coaching clinic smart tips indonesia
Post on 02-Jun-2018
222 Views
Preview:
TRANSCRIPT
8/11/2019 Coaching Clinic Smart Tips Indonesia
http://slidepdf.com/reader/full/coaching-clinic-smart-tips-indonesia 1/25
©Daya Dimensi Indonesia. MMXIII. All rights reserved. Strictly confidential.
Coaching Clinic
October 2013
C O M P E T I T I V E A D V A N T A G E. R E A L I Z E D.
8/11/2019 Coaching Clinic Smart Tips Indonesia
http://slidepdf.com/reader/full/coaching-clinic-smart-tips-indonesia 2/25
©Daya Dimensi Indonesia. MMXIII. All rights reserved. Strictly confidential.
Performance Cycle
Performance &
Development
Planning
Performance &
Development
Review
Performance &
Development
Evaluation
Individual
Performance
Management
1 2
3
ISC + IDP SettingQuarterly
And
MidYear Review
IPM Appraisal
8/11/2019 Coaching Clinic Smart Tips Indonesia
http://slidepdf.com/reader/full/coaching-clinic-smart-tips-indonesia 3/25
©Daya Dimensi Indonesia. MMXIII. All rights reserved. Strictly confidential.
MYR Flow Process (Using SAP R.2)
HR Employee Line Manager Stakeholders
Send MYR Memo& Guideline
Provide Feedback
Review & Refine ISC
Nominate 3 Key
Stakeholders
Feedback Session
Review Performance & IDP Progress
Complete Feedback Form
ISC
Stakeholder
Feedback
MYR
Analyze Feedback
MYR & IDP
Progress
Reporting
Process
Legend:
Manual
process
Collect Feedback
MyInfo
Attach Feedback Form in MyInfo
8/11/2019 Coaching Clinic Smart Tips Indonesia
http://slidepdf.com/reader/full/coaching-clinic-smart-tips-indonesia 4/25
©Daya Dimensi Indonesia. MMXIII. All rights reserved. Strictly confidential.
Prepare Your Own Assessment, Feedback, and supporting data & documents you
need
Analyze Stakeholder Feedback
Conduct the Performance Review, Provide Feedback & Coaching
Documentation
Prepare your own evaluation of the employee’s performance and development area.
Emphasize the Leadership Navigator demonstrated by the employee.
Stakeholder feedback as input for you before providing feedback & coaching
Say the purpose, share your key messages, ask the employee’s own
assessment and input, acknowledge the tension, thank the employee for
contributions
Document the discussion, including achievements & problem
identification, corrective action & timeline
Ask employee to attach the document into the system
The Performance Feedback Process
Anticipate the hard parts
Think about the difficult part of the Performance Review, especially whenemployee’s performance is unsatisfactory
8/11/2019 Coaching Clinic Smart Tips Indonesia
http://slidepdf.com/reader/full/coaching-clinic-smart-tips-indonesia 5/25
©Daya Dimensi Indonesia. MMXIII. All rights reserved. Strictly confidential.
Effective Feedback
S
SITUATION
AB
S
AIIMPACTBEHAVIOR
ALTERNATIVEBEHAVIOR
SITUATION
I IMPACTB
S
Umpan Balik Pos it i f Umpan Balik un tuk Perbaikan
8/11/2019 Coaching Clinic Smart Tips Indonesia
http://slidepdf.com/reader/full/coaching-clinic-smart-tips-indonesia 6/25
8/11/2019 Coaching Clinic Smart Tips Indonesia
http://slidepdf.com/reader/full/coaching-clinic-smart-tips-indonesia 7/25
©Daya Dimensi Indonesia. MMXIII. All rights reserved. Strictly confidential.
Apa yang harus dilakukan / dikatakan oleh subjek
sebagai akibat dari situasi
Konsep inti dari SBI : kunci kompetensi perilaku
subjek
Ditunjukkan oleh bukti perilaku subjek
S B I
8/11/2019 Coaching Clinic Smart Tips Indonesia
http://slidepdf.com/reader/full/coaching-clinic-smart-tips-indonesia 8/25
©Daya Dimensi Indonesia. MMXIII. All rights reserved. Strictly confidential.
Akibat dari tindakan
Menyatakan perubahan yang terjadi akibat
perbuatan subyek
Menunjukkan perilaku yang sudah efektif /
kurang efektif
S B I
8/11/2019 Coaching Clinic Smart Tips Indonesia
http://slidepdf.com/reader/full/coaching-clinic-smart-tips-indonesia 9/25
©Daya Dimensi Indonesia. MMXIII. All rights reserved. Strictly confidential.
