Review ELA 1

1. Review ELA 1

2. S howing pride U nited C ustomers C ommunication E thics E njoying D evelopment

3. 1. Proactive Model Being Proactive/Assertive 2. Communication Model – Being Assertive • Proactive about your needs • Prioritize & learn to say ‘No’ • Organizing yourself & others • Motivate yourself & people to share new ideas • Response to new ideas

4. 1. Setting and Communicating Goals Customer Outcomes CoreObjectives/Goal SMART Goal Activities Resources SMART Goal: Specific Measurable Aligned Results-focused Time-bound Capabilities

5. 2. Strategic Thinking From What (ภาพปัจจุบัน) To What (ภาพใหม่) How to Move

6. 3. Motivating People Self-actualization Maslow’s Hierarchy of Needs Motivating Environment Managing my own relationships Organizing my day, and having some control over what I do Treatment that is respectful Information about the business, and changes that affect me Valued for my contribution Approached with constructive feedback to help me grow Tolerance for differences in people, priorities, policies, procedures Involved in decision that affect me Ownership of my performance Never accept anything less than my best

7. 4. Delegating & Empowerment Delegation Equation = KUSA R Knowledge Understanding Skills Attitude Roadblock

8. 5. Coaching & Feedback Top 10 Coaching Probes Feedback Corrective Reinforcing PFR + I

9. 6. Leading with E.I. Communication Strategic Thinking Proactive/Assertive E.I. Recognize and positively manage our emotion Motivation Coaching/Feedback Clients Difficulty/ problems Change Strategy/ Work/ Tasks

10. ELA 2

11. Project Objectives Last year ELA focused on providing knowledge and concept. After AT followed up with some of participants which are her direct reports, the result turned out that they were able to address the concept but could not apply or didn’t know how to apply these to their daily work practically. This year, ELAII assigned the right people to help them develop. The program focuses in application and will be launched during 2010 Dec-2011 June.

12. Why ELA II is Different Group Coaching vs. “training” Action Learning Group Projects 1-on-1 Coaching, use of IFR + Development Goals/Plans Project Advisor guidance to get results while applying tools Accountability to supervisors

13. Emerging Leadership Academy II Journey Map Dec ’10 Jan ’11 Feb ’11 Mar ’11 Apr ’11 May’11 Jun ’11 FEEL: Kick-off, values, contributions. Define Coach and Projects THINK 1: Direction, goals, planning THINK 2: Motivating Others THINK 3: Guiding Teams Reinforcement and Reflection THINK 4: Interpers. Commun. Capstone: Project presentations, celebrate. Post-Assessment Group Sessions Team Guidance Team Update: Results Matrix, Team Initiatives Team at Capstone Team Project with Project Advisor Participant Journey Coach Support APM Coach for IDP goals/plans, Observation & Feedback, Coaching. Customer Delight, Cross-Functional Effectiveness and Operational Excellence Our Family Values Showing pride in belonging to the APMGroup United we can achieve everything Customers are first, last and always Communication is open and honest Ethics, Integrity and Trust are always emphasized Enjoy the challenge and have fun at work Development and learning is endless

14. Emerging Leadership Academy II Sessions (2010-11)

15. Facilitator and Session

16. New group project • Role of Project Advisor • Ensure Project Formulation (how project team is going to formulate the project). • Act as the facilitator not the influencer. • Act as the advisor by giving guideline to ensure that the team member come up with good project plan, then follow up the progress. Also advise and coach to get them on track. • Ensure what they are doing is moving toward the objectives.

17. Coach and Coachee

18. Roles of Coach Schedule the time for coaching 2 times/ month (1 hour per time) After addressing about strength and weakness, come up with the objectives to improve your coachee. Then, get the objectives agreement with coachee and sign off the agreement with his Manager too. All coaches are encouraged to do different channels of coaching. In charge of sharing and give concern/comment/feedback to coachee’s stakeholder (Boss), if there is any concern

19. NEEDED: I.S.M.E.L.A. (Information Sharing Meetings– Emerging Leader Academy) DRAFT AGENDA • Session Facilitator’s Report (Tools, Observations, Questions, Issues) • Of interest to coaches and project advisors • Coach’s Report (Progress, Insights, Questions, Requests) • Of interest to future session facilitators and project advisors • Project Advisor’s Report (Progress, Ideas, Requests) • Of interest to future session facilitators and coaches

20. We created a lot of success cases in driving change and transforming organizations to-move to another level and see the results of our helping them What we wish to hear in 2015 We shared success stories about how we implemented practical solutions to address specific organizational performance issues We are recognized as a ‘top 5’ global consultancy for leadership and people development We developed next generation leaders across a wide spectrum of organizations and societal roles We developed and sold our own signature products for mass consumption and that are recognized as market leading products developed by APM

21. Do Next Review the ELA1 material for what is forgotten Meet with individual’s coach, share, and finalize individual’s 3 actions/execution behavior that will help the individual SUCCEED.