Ipdc training 2014 mentoring & coaching skills

In – House Training Program
Mentoring & Coaching

Our Differences:
Our Mentoring & Coaching Model

3
IPDC Mentoring & Coaching Model
We have experienced in delivering such training of
Mentoring & Coaching by deploying NLP approach.
Our experience has demonstrated that the
combination of expertise in Human Resources in
corporate setting and issues and NLP approach in
changing participants mindsets and conscience is a
perfect match and will be uniquely delivered to our
clients and participants
Combining HR & NLP Practitioner &
Trainer in this program a Perfect
Match!
Copyrights @ PT. IPDC Consulting & Advisory 2014

4
NLP provides a set of simple and practical tools that will support a coaching or
mentoring relationship. By using NLP’s tools to explore participants goals, establish
plans of action and make necessary changes in their approach, they will have more
skills as a coach, greater flexibility and thereby be more effective.
NLP’s approach supports the latest research which suggests that there are at least
three distinct thinking systems in human beings; the “reptilian (stem) brain”, the
“mammalian (limbic) brain” and the “human (neocortex) brain.” It is the effective
awareness and use of all these thinking systems together that lead to mastery as a
coach.
NLP is a systemic approach to change which can be applied both to the individual or
the organization. NLP addresses the underlying processes for change rather than the
superficial symptoms, and it is based on modeling best practice, judged by the
achievement of desired results within their own context as opposed to a generalized
view of success or high performance.
What does NLP add to coaching and mentoring?

5
Direct
Support
Lead
Based on our experiences in developing
many effecting mentoring programs for
our clients, we have identified and
developed the basic of a proven mentoring
model to build mentor capacity and
competencies to achieve a maximum
performance.
The model is primarily focusing on three
main areas of value creation and
immediate impact to the individual, team
and organization:
1.Support (Mentor to Mentee)
2.Lead (Lead the Way)
3.Direct (Provide Direction)
Those three areas are reflected in our
course outline and program approach.
Mentoring Model

• Clarifying the strategy and its implications
for all levels of the organization;
• Development of performance scorecards
with specific KPIs for all functions
of the organization;
• Analyze the implications of the strategy on
the Work Culture;
• Analyze the key areas of change for the
execution of the strategy;
• Analyze business risk.
• Solid implementation plan is put
in place with clear actions, well-
defined
responsibilities and key
performance indicators;
• Management is confident that
strategy defined is well
articulated and thatthey can
execute it.
PROCESS RESULTS
Mentoring is about supporting management teams to implement the
company strategy
Mentoring Model

• What are your expectations for this business, what does the
Company expect us to do, what are my expectations for you…?
• What options do we have, what do you think we should do,
what can we do to solve whatever we have agreed upon as
the Problem(s)?
• What is the concern we are dealing with, what problem
area or difficulty is involved?Problem
Options
Expectations
• How do we measure progress on solving the problem(s), how
do we know we are getting someplace in our solutionMeasurement
• What support do you need from me, or from others, or other
systems that need to be in place in order to insure forward
movement…?
Support
Coaching Skills based on POEMS formatCoaching Model

Section 3
Training Approach &
Methodology

Program Approach
Understanding
Context & Scope
of Works
Training Needs
Analysis
Pre-Assessment
and Training
Modules
Development &
Planning
Training
Delivery & Post-
course
Assessment
Coaching for
Application
Institutionalized
The following diagram reflects our program process in developing a training
programs
Time required may vary depend upon the scope of works
9Copyrights @ PT. IPDC Consulting & Advisory 2014