Feedback Roles
SBI
8/11/2019 Coaching Clinic Smart Tips Indonesia
http://slidepdf.com/reader/full/coaching-clinic-smart-tips-indonesia 10/25
©Daya Dimensi Indonesia. MMXIII. All rights reserved. Strictly confidential.
Dua Jenis Kebutuhan Dasar
The “human” needs that
people bring to their workand to an interaction.
The objectives to
be accomplished through aninteraction.
8/11/2019 Coaching Clinic Smart Tips Indonesia
http://slidepdf.com/reader/full/coaching-clinic-smart-tips-indonesia 11/25
©Daya Dimensi Indonesia. MMXIII. All rights reserved. Strictly confidential.
SUPPORT
INVOLVEMENT
Kaidah Pokok (kebutuhan pribadi)
Menjaga atau meningkatkan hargadiri
Berbagi pemikiran, perasaan dan alasan(untuk membangun kepercayaan)
Mendengarkan dan menanggapidengan empati
Memberikan dukungan tanpamengambil alih tanggung jawab(untuk membangun kepemilikan)
Meminta bantuan dan mendorongketerlibatan
ESTEEM
EMPATHY
SHARE
8/11/2019 Coaching Clinic Smart Tips Indonesia
http://slidepdf.com/reader/full/coaching-clinic-smart-tips-indonesia 12/25
©Daya Dimensi Indonesia. MMXIII. All rights reserved. Strictly confidential.
Interaction Guidelines(to meet personal and
practical needs)
Esteem
Empathy Involvement
Share
Support
8/11/2019 Coaching Clinic Smart Tips Indonesia
http://slidepdf.com/reader/full/coaching-clinic-smart-tips-indonesia 13/25
©Daya Dimensi Indonesia. MMXIII. All rights reserved. Strictly confidential.
Perangkap PenyimpanganTerhadap Umpan Balik
“Sempurna”
Pemalsu Buang Badan
Membela Diri
Dikhianati Penyerang
8/11/2019 Coaching Clinic Smart Tips Indonesia
http://slidepdf.com/reader/full/coaching-clinic-smart-tips-indonesia 14/25
©Daya Dimensi Indonesia. MMXIII. All rights reserved. Strictly confidential.
Teknik Daya Penerimaan
Terhadap Umpan Balik 1. Mengubah Cara Pikir
2. Mendengarkan untuk Belajar
3. Mencari Detil
4. Mengakui Kesalahan
8/11/2019 Coaching Clinic Smart Tips Indonesia
http://slidepdf.com/reader/full/coaching-clinic-smart-tips-indonesia 15/25
©Daya Dimensi Indonesia. MMXIII. All rights reserved. Strictly confidential.
Proses
Proses Latihan Umpan Balik
Persiapan
Interaksi
8/11/2019 Coaching Clinic Smart Tips Indonesia
http://slidepdf.com/reader/full/coaching-clinic-smart-tips-indonesia 16/25
©Daya Dimensi Indonesia. MMXIII. All rights reserved. Strictly confidential.
Tidak ada sistem manajemen kinerja
manapun yang mampu menggantikan
keputusan akhir seorang pemimpintentang kinerja / perilaku
8/11/2019 Coaching Clinic Smart Tips Indonesia
http://slidepdf.com/reader/full/coaching-clinic-smart-tips-indonesia 17/25
©Daya Dimensi Indonesia. MMXIII. All rights reserved. Strictly confidential.
Mengukur Perilaku Kompetensi: FaktorPendorong Keberhasilan
Memiliki pemahaman yang sama tentang perilaku-kompetensi
Memiliki profil yang jelas (lengkap, diamati, diukur)
Memiliki alat yang sama, keterampilan, peraturan internal
dan proses untuk mengukur / mengevaluasi Memiliki interaksi yang efektif
Memiliki pemahaman yang sama tentang mengapamenggunakan perilaku-kompetensi pada manajemen kinerja
8/11/2019 Coaching Clinic Smart Tips Indonesia
http://slidepdf.com/reader/full/coaching-clinic-smart-tips-indonesia 18/25
©Daya Dimensi Indonesia. MMXIII. All rights reserved. Strictly confidential.
Kompetensi
Technical CompetenciesHard Competencies
Functional Competencies
Behavioral CompetenciesSoft Competencies
Structural Competencies
8/11/2019 Coaching Clinic Smart Tips Indonesia
http://slidepdf.com/reader/full/coaching-clinic-smart-tips-indonesia 19/25
©Daya Dimensi Indonesia. MMXIII. All rights reserved. Strictly confidential.
