This training program offers opportunity for participants to acquire insights, explore leadership and management skills, supervisory 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.

2. Where Our Participants Are
From 6 Countries
“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”
Fahrizal Tampubolon, MM
Head of APRIL Learning Institute I PT Riau Andalan Pulp and Paper
Bangladesh
Brunai
Indonesia
Malaysia
Thailand
Vietnam
Participants have attended
our programs since 2001
50.000+
150+
95+
Open programs offered each
year
1000+Major clients and growing...
Independently minded and
experienced trainer and
facilitators
90+Customized learning soluction
delivered
“
PROFILE OF IPDC TRAINING INSTITUTE
2

3. 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.
WHAT DRIVES US
We have a dedicated impact team
that works under our vision,
mission, corporate values and
passion
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
VMV
Vision, Mission and Values
PROFILE OF IPDC TRAINING INSTITUTE
Vision, Mission and Values
3

4. 15 YEARS+ of excellent intraining
High quality standard in process on obtaining ISO 9001
CERTIFICATION
100% Customer satisfaction guarantee
TRUSTED by many major corporation in indonesia andregion
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
Why
IPDC ?
PROFILE OF IPDC TRAINING INSTITUTE
4 PT.IPDC Consulting & Advisory | Copyright 2017

5. TRAINING CATEGORIES
WE OFFERED
COMMUNICATION SKILLS
OIL & GAS INDUSTRY TECHNICAL
KNOWLEDGE ANDPRACTICE
HSE
PRE-RETIREMENT PROGRAM
(PURNABHAKTI)
HUMANRESOURCES
PRODUCTION SHARING CONTRACT
(PSC), ACCOUNTING, FINANCIAL AND
CONTRACTUAL ASPECTS
LOGISTIC, CONTRACT, AND SUPPLY
CHAINMANAGEMENT
PROJECT AND PROCUREMENT
MANAGEMENT
MANAGEMENT ANDLEADERSHIP PURCHASING & MATERIAL
MANAGEtMENT
MANAGEMENT OFTRAINING
01
02
03
04
05
06
07
08
09
10
11
12 SECRETARIES ANDOFFICE
ADMINISTRATION
Current SimilarExperiences
(in-house training)
IPDC has been facilitating a
great numbers of In-house
And Public Training Programs
for the last 16 years.
See our website www.ipdc.
co.id (Clients and Gallery) to
find out on our experiences
Please call us for the copy of
contract for fact and data
verification on our claimed
experiences.
PROFILE OF IPDC TRAINING INSTITUTE
5

6. 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
Permanent Office
PROFILE OF IPDC TRAINING INSTITUTE
6

7. APPROACH & METHODOLOGY
7
Considerations for Developing a Leadership Development Program
IPDC Training Philosophy

8. APPROACH & METHODOLOGY IN DELIVERY A TRAINING
8
Our Learning and Development is delivered to address STRATEGIC CHALLENGES faced by
our clients in the following four areas
Strategic
Challenges # 1
Current &
Future
Strategy
Strategic
Challenges # 2
Organizational
Productive
Organization
Growth
Strategic
Challenges # 4
Strategic
Challenges # 3
Transformation
How does Learning
and Development
best contribute to
current and future
strategy?
How does
Learning and
Development best
contribute to
organizational
growth?
How does Learning
and Development
best
contribute to
organizational
productivity?
How does Learning
and Development
best
contribute to
transformation?
Considerations for Developing a Leadership Development Program

9. APPROACH & METHODOLOGY IN DELIVERY A TRAINING
9
Considerations for Developing a Leadership Development Program
5 - PHASE LEADERSHIP DEVELOPMENT PROCESS
ANALYZE
the Needs
Phase 1
DEVELOP
the Blueprint
Phase 2
PLAN
the
Implementation
Phase 3
IMPLEMENT
the Plans
Phase 4
MONITOR
Performance
Improvements
Phase 5
Identify
performance
issues
Clarify high
performance
expectations
Identify
performance
gaps & “hot
spots”
1.1
1.2
1.3
Refine/Develop
Leadership
Competency
Model
Define
Leadership
competency
elements
Develop
Leadership
Development
Blueprint
2.1
2.2
3.3
Establish
Leadership
Development
Project Team
Design &
develop
learning
solutions
Plan roll-out
of Leadership
Development
Program
3.1
3.2
3.3
Deliver
learning
Solutions
Assign
Individual and
Team Learning
Individual &
Team Coaching
for projects
4.1
4.2
4.3
Monitor
Individual &
Team Projects
Evaluate
performance
and rectify
Final
evaluation &
Completion
5.1
5.2
5.3

