Program Coaching & Mentoring Manajemen Konflik - Meta Inovasi Untuk Anda

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Program Coaching & Mentoring:

Manajemen Konflik 

Apakah Program Coaching : Manajemen Konflik ? 

Adalah seuah program pengemangan kompetensi !ang terstruktur tentang pengelolaan konflik" konfli k" aik pencegahan #prevention prevention$$ maupun pen!elesaian # resolution$  resolution$ erasis coaching.

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Kompetensi !ang dikemangkan adalah: Knowledge

Skill

Attitude

%. .

%. . ). *. +.

%. . ). *. +. -. /. 2. 3.

Analisa Ko Konflik  Konsep 'asar (egosiasi ). Kara Karakt kte eris ristik tik (eg (egosia osiassi *. Proses (e (egosiasi +. ,aktik (egosiasi -. A,(A /. 01PA 2. Pola (egosias iasi 'a 'asar  3. Model Komunikasi (egosiasi %4. %4. 5in6 in65in Appr Approa oac ch

Memetakan Ko Konflik  Merancan cang 1p 1psi61psi Memimp impin (egosias iasi Memimpin Medias iasi Memangun huungan #rapport$ -. Mendengarkan aktif /. ertan!a pr presisi isi 2. Menanggapi kreatif 3. Mengelola 7mosi %4. Meng Mengel elol ola a Keu Keunt ntua uan n

7mpati erda!a diri Perca!a diri 8okus68low68un 9elf6eadership Assertif 1rien ientasi 9olus lusi Kooperatif Perspektif uas & 8le;ile %4. %4. Pant Pantan ang g Men! Men!er erah ah (resillience)

Apakah Program Coaching : Manajemen Konflik ? 

Adalah seuah program pengemangan kompetensi !ang terstruktur tentang pengelolaan konflik" konfli k" aik pencegahan #prevention prevention$$ maupun pen!elesaian # resolution$  resolution$ erasis coaching.



Kompetensi !ang dikemangkan adalah: Knowledge

Skill

Attitude

%. .

%. . ). *. +.

%. . ). *. +. -. /. 2. 3.

Analisa Ko Konflik  Konsep 'asar (egosiasi ). Kara Karakt kte eris ristik tik (eg (egosia osiassi *. Proses (e (egosiasi +. ,aktik (egosiasi -. A,(A /. 01PA 2. Pola (egosias iasi 'a 'asar  3. Model Komunikasi (egosiasi %4. %4. 5in6 in65in Appr Approa oac ch

Memetakan Ko Konflik  Merancan cang 1p 1psi61psi Memimp impin (egosias iasi Memimpin Medias iasi Memangun huungan #rapport$ -. Mendengarkan aktif /. ertan!a pr presisi isi 2. Menanggapi kreatif 3. Mengelola 7mosi %4. Meng Mengel elol ola a Keu Keunt ntua uan n

7mpati erda!a diri Perca!a diri 8okus68low68un 9elf6eadership Assertif 1rien ientasi 9olus lusi Kooperatif Perspektif uas & 8le;ile %4. %4. Pant Pantan ang g Men! Men!er erah ah (resillience)

Apa !ang 9P79
Competency Development dijalankan melalui Metode Coaching !ang dipadu dengan: 

,raining: Metode Experential & Accelerated Learning

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Mentoring

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Customizing: sesuai dengan keutuhan jangka pendek dan jangka Customizing: panjang.

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'ilakukan Proses Benchmarking untuk mengetahui tingkat penguasaan skill secara kuantitatif. Memudahkan pen!usunan talent pool dan individual development plan. plan.

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Experiencing dilakukan melalui program mentoring. Menghasilkan personil !ang siap pakai dan telah memilki jam terang.

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Belie! & "alue Development untuk memenuhi keutuhan attitude attitude..

