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project management results-based management and mfdr management skills leadership and hrm outcome mapping and most significant change good governance decentralisation and local governance institutional and organisational development education services and competency-based learning

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address mdf pacific-indonesia mdf pacific indonesia jl ngurah rai bypass 379 sanur bali indonesia t +62 0361 287020 f +62 0361 270826 e mdfpi@mdf.nl w www.mdf.nl/mdf-pi other mdf addresses mdf head office bosrand 28 p.o box 430 6710 bk ede the netherlands t +31 318 650060 f +31 318 614503 e mdf@mdf.nl w www.mdf.nl mdf west africa 8 first street osu kuku-hill pmb 357 ct accra ghana t +223 26 5646065 +223 24 0793104 e mdfwa@mdf.nl mdf eastern southern africa sopa plaza 1st floor 99 serengeti road p.o box 3173 arusha tanzania t +255 27 2505194 +255 27 2505195 f +255 27 2505196 e mdfesa@mdf.nl mdf south asia 137 old nawala road nawala sri lanka t +94 11 2808121 +94 11 2805122 f +94 11 4404016 e mdfsa@mdfsa.lk mdf indochina 148 xuan dieu street tay ho district hanoi vietnam t +84 43 7151101-2 f +84 43 7151103 e mdfic@mdf.nl mdf brussels 156 boulevard auguste reyers b-1030 brussels belgium t +32 2 2421909 f +32 2 2425845 e info@mdfbrussels.be mdf afrique centrale avenue de la paix 243 goma d r congo t +243 999305631 f +31 847183754 e mdfac@mdfac.org mdf latin america a.a 003 santa marta colombia t 591 2 2421072 e rep@mdf-la.org w http es.mdf.nl mdf nederland bosrand 28 6718 zn ede t +31 318 658550 f +31 318 614503 e mdfnl@mdf.nl w http nl.mdf.nl/

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about mdf pacific-indonesia mdf-pi mdf establishes itself firmly in indonesia 1 mdf pacific-indonesia part of the world-wide operating mdf group has opened its doors on the 1st of january 2010 in bali indonesia this mdf office represents the mdf group in the indo-pacific region indonesia easttimor papua new guinea the pacific islands malaysia singapore the philippines and brings adapted and contextualised services closer to our clients mdf-pi is now a full-fledged training and consulting branch office on bali with indonesian as well as expatriate trainers and consultants mdf-pi delivers training programs consultancy services and manages four long-term projects strengthening various indonesian universities and polytechnics this combination of managing projects ourselves and conducting short-term management training and consulting services gives us the hands-on experience and hence quality our clients are looking for dear readers and techniques outcome mapping most significant change and results-chains · organisation development sector analysis and institutional development swot analysis organisation assessments change management institutional and organisational capacity building strategic planning · value chain development/value chain analysis · results-based management and managing for development results mfdr · strengthening institutional management of higher education institutes · competency-based education learning and training of trainers teachers new scholarships to attend mdf-pi s training courses in bali the netherlands education support office neso in jakarta in conjunction with the royal netherlands embassy has made available funds for scholarships to attend mdf-pi s courses in bali eligible candidates come from governmental institutions which are partners of the dutch embassy unfortunately ngo s and multi-lateral organisations are not eligible but their government partners might be a full list of eligible organisations is available from our office application for these scholarships will take place via the mdf-pi office we trust that the courses and consulting services described in this brochure will be of interest to you and your organisation and we hope you will be inspired by it we always welcome feedback and specific requests for tailor-made courses and/or consulting assignments not specifically mentioned in this brochure since mdf s core values are · to be an impartial broker able to listen · to assist organisations and people not act for them · we don t `teach we facilitate do join us here in bali our world is about people and we hope to welcome you to it our clients and courses in indonesia mdf pacific-indonesia has had a very successful 2010 during the first year 200 participants joined our 15 open-subscription training programs and a further 100 participants were trained by mdf-pi in tailormade training programs next to courses on rbm and leadership mdf-pi is offering courses on organisation assessment/strategic planning training of trainers teachers competency-based learning and management skills new courses in 2011 will be on outcome mapping and most significant change as well as a course on practical implications of a value-chain approach mdfpi is proud to present you with our 2nd training and consultancy brochure which contains all the regular open-entry training programs conducted in bali please note that these programs can be delivered as tailormade programs to your organisation as well at any location you choose mdf services courses on bali as well as tailor-made courses and consulting assignments · management leadership and management skills management styles conflict management and negotiation teamwork etc hrm · project and program operational management like planning monitoring and evaluation methodologies bart van halteren yours sincerely director mdf pacific-indonesia