Program Approach
Level of
Assessment
Objectives Measurement
Level of
Certification
Min
Target
REACTION
• Assess participant’s
reaction to instructors
and services
Instructor Quality
Index (IQI)
ATTENDANCE
3.5 of 5
3.5 of 5
LEARNING
feedback on programs
level of understanding
• Program Quality
Index (PQI)
• Participant
Understanding Index
(PUI)
3.5 of 5
70 of
100
BEHAVIOR
• Assess the level of
change in terms of skill
and attitude
• Direct Superior
Index (DSI)
• Putting in Practice
Discussion
SKILL COACHING
FOR APPLICATION
(given at the following of
3 months upon
completion of training)
70 of
100
In measuring effectiveness of Training, IPDC applies the following Measurement to
assess the level of learning that is being achieved throughout the program

To achieve the effectiveness of the program, in-class training format will be broken
down into four arrangements:
Types of Program Number of Day
Mentoring & Coaching Skills
(deliver and use NLP Approach)
2
Program Duration for Each Batch
No. In-Class Training Format Portion (in
%)
1 Interactive lecture (Theoritical Framework &
Conceptual)
30
2 Group / Individual Exercises & Discussion 40
3 Role Plays / Case Study/ Simulation 30
Knowledge
Skills
Attitudes
Program Approach & Methodology

Section 4
Program Overview &
Agenda Training

Program Overview
Mentoring is a highly effective way to develop staff, either with a
firm-wide scheme or on a less formal basis. Mentoring is a form of
ongoing support and guidance, where an experienced person
mentors someone less experienced around a range of issues, from
tackling workplace challenges to general confidence building.
This program is a highly interactive experience which will enable
participants to enhance their skills using some of the ‘cutting edge’
NLP techniques and ideas to influence change, empowerment, and
enhanced well being.
Participants may well want to know much more about the NLP
model and how to integrate the principles into their work skills sets.
Ethical NLP adds a powerful dimension to your coaching and
provides participants with understandings, tools and approaches to
move their subordinates toward wider options, free them from
unhelpful beliefs and obstacles, and widen your professional choices
of intentional intervention.

Program Overview
Program Objectives
Upon completion of training, the participants are expected to be able to:
• Understand your role as mentor and coach both conscious and
unconscious levels
• Develop the skills of effective mentoring and coaching
• Understand philosophy, concept and process of mentoring, including the
roles of a mentor and a mentee
• Improve understanding of self as foundation of mentoring and coaching
• Understand how to conduct an effective mentoring and coaching process
that opens a two way communication
• Better develop potential in others
• Identify personal strengths as a mentor and coach
• Identify the elements of a productive mentoring relationship
• Implement the mentoring process
• Identify appropriate levels of intervention with your subordinates
• Change self limiting beliefs
• Challenge and modify unwanted behaviours and habits
• Reduce unwanted impact of past on present and future techniques
• Utilize the principles of the NLP concept of modelling

Program Agenda
Time Session Topic
07.45 – 08.00 Opening Sessions & Training Ground Rules
08.00 – 10.30
Introduction:
Understanding
Mentoring &
Coaching
• What is mentoring?; Set personal objectives
• Types of mentoring programs
• Characteristics of effective mentor programs
• When to use mentoring
• Role of the new employee; Role of the manager
10.30 – 10.45 Coffee Break
10.45 – 12.00
The Mentoring
Process
• The meeting format; Dealing with mentoring issues
• Identifying behaviours, skills and competencies
• Improving self awareness
• Personality and Styles
Feedback Skills
and Approach
• From Good to Great Accelerators
• Feedback is a Gift Approach
• Seeking and Receiving Feedback
• Essential Interpersonal Skills for Feedback
12.00 – 13.00 Lunch Break and Prayer Time
DAY ONE
Facilitated by
Retno D.S
Facilitated by Retno D.S

Program Agenda
DAY ONE
Time Session Topic
13.00 – 15.30
Coaching for
High
Performance
• Coaching for High Performance
• Types of Coaching
• On-Going Coaching Process for Results
• The Five Most Important Coaching Questions
• POEMS Model for Coaching
15.45 – 17.00
Understanding
of ‘SLEIGHT OF
MOUTH
• Ketangkasan Berbahasa
• Lebih mawas, awas, dan mahir dalam penggunaan
bahasa sebagai tools untuk memahami, menyesuaikan
diri, mempengaruhi, dan mengarahkan.
• Lesson Learned Today
Facilitated by Retno
D.S
Facilitated by M. Yunus
NLP Approach

