagement Important?

Highly engaged employees deliver better results. If the overall “engagement” level in the organization is high, then the organization is more likely to achieve, and exceed, its goals.

Employees look for:

Demographics: Compare results by Mgr/IC, Age Range, Length of Service, Male/Female, Job Function

• Leaders who inspire confidence, who follow • • • • • • • • •

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through on their promises and who ‘do what they say they will do.’

Clear Mission, Vision and Strategy that inspires confidence in the future of the company.

Empowerment, authority and freedom to get the job done.

A strong organization and effective teams that can exceed expectations.

An open environment where their voice will be heard.

Recognition for work they do.

A good working environment and support for work/life balance.

Opportunities to develop their skills and knowledge.

Interesting work that gives the feeling of making a contribution.

A direct manager who treats employees with dignity and respect.

HR Leadership Dashboard: For deeper analysis

globalinx.co.jp

GLOBALINX CORP International Training Consultants

GLOBALINX specializes in developing communication and management skills for people working in global business environments. We provide a comprehensive range of training seminars and employee development programs linked directly to the operational and strategic needs of your business. We aim to develop the true potential of employee in order enhance their ability to communicate effectively, and successfully manage multi-cultural business teams and projects.

Our specialized areas include; executive management development programs, pre-departure training for managers and customer support staff, developing employees’ business and communication skills, preparing employees to lead and work in multi-cultural project teams, and improving individual and organizational communication.

We provide tailored, in house training programmes and coaching sessions linked directly to the operational and strategic needs of your business.

グローバルな環境下で働く方々のコミュニケーションや マネジメント力の向上をお手伝いし、ポテンシャルの高 い国際企業人を育てるのが私たちの仕事です。ビジネ スの経営的・戦略的ニーズに合致した総合的包括的な トレーニングを提供しています。異なる文化背景を持つ 人々によるチームやプロジェクトを成功に導くための真 の効果的なコミュニケーション力・マネジメント力の強 化・向上を目指しています。 トレーニングの領域は、管理者のためのマネジメント 力向上プログラム、海外赴任前トレーニング、社員のビ ジネス及びコミュニケーション・スキルの向上、多文化 プロジェクトチームで働くための導入プログラム、個人 と組織のコミュニケーション開発プログラム、など多岐 にわたります。 これらトレーニングは、ビジネスの経営的・戦略的ニー ズに応じて社内トレーニングプログラムやコーチングな どにカスタマイズされ提供されます。

GLOBALINX Tel. 03.5297.8243 Email. info@globalinx.co.jp URL. https://globalinx.co.jp/

globalinx.co.jp

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GLOBALINX CORP International Training Consultants

https://globalinx.co.jp/

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GLOBALINX CORP TEL 03 (5297) 8243 Email: info@globalinx.co.jp URL:https://globalinx.co.jp/ globalinx.co.jp