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mdf pacific-indonesia course calendar 2011 2 training courses 2011 january 03 07 10 14 17 21 lhrm english february 24 28 oad english march 21 25 28/2 04 07 11 14 18 21 25 28 01/4 31/1 04 07 11 14 18 lhrm oad indonesian indonesian project and program management pm-e english language rbm english ms english april 04 08 11 15 18 22 25 29 lgsp indonesian may 02 06 totcd english june 23 27 om indonesian 09 13 totcd indonesian 16 20 30/5 03 06 10 13 17 oad english 20 24 oad indonesian 27 01/7 project and program management pm-e indonesian language rbm ms indonesian indonesian om english cbl english cbl indonesian july 04 08 11 15 rbm english august 25 29 01 05 08 12 totcd english september 22 26 totcd indonesian 18 22 lhrm english 15 19 29 02/9 05 09 12 16 19 23 om english 26 30 cbl english lhrm rbm indonesian indonesian october 03 07 cbl indonesian november 24 28 31/11 04 07 11 14 18 21 25 28 02/12 05 09 project and program management pm-e indonesian language vcd indonesian rbm ms indonesian indonesian december 12 16 19 23 26 30 project and program management pm-e english language rbm english ms english 10 14 vcd english 17 21 om indonesian

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please see page 18 general course information scholarships available 3 english language courses 2011 course name course code duration dates 2011 course fee project and program management results-based management and project cycle management courses results-based management rbm-e 5 days 21 25 march 11 15 july 05 09 december 21 march 01 april 05 16 december 10 13 may 20 23 september 10 14 october 850 project and program management outcome mapping and most significant change value-chains practical implementation pm-e om-e vcd-e 10 days 4 days 5 days 1.550 700 1.200 leadership management skills and human resources management courses leadership and hrm management skills lhrm-e ms-e 5 days 5 days 17 21 january 18 22 july 28 march 01 april 12 16 december 750 750 institutional organisational development courses organisation assessment and development oad-e 5 days 24 28 january 13 17 june 750 higher education training of trainers and competency-based learning courses competency-based learning training of trainers/teachers and curriculum design cbl-e totcd-e 5 days 5 days 04 08 april 26 30 september 02 06 may 08 12 august 725 725 contact details of mdf pacific-indonesia att ms andiani utama office manager course fee includes training materials lunch during course days and the training venue the course fee excludes hotel accommodation breakfast and dinner transportation and applicable levies and charges 10 mdfpi@mdf.nl jl bypass ngurah rai 379 sanur bali indonesia tel +62 0361 287020 fax +62 0361 270826 www.mdf.nl/mdf-pi

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mission and approach 4 mdf training consultancy mdf training consultancy mdf is a worldwide operating management training and consultancy organisation with its head-office in the netherlands mdf wants to contribute to improved management of organisations responsible for policy formulation funding or implementation of development interventions as well as other organisations and businesses which aim to contribute to social-economic development of developing countries mdf s mission is to enhance management capacities of professionals and organisations through delivery of training and consultancy services and manage development projects in an exemplary manner our training services include standard training courses tailor-made courses facilitation and workshops with regard to consultancy services mdf is active in most phases of project management policy level identification implementation monitoring and evaluation of development interventions mdf aims to blend modern management theory and tools with practical experience in development programs and projects worldwide our approach in training as well as in consultancy is of a practical nature rich in visual elements and characterised by participation because of our hands-on experience as project and program managers we can truly say that as consultants and trainers we really `practice what we preach we deliver our services to clients belonging to a wide variety of organisations these include donors governments non-government organisations and consulting firms all involved in development interventions also mdf increasingly provides its services to small and medium enterprises mdf provides services in the areas of strategy planning project and program planning monitoring evaluation organisational learning leadership and management management information systems results-based management change management organisational analysis institutional development sector analysis value-chain development mdf training consultancy head office the netherlands human resources management partnership building higher education services competency-based learning training of trainers and teachers curriculum design mdf south asia sri lanka mdf brussels belgium mdf eastern southern africa tanzania mdf indochina vietnam mdf centrale afrique congo mdf latin america bolivia mdf west africa ghana mdf pacificindonesia bali indonesia mdf nederland the netherlands