Mengapa Program Coaching
9etiap isnis & 1rganisasi memiliki #takeholders dengan kebutuhan dan kepentingan !ang eragam. Konflik adalah terjadin!a enturan keutuhan dan kepentingan !ang elum terkelola dengan aik.

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>ntuk menjaga keerlanjutan isnis & 1rganisasi" perlu pengelolaan aspirasi #takeholders dengan melakukan pencegahan #prevention$ dan pen!elesaian #resolution$ konflik.

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Konflik !ang terjadi atau potensial terjadi dapat merugikan reputasi Perusahaan" menurunn!a kesetiaan Pelanggan dan menimulkan keresahan ekerja Kar!awan.

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9etiap isnis & 1rganisasi perlu memiliki 9'M !ang kompeten dalam pencegahan dan pen!elesaian konflik.

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'iperlukan proses pengemangan diri !ang erorientasi pada pengemangan skill melalui coaching.

Apakah Coaching?

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Coaching is a person6focused conversation aout success" e;cellence" and performance that empowers a person to move forward in life.

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Coaching is a catal!st for new ideas" change" and enhanced performance.

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Coaching is transformative learning.

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Coaching enno$les people" gets people to perform at their est" to create and keep their purposes in mind and to develop a dream the! can take pride in.

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Coaching is the art of !acilitating an individual or organi@ations highest outcomes and dreams ! moili@ing the inner and outer resources of for full! unleashing and actuali@ing potentials. # %ichelle Duval and  %ichael all)

Mengapa Coaching?

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Coaching ena$les us to trans!er skills and learnings !rom training  room to the 'orkplace B=ackham (. #%3/3$ at ero; Corporation conducted research that shows that 2/D of newl! learned skills can e lost when there is no follow6up coaching after the training.E he Coaching Controversy raining and Development *ournal" %3/3" )) #%%$" %*. 1nl! %)D is retainedF

Mengapa Coaching?

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Coaching ena$les us to tap into unused and 'asted human  resources B,he coachs jo is e;actl! like that of managers" to translate the purpose of the team #winning$ into appropriate effort #performing at ones est$. (o coach in his right mind would waste pla!er talent ! not using them full! or e satisfied with compliance rather than whole6hearted effort.E Gar! 7nglish

Mengapa Coaching?

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Coaching ena$les us to take corrective action $e!ore a pro$lem arises

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BCorrective coaching needs to spring into action when certain attitudes and ehaviors point to serious prolems down the road. Performance prolems and dissension inevital! arise in workplaces and must e dealt with promptl! and intelligentl!.E #(igro$

Mengapa Coaching?

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Coaching o!!ers a ne' paradigm !or adult change learning and management

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As a new paradigm" coaching offers a new approach to personal transformation and renewal.

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Coaching invites us to think aout change in terms of ecoming more" refining and adding new skills" focusing on direction and outcomes" and receiving feedack as information for continuous improvement. As a paradigm" coaching presents and implies numerous frames that supports the process of transformation as a positive e;perience. >nlike counselling" therap!" and even consulting" coaching does not impl! that theres an!thing wrong. #Michael Hall$

9iapa Iang Perlu
9takeholders =elation 1fficers

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Communit! =elation 1fficers

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Pulic Communication 1fficers

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Human =esources 9taffs

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8ront ine Managers & 9upervisors

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Media =elation 1fficers

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C9= 9taffs

'i mana & Kapan Coaching 'ilakukan? 

Coaching dilakukan di unit kerja ersamaan dengan program pendampingan paralel !ang lain #training" mentoring & consulting$.

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Pada saat kondisi (1=MA untuk tujuan pencegahan.

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Pada saat terjadi konflik untuk pemekalan Conflict =esolution ,ask 8orce ,eam.