10. APPROACH & METHODOLOGY IN DELIVERY A TRAINING
10
Considerations for Developing a Leadership Development Program
Level 1: First Line Development Management Program
Introduces the fundamentals of effective leadership for greater success, faster
Level 2: Supervisory Management Development Program
Prepares first-time managers to achieve lasting results through people.
Level 3: Middle Management Development Program
Builds the leadership skills and confidence needed to translate
strategy into effective action on the front line.
Level 4: Senior Management Development
Enhances the ability to lead strategically while balancing
short and long-term perspectives.

11. APPROACH & METHODOLOGY IN DELIVERY A TRAINING
11
Considerations for Developing a Leadership Development Program
• Changes in Knowledge, Skills,
Attitudes, and Perceptions
• Changes in Behavior
• Changes in Values and Beliefs
• Leadership Paths
• Relationship with Others
• Enhancing Organizational
Leadership Capacity
• Broadening Leadership
Participation
• Collaboration
• Developing Future Leaders
Organization Impact Individual Leadership Outcomes
We expect the Leadership Development Program will contribute and have a
significant impact to our clients both for Organization and Individual
Participants

12. APPROACH & METHODOLOGY IN DELIVERY A TRAINING
12
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.

13. APPROACH & METHODOLOGY IN DELIVERY A TRAINING
13
Considerations for Developing a Leadership Development Program
The Leadership Development Programs Fail, because of the
following factors
Source: Pierre Gurdjian, Thomas Halbeisen, and Kevin Lane (McKinsey Quarterly January 2014)
Overlooking context
• Context is a critical component of successful leadership.
A brilliant leader in one situation does not necessarily
perform well in another.
• In the earliest stages of planning a leadership initiative,
companies should ask themselves a simple question:
what, precisely, is this program for?
Underestimating mind-sets
Becoming a more effective leader often requires changing
behavior. But although most companies recognize that this
also means adjusting underlying mind-sets, too often these
organizations are reluctant to address the root causes of
why leaders act the way they do. When businesses fail to
track and measure changes in leadership performance over
time, they increase the odds that improvement initiatives
won’t be taken seriously
Decoupling reflection from real work
When it comes to planning the program’s curriculum,
companies face a delicate balancing act. On the one hand,
there is value in off-site programs (many in university-like
settings) that offer participants time to step back and
escape the pressing demands of a day job.
Failing to measure results
We frequently find that companies pay lip service to the
importance of developing leadership skills but have no
evidence to quantify the value of their investment. When
businesses fail to track and measure changes in leadership
performance over time, they increase the odds that
improvement initiatives won’t be taken seriously.

14. LECTURE ICE BREAKERS AND GAMES CASE STUDIES AND PROBLEM
BASED LEARNING
GROUP COACHING GROUP DISCUSSION ROLE PLAY & PRACTICE
“It should be Fun, Interactive, and Applied”
APPROACH & METHODOLOGY
Training Delivery Method
14

15. 15
APPROACH & METHODOLOGY
Deliverable
• Report of Program Summary
and Recommendation
• Program result of all
participants
• Pre and post-assessment result
of all participants
• All survey and evaluation result
of the program
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:
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
REPORT / LOG BOOK

16. Duration
Max. of 20 Participants in
one class to allow better
class interaction and
experiential learning
Training Participants Location
• Option # 1: Client’s
Office
• Option # 2: Training
Room in Hotel
APPROACH & METHODOLOGY
Course Format
2 Days

17. 17
TRAINING AGENDA
Overview
Successful future leaders (Managers, Supervisors and Senior Staff) are able to lead, manager,
supervise 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, supervisory 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 have the potential and capabilities of developing
into team leaders and new managers.

18. 18
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.
• Use an appropriate strategy for supervising and managing others
• Motivate and support others in the achievement of targets
• How to empower yourself and the Staff who work with you
• 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
• Use effective problem solving and decision making techniques.
• 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.

19. 19
TRAINING AGENDA
Agenda
Program Topics Highlights
New Functionsof
Leaders
Managing and
Working with
Multiple
Generation
Managing Conflict
& Mis-
communication
within the Team
Organizing and
Delegating
Effectively
Managing Results
(Performance &
Monitoring)
Personal Mastery
and Effectiveness
Building Team
Communication
Managing Team
Performance
Coaching and
Counseling
Developing
Others

20. 20
TRAINING AGENDA
Agenda
DAY ONE Leadership Skills for Managers
Time Sessions Topics
08:00 – 10.00
Orienteering:
Leadership in a
Global Environment
• Opening; Ice Breakers; Pre-Test
• Personal Best Experience in Managerial & Leadership Roles
• Management versus Leadership
• The Characteristics of a Successful Managers (Leaders)
New Functions of
Leaders
• Principles and Techniques in Practicing Leadership and
Management
• Qualities of Admired Leaders and Managers
• Develop your leadership style
• What are the skills of an effective leaders or managers?
10:00 – 10:15 Coffee Break
10:15 – 12:00
Personal Mastery
and Effectiveness
• Achieving the mind-set of a manager
• Understanding Human Behavior using the DISC Model
• Managing self, influencing others
• Emotional Intelligence
• Behaving as a leader: Leading oneself and Others; Leading within a
System
12:00 – 13:00 Lunch
DISC Profiling

21. 21
TRAINING AGENDA
Agenda
DAY ONE Leadership Skills for Managers
Time Sessions Topics
13:00 – 15:00
The Communicating
Leader
• Assertive in Communication
• Communication with Different Behavioral Styles
• The arts of persuasion
• Communicating within multi-cultural and generation
teams: Millennial, Baby Boomers, Gen X
15:00 – 15:30 Coffee Break and Prayer Time
15.30 – 16.45
Managing Conflict &
Miscommunication
within the Team
• Handling difficult conversations with confidence and
credibility
• Addressing conflict and relational change
• Selecting conflict-resolution style
• Resolving conflicts with work relationships in mind
16:45 – 17:00 Wrap up and Lessons Learned from Day 1
Practice
& Role
plays

22. 22
TRAINING AGENDA
Agenda
DAY TWO Leadership Skills for Managers
Time Sessions Topics
08:00 – 10.00
Managing
Management &
Subordinates
Expectation
• “Sandwich Management” Concept and Practice as a Manager
• Understand expectation, role and responsibilities of bosses
and subordinates in bridging top management and lower level
mgt.
Developing Others
• Managing Performance Effectively
• Providing Recognition and Feedbacks: Tools in Motivating
People
• Managing Talents: Engagement and Enablement
10:00 – 10:15 Coffee Break
10:15 – 12:00
Managing Results
(Performance &
Monitoring)
• The importance of strategic Goal Setting
• Key Performance Indicators (KPIs): Characteristics; Units of
measure
• Quantitative and Qualitative objectives: the 'SMART' way
• Monitoring Results and Giving Feedback
12:00 – 13:00 Lunch
Practice & Role plays

23. 23
TRAINING AGENDA
Agenda
DAY TWO Leadership Skills for Managers
Time Sessions Topics
13:00 – 15:00
Organizing,
Empowering and
Delegating Effectively
• Organizing time and Setting priorities
• Organizing the work of others
• Delegating for greater productivity and Degrees of delegation
• Delegation & Empowerment: Willingness and Principles
Motivating Team
Members
• Motivating Team Members
• Supporting Others
• Motivation for excellent performance
15:00 – 15:15 Coffee Break and Prayer Time
15.15 – 17.00
Coaching and
Counseling to Boost
People
Performance
• Leadership Principles in Coaching and Counseling
• The Dynamics of Coaching and Counseling
• The GROW Model in Coaching and Coaching
17:00 – 17:30 • MY WAY FORWARD – areas for my personal development
• My goals, plans, strategies and actions for the immediate future
• Post-Test
• Insight and Lesson Learned of the day; Writing a Personal Statement of Commitment
Coaching Role Plays and Simulation