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training and consultancy concept 5 mdf pacific-indonesia s management training and consultancy concept the focus of mdf remains on aspects related to management and education the mdf products and services are aimed at the strategic steering of organisations and sectors operational management of projects and programs as well as personal behavior of individuals human relations and human resources management strengthening of the education sector institutions and individuals is another field of expertise of mdf understanding the often confusing and fast-changing development context and ongoing decentralisation and capacity building efforts of local governments and other education institutions should be a guiding concept in the management of development interventions in general and capacity building in particular we always look from these perspectives and their strong interrelations new development concepts decentralisation and local governance and managing for development results over the past decade a shift in focus has emerged from projects to programs sector support policies basket funding sector-wide approach programs and budget support accompanied by decentralisation efforts towards district and local governments and education institutions furthermore the introduction of new approaches is often accompanied by `management for development results efforts of the recipient governments often it is difficult to distinguish between the different approaches their terminologies and especially their consequences for intervention strategies and activities a thorough understanding of the above however is crucial for designing and implementing development interventions at any level institutional organisational development and good governance the performance of an organisation and institution is dependent to a large extend on the strategic direction it is taking and the way this strategic direction is managed in the context of its environment isoa or sectoral approach and internal set-up id/os or institutional development and organisational strengthening strategic steering of organisations institutions in their sector deals with understanding organisations/institutions in the context of their environment strategic steering leads to change strategies that maintain or improve organisational institutional performance management leadership and human resources management every organisation and institution depends on the people it has although the knowledge of these people is crucial personal management and leadership skills team work communication conflict management and human resources management are therefore crucial areas that fit in the area we call management leadership and human resources management hrm operational project and program management organisations often run many projects and programs at the same time in development cooperation with its outside funding by donors organisations exist that supervise and coordinate large numbers of activities from conceptual stages via implementation to closing and evaluation operational management of such project and program activities rbm pcm and pm is the fourth management field crucial to the success of many organisations strengthening of education institutions mdf with its 25 years of experience in the education sector in numerous developing countries is well-placed to advise education institutions on new approaches and concepts in this sector almost daily we apply concepts such as competency-based teaching and learning and appropriate curriculum design through our trainings and the education projects we are managing in indonesia africa latin-america and other places in the world again the linkages between strengthening of education institutions and for example decentralisation and program management are strong and mutually reinforcing our perspective on strengthening education institutions is that it is vital to take into account all of the above mentioned areas as our services in the education sector shows.

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mdf pacific-indonesia s current projects 6 practising what we preach mdf-pi s current projects mdf-pi also operates as a project management office on behalf of institutional donors we manage and implement development projects and programs currently we are managing four long-term projects to strengthen higher education institutions in eastern indonesia for four years 2009-2012 these projects operate in the indonesian public administration reform context leading to a shift in responsibilities from the government to the education institutions the projects deal with management hrm/d revenue generation and curriculum improvement and assist the institutions to become transparent accountable professional and competency-based capacity strengthening topics of our education projects these projects are aiming at two complementary general objectives · improvement of education research and community services · strengthening of the institutional management some specific technical assistance topics among many are the following · competency-based learning principles and skills · curriculum development · organisational an institutional development · project and program management tools and techniques · leadership and management skills project management is our profession higher education partner institutes institutes that are currently involved in this program are the following · universitas pattimura at ambon un patti · universitas nusa cendana at kupang un dana · universitas negeri papua at manokwari un ipa · universitas khairun at ternate un khair · universitas cendrawasi at jayapura un cen · politeknik pertanian negeri at kupang politani · politeknik negeri ambon at ambon polnam · politeknik negeri kupang at kupang pnk · politeknik perikanan negeri tual at tual polikant