Think HolisticallyThe Complete Success Profile
What people can do
A cluster of behaviors
performed on a job
What people know
Technical and/or
professional information
needed to successfully
perform job activities
What people have done
Educational and work
achievements needed to
successfully perform job
activities
Who people are
Personal dispositions and
motivations that relate to
job satisfaction, job
success or failure
8/11/2019 Coaching Clinic Smart Tips Indonesia
http://slidepdf.com/reader/full/coaching-clinic-smart-tips-indonesia 20/25
©Daya Dimensi Indonesia. MMXIII. All rights reserved. Strictly confidential.
Persiapan Awal : Definisi 1
LeadershipNavigatorCompetency
8/11/2019 Coaching Clinic Smart Tips Indonesia
http://slidepdf.com/reader/full/coaching-clinic-smart-tips-indonesia 21/25
©Daya Dimensi Indonesia. MMXIII. All rights reserved. Strictly confidential.
Persiapan Awal : Definisi 1
LeadershipNavigatorCompetency
ManagingOthers
ManagingBusiness
ManagingSelf
3. Effective Collaboration
4. People Development
5. Delegation
6. Translating Strategy into Action
7. Decisiveness
8. Customer and Market Focus
1. Learning Agility
2. Making A Difference
8/11/2019 Coaching Clinic Smart Tips Indonesia
http://slidepdf.com/reader/full/coaching-clinic-smart-tips-indonesia 22/25
©Daya Dimensi Indonesia. MMXIII. All rights reserved. Strictly confidential.
Persiapan Awal : Definisi 1
Trust
Care
Passion To be
The Best
Fast
Youthful Spirit
Think positively, walk the talk
and can be relied on.
Demonstrate concern, respect
and serve whole heartedly.
Strive for excellence through
continuous improvement and
refinement.
Quick in problem solving,
making decisions, taking actions
and adapting.
Energetic, dynamic and dare to
be a change driver.
Making A Difference
Customer & Market Focus
Effective Collaboration
Making A Difference
Translating Strategy into Action
Customer and Market Focus
Decisiveness
Making a Difference
Learning Agility
INDOSAT VALUES in OOREDOO Leadership Navigator
8/11/2019 Coaching Clinic Smart Tips Indonesia
http://slidepdf.com/reader/full/coaching-clinic-smart-tips-indonesia 23/25
©Daya Dimensi Indonesia. MMXIII. All rights reserved. Strictly confidential.
4. Observe and sense SBI
on the jobperformance
5. Capture SBI for anIndividual
6. Complete anddocument your SBI onSBI Folder
7. Identify the Impact :Positive or Area forImprovement
8. Match the SBI Behaviorto any of Sub-Components
9. Evaluate theProficiency Level ofeach matched SubComponents
10. Share and discuss thefeedback to your teammember
11. Finalize yourevaluation and submitto the PM system
Pelaksanaan Umpan Balik dalamPerformance Review 2
Bukti terhadap Perilaku untuk MengevaluasiKompetensi
• Memfasilitasi
Tidak perlu memiliki keahlian seorang psikolog untuk
menganalisa perilaku seseorang.
• Hindari pendapat pribadi dalam penilaian andaEvaluasi perilaku harus yang berhubungan dengan pekerjaan,
bukan pada kesan pribadi, sikap, perasaan, atau firasat
• Membatasi pola yang sudah umum
Perilaku adalah fakta - bukan tuduhan yang bersifat umum
dan ambiguitas, atau gambaran apa yang akan merekalakukan?
P
8/11/2019 Coaching Clinic Smart Tips Indonesia
http://slidepdf.com/reader/full/coaching-clinic-smart-tips-indonesia 24/25
©Daya Dimensi Indonesia. MMXIII. All rights reserved. Strictly confidential.
Prepare.. Internal Form :
Stakeholder Feedback Form
Performance Feedback & Coaching Form
Cheat-Sheet fromPrevious Workshop :
Observer Note (juga disediakan di coaching session bagi yangbelum mengikuti Feedback Skills Workshop
3
8/11/2019 Coaching Clinic Smart Tips Indonesia
http://slidepdf.com/reader/full/coaching-clinic-smart-tips-indonesia 25/25
©Daya Dimensi Indonesia. MMXIII. All rights reserved. Strictly confidential.
Latih dan Gunakan :What’s N ext
! Proses Interaksi
top related