Program Agenda
Time Session Topic
08.00 – 10.30
Mengenal
‘PRESUPPOSITION’
• Berbagai BELIEF yang dibutuhkan untuk efektifitas sebagai
pemimpin, rekan kerja, dan bawahan
• Mempelajari 7 presuposisi yang membantu efektifitas kinerja
sebagai pemimpin
• Mengaplikasikan presuposisi dalam kehidupan sehari-hari
10.45 – 12.00
INTERVENSI
atau PATTERN
INTERRUPT –
COUNSELING
• Mengenal bagaimana memahami ‘INTENTION’ dalam setiap
perilaku.
• Mengenal ‘BELIEF’ dan ‘FACTS’ dalam proses counseling.
• Mempelajari dan memilah masalah kinerja ke dalam 3 pola BELIEF
• Memilah dan mendeteksi BELIEF
• Men-challenge BELIEF dalam proses counseling, menggunakan
META MODEL
• Menggunakan ‘REFRAMING’ dan ‘METAPHORE’ sebagai alat untuk
mengarahkan dan membantu orang lain menyesuaikan BELIEF-nya.
• Bertanya dengan efektif untuk memfasilitasi orang lain menemukan
jawaban dalam pertanyaan mereka – ‘The answer is in the question’
12.00 – 13.00 Lunch Break and Prayer Time
DAY TWO
NLP Approach
Facilitated by M. Yunus
NLP Approach
Facilitated by M.
Yunus

Program Agenda
DAY TWO
Time Session Topic
13.00 – 15.15
Fokus
OUTCOME -
COACHING
• 4 Pilar untuk membantu mencapai sasaran kinerja
• Menggunakan ‘PAW’ – Possibility, Ability, Worthiness.
• Menggunakan pendekatan yang fokus ke ‘OUTCOME’,
‘EFEKTIFITAS’, dan ‘FLEKSIBILITAS’, untuk mencapai sasaran
kinerja.
15.15 – 15.30 `Coffee Break
15.30 – 17.00
Menggunakan
‘NEUROLOGICAL
LEVEL’ sebagai tools
coaching and
mentoring yang
powerful
• Kuisoner NL – mendeteksi level kesesuaian lewat
kuisoner
• Menangkap level masalah / kekurangan /
kebutuhan, dari bahasa bawahan / atasan
• Mengarahkan bawahan / atasan ke level yang bisa
lebih efektif untuk dibantu
• Menggunakan NL untuk melihat masalah tim dan
organisasi keseluruhan
17.30 – 18.00 Evaluation & Closing
• Insight and Lesson Learned of the day
• Evaluation
BONUS!!!
Beberapa pola
ADVANCE
LANGUAGE
PATTERN yang
berguna untuk
Coaching dan
Mentoring
NLP Approach
Facilitated by M.
Yunus

FACT SINCE 2000
• Trained more than 15,000 participants (Top executives, senior
managers, middle managers and professionals) in 10 years both in in-
house and public programs setting
• Served more than 500 major clients across industries, sectors and
regions, including Vietnam, Malaysia, Thailand.
• Run more than 350 different workshops or training programs on yearly
basis
• Has Partnership with several major training institutions in overseas
region (Indian School of Petroleum & Energy, e-Cornell University)
IPDC Credential

IPDC Credential
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.
OUR TRAINERS / CONSULTANTS
We currently have 82
Associated Trainers /
Consultants

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Contact Information
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
Training & Consulting DivisionA Subsidary of PT. IPDC Consulting & Advisory

Ipdc training 2014 mentoring & coaching skills

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