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vision on learning 7 we believe that development is fundamentally about change and transformation facilitated by processes of learning in the context of development learning and especially adult learning aims at behavioral changes through active involvement in order to acquire insights and competencies in the case of development practitioners who have to operate in different cultural settings this also includes acquiring cross-cultural skills and attitudes effective learning in our perception has to do with stimulating inspiring and challenging people and organisations to effectively obtain more appropriate knowledge attitudes and skills to respond to today s challenges we are specialised in learning by facilitating learning processes facilitative methods are combined with specific case studies and experiences that are provided by the participants in general our training programs are based on the adult learning cycle figure the alc is an experiential learning cycle that describes how adults normally learn and acquire new experiences this model enables the trainer to make use of a powerful and natural learning strategy that is already used sub-consciously by most adults effective learning takes place while going through the whole learning cycle mdf trainers use a wide range of different methods for each phase of the learning cycle we provide these learning processes at the individual organisational sectoral and institutional level figure the adult learning cycle how do we achieve behavioral change through learning training is often perceived as a way to get staff equipped for new tasks and responsibilities however learning nowadays takes place in dynamic and active settings where a variety of working group activities reflection and constructive feedback are part of the learning context learning can only be sustainable if knowledge and insights are successfully acquired and internalised by those who will ultimately carry out the new tasks and responsibilities and in an organisation that allows for changes to mdf there is more than only training such as learning from peers from coaching from visits to other organisations from new experiences in other areas etc it is a combination of all these learning modes that makes for an enabling context the principles incorporated in all our programs are the interest and willingness to learn and to share ideas with others the possibility to simplify complex matters and the fact that the knowledge experience and wisdom are within the group/individual learning objectives are pursued by blending our professional knowledge and experience with those of the participants themselves activist having an experience concrete experience a happening task stimulus pragmatist planning the next step testing concepts in new situations trying out new behaviour abstract conceptualization ways of seeing self and the world new notions theories attitudes intentions observation thinking mulling over discussing reflector reviewing the experience theorist concluding the experience what are our learning methods we use highly interactive learning methods such as role-plays case study focused conversation appreciative inquiry individual reflection group work feed back drama quizzes debates simulations real life cases and individual reflection and take the experiences of participants into account our learning methods are of a practical nature rich in visual elements challenging sometimes provocative and deal with mutual exchange of experiences as an important vehicle for learning.

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project and program management handling the hurdles of the project and program manager training period 8 21 march 01 april 2011 05 16 december 2011 rationale development projects/programs and portfolios often are rather complex undertakings moreover it occurs that people are appointed to managerial and advisory positions because of their proven technical skills rather than on the basis of their managerial experience and ability a successful manager however needs to have an excellent command of a broad range of operational managerial skills e.g planning and monitoring techniques and personal management and leadership skills e.g negotiating and conflict management course outline week 1 day 1 concepts theory and context · rbm pcm participatory planning oopp and aid modalities day 2 problem and results analysis results frameworks and logical frameworks · concept formulation and assessment day 3 outcome mapping concept and use · vision and outcome challenge statements the strategy map day 4 monitoring and evaluation theory and tools · types of monitoring indicators progress markers and monitoring system design day 5 monitoring and evaluation · types of evaluation techniques and most significant change msc week 2 day 1 managers and leaders who s the boss · the roles of a manager and the difference with a leader · defining leadership and styles competencies of leaders day 2 your own management and leadership style · personal core qualities and pitfalls · personal leadership and leadership development day 3 human resources management in an organisation · concepts of hrm and the role of hrm in organisational management · competence management and leadership day 4 hrm in practice · recruitment and selection review and appraisal · staff development and coaching day 5 the leader tools · vision and mission influence and power · develop a personal leadership career plan participants project managers technical advisers program coordinators and other project and program staff envisaged becoming managers in the near future and who have a particular interest in improving their overall operational management and leadership skills course objectives this 10-day training course is especially designed to respond to operational and personal management needs managers will be facing throughout the project cycle and strives to deepen your understanding of the factors affecting project success and failure including policy issues that may influence project/program progress and impact the tools are both practical as well as reflective in nature aiming to increase the capacity of the participants to fully understand and consciously decide which methods tools techniques and attitudes to use and apply in different situations this course is also available in the indonesian language see the bahasa indonesia course calendar pm bali indonesia 10 days eng 1.550