9iapa ,rainer Program
• • •

Shah!ial" ST#" MN$P#" CP$C# earning Consultant ,raining 'esigner & 'eveloper  eadership & Management ,rainer  'evelopment Coach & Mentor  • • • •

eerapa Corporate Client Meta
Pengalaman: Manajemen Conflict 

Pen!elesaian Konflik eerapa Perusahaan ,amang di 9ulawesi dan Kalimantan dengan Mas!arakat

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Pen!elesaian Konflik Huungan
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Mediasi Client Pusat Mediasi (asional

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Coaching Manajemen Konflik di eerapa >M( dan 9wasta Multi6 (asional

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Presentasi Manajemen Konflik dan (egosiasi untuk: 


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Meta6Coach Conference

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Pagu!uan Perusahaan Gunungputri ogor 

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1rganisasi 9erikat Pekerja

agaimana Proses Program Coaching 'ijalankan? %PENING

Acti(itie)

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•

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1pening 5orkshop earning (eed 5orkshop. Hot ,opic ,raining

C%AC&ING

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*u!ation) %utcome)

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General 1verview Actual rgent 9kill 'evelopment

8unctional Coaching 9kill 'evelopment Coaching 9kill 'evelopment Mentoring

C$%SING

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+ 'a!s L •

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Awareness & Clatit! to the roles Conflict Management 9kill 'evelopment. 9kill 7mod!ing. 9kill 7;periencing

L : mengikuti keutuhan jumlah skill !ang dikemangkan

9kill enchmarking
'EP%'TING

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9kill 7valuation 9heet
=eport 'evelopment =eport Presentation. 8ormal =eport 9umission.

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Activties =eport earning (eed Anal!sis =eport Coaching =eport. 'evelopment Plan =eport. 9ituation Map =eport.

%PENING

1pening 5orkshop

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  %bjecti(e)+ 

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  *u!ation+ 

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 hours

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9takeholders Awareness" 9upport & 7ngagement.

9takeholders & Participants

  %utcome)+ 

Program presented and getting input and u!6in from stakeholders.

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Getting ke! points to address from stakeholders

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Clarification of supports from stakeholders

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Clarification of commitments from Participants

%PENING

earning (eed 5orkshop

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  %bjecti(e)+ 

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  *u!ation+ 

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 hours

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Participants" 9elected 9takeholders &
  %utcome)+ 

Compan!" 'epartments & >nit Goals & KP<

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Achievements"
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Assessed Competenc! (eeds

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'evelopment Plans #,eam &
%PENING

Hot ,opics ,raining

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  %bjecti(e)+ 

,raining of ,op >rgent ,opics

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Getting asic knowledges of some hot topics.

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>nderstand the whole sets of reuired Competencies

  *u!ation+ 

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  Pa!ticipant)+ 

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- hours Program Participants

  %utcome)+ 

>nderstanding on hot topics & asic knowledges.

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9ense of urgencies.

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Motivation drivers to go

C%AC&ING

8unctional Coaching

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  %bjecti(e)+ 

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1ne da!s group coaching

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Awareness & Clarit! of the roles & e;pected performances.

Program participants

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5ell68ormed 1utcomes

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'ecision for Commitment

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Planning for
C%AC&ING

9kill 'evelopment Coaching

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) da!s

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,o develop the skills and the ualit! of the master!

Program Participants

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>nderstand the enchmark 

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Mind6,o6Muscle & 9kill =ehearsals

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9kills 7valuation &
C%AC&ING

9kill 'evelopment Mentoring

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7;periencing for 7mod!ing

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8uture Pacing

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C$%SING


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Program Participants

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'evelopment Methods

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=esources Plan

C$%SING

Action Planning

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% hr 

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,o emed the skill and set Hait 'evelopment Plan.

Program Participants

  %utcome)+ 

Action Plan

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Hait 'evelopment Plan

C$%SING

Closing 5orkshop

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  %bjecti(e)+ 

,o present the implementation & result of program

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,o officiall! close the program

  *u!ation+ 

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  Pa!ticipant)+ 

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 hrs

Program Participants & 9takeholders

  %utcome)+ 

Minutes of Meeting

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5orkshop Presentations

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Priorita@ion & Ouick 5in Plan