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results-based management pme it s all about achieving results training period 21 25 march 11 15 july 2011 05 09 december 2011 9 rationale in the last couple of years the concept of resultsbased management rbm has gained in influence in the development cooperation sector too much time and money was spent on monitoring of small activities by too many development actors increasing the transaction costs as compared to achieving real results however what does resultsbased management really mean particularly the definition of results how does it compare to previous project management concepts and what are the consequences for planning monitoring and evaluation of projects and programs how to actually apply rbm this course will offer you a number of tools to plan monitor and evaluate your projects and programs in a participatory and results-oriented manner we have chosen a few tools from the vast toolbox of methods adaptations from well-known methods such as objective oriented project planning oopp based on following the results-chain results frameworks and logical frameworks discussion on different types of monitoring and monitoring systems design as well as relatively new tools such as outcome mapping om and most significant change msc course outline day 1 concepts theory and context · rbm pcm participatory planning oopp and aid modalities day 2 problem and results analysis results frameworks and logical frameworks · concept formulation and assessment day 3 outcome mapping concept and use · vision and outcome challenge statements the strategy map day 4 monitoring and evaluation theory and tools · types of monitoring indicators progress markers and monitoring system design day 5 monitoring and evaluation · types of evaluation techniques and most significant change msc this course is also available in the indonesian language see the bahasa indonesia course calendar participants staff of development organisations involved in managing projects project or program officers community development workers and facilitators or consultants who are in need of mastering concepts and tools while managing projects course objectives this five-day course aims to provide you with a set of rbm tools and skills to apply these tools in your dayto-day work the tools can be used in planning new projects monitoring systems design running projects or evaluate those projects that have come to an end the starting point is that all tools are participatory by nature meaning involving stakeholders but ultimately focusing on results in stead of activities rbm bali indonesia 5 days eng 850

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outcome mapping manage complexity through learning appreciation and flexibility training period 10 10 13 may 2011 20 23 september 2011 rationale development processes are multi-dimensional by nature to tackle this outcome mapping om offers a nonlinear vision-driven approach with a focus on changes of behaviours relationships and actions of people and organisations outcome mapping and most significant change msc are typical results-based management rbm approaches which can be used either as standalone tools or in combination with more traditional tools to improve their appropriateness outcome mapping appreciates the complexity of development interventions and does not see programs in a linear and goal-oriented way rather outcome mapping understands that behaviour of people is key to development success but at the same time appreciates that projects can not `force changed behaviour most significant change accepts that changes can not always be foreseen and hence the measurement thereof can not always be planned msc will provide the program with an appropriate resultsbased monitoring and evaluation tool course outline day 1 introduction to outcome mapping · existing practices and key concepts · step 1 2 vision and mission in om day 2 outcome mapping partners and outcomes · step 3 boundary partners and identification of strategic partners · step 4 outcome challenges formulation · step 5 progress markers formulating om s monitoring tools day 3 outcome mapping the strategies · step 6 strategy map planning your intervention · step 7 organisational practices and monitoring day 4 most significant change · most significant change msc concepts and reasons · msc practical application · closure of the course this course is also available in the indonesian language see the bahasa indonesia course calendar participants you are a programme coordinator/manager in an nongovernmental organisation international or intergovernmental development organisation a consultant or government official who is seeking new planning monitoring and evaluation concepts approaches and tools that are adapted to better suit the complex environments in which development work takes place course objective this 4 day course will help you to address the following issues · how can we plan programs in a non-linear way without focusing on pre-defined objectives and appreciate socio-economic changes as program results · how can we increase the program s sustainability by focusing on lasting behavioural changes · how do we integrate learning from monitoring and evaluation into the project and programme right from the planning stage · how do we measure side-effects or non-foreseen changes in complex socio-economic environments 4 days eng 700 om bali indonesia

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value chain development developing markets for the poor paradigm shift public sector private sector training period 10 14 october 2011 11 rationale private sector development psd is increasingly acknowledged by governments donors and development organisations as an important step towards alleviating poverty and creating healthy economies value chain development vcd is a participatory process that leads to comprehensive and coordinated interventions for pro-poor economic growth for all value chain actors including resourcepoor producers a value chain refers to the full range of activities necessary to bring a product from its conception to its end use value chain analysis enables us to understand international competitive challenges and to identify relationships and coordination mechanisms to understand how chain actors deal with power in this context developing value chains is often about improving access to new markets and about ensuring a more efficient product flow while ensuring that all actors benefit in proportion to their contribution course outline day 1 introductions and definitions to vcd/vca · selection of a value chain criteria constraints and opportunities · introduction to and exercises on real life case-studies day 2 steps in a value chain analysis · value chain analysis tools identification of actors · value chain analysis tools mapping the chain · vca tools business development services day 3 vca tools participatory analysis · vca tools chain history and critical points analysis day 4 interpreting and structuring your findings · identification of strategic options solutions and matching tools day 5 designing an intervention plan follow-up activities · measuring tools and presentation of action plans · closure this course will be delivered in association with fresh studio innovations asia a professional services firm engaged in consulting research and development r&d within the fresh produce industry participants you are a policy maker project manager or senior program officer from a governmental nongovernmental or private sector organisation that is active in economic development programs either in the north or in the south you are an experienced advisor or practitioner with a general understanding of the various approaches to private sector development course objectives at the end of the course you will understand the value chain concept which entails value chain selection criteria their constraints and opportunities mapping the chain business development services and planning value chain development activities the course will enhance your analytical skills to identify constraints opportunities and leverage points to develop value chains you will learn how to design and steer program interventions that promote equitable growth this course is also available in the indonesian language see the bahasa indonesia course calendar vcd bali indonesia 5 days eng 1.200

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leadership and hrm leaders lead people performance roles of a manager 12 training period 17 21 january 2011 18 22 july 2011 rationale good leadership as opposed to operational management is increasingly viewed as one of the critical components in the development of organisations and society this is also why the topic of leadership and management is subject to more and more interest from both development sector organisations as private businesses the concept of leadership manifests itself on three levels societal organisational and personal in this course we will focus on leadership in organisations and in particular human resources managementapproaches organisations require specific human resources management to deal with continuous changes in policies expected outputs and the working environment this requires a coherent and appropriate system to ensure that staff is valued trained and utilised correctly next to the tools the manager needs to master to develop into a leader everyone in positions of growing responsibilities will experience the need to assess the way their personal behavior affects their work hence an increased understanding of your own management and leadership style is imperative course outline day 1 you as a manager and leader in the organisation · introduction · organisational leadership model · personal core qualities and pitfalls · the roles of a manager and leader day 2 you as a manager and leader working with teams · management and leadership qualities · management and leadership the difference · building and leading teams · building and leading teams continued day 3 you in the different hrm functions · different leadership styles in managing staff · your competencies in managing and leading staff · concepts and the role of hrm in the organisation · elements of hrm day 4 you managing your human resources · hrm planning job analysis and job descriptions · recruitment selection and socialisation · staff performance management review appraisal · motivating and rewarding staff day 5 you encouraging personal development · appreciative inquiry · feedback and coaching · your personal leadership career plan · evaluation and closing this course is also available in the indonesian language see the bahasa indonesia course calendar participants this course is specifically meant for leaders managers and hr-managers advisers team leaders and middle managers who want to further their own management career and would like to increase the success and fulfilment of themselves and their organisation by exploring approaches that go beyond the traditional way of managing organisations course objectives develop a sense for your own most suitable personal management and leadership style which provides a solid base for further unfolding your own management and leadership talents you will increase your understanding about leadership the qualities of leaders and how to apply this in your daily work particularly through the increased understanding on and use of hrm concepts and systems l-hrm bali indonesia 5 days eng 750

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management skills know yourself manage your staff training period 28 march 1 april 2011 12 16 december 2011 13 rationale development interventions be it in the form of projects or programs are implemented by a team of professionals next to the technical tools the manager needs to master everyone in positions of growing responsibilities will experience the need to assess the way their personal behavior affects their work understanding how to function and participate in or lead cross-cultural teams is an essential part of a manager s work and this course course outline day 1 insight into yourself intra personal skills · introduction · know your preferred personality type · your core qualities and pitfalls · your core qualities and pitfalls continued day 2 working with others inter personal communication skills · verbal and non-verbal communication · intercultural communication · appreciative inquiry · managing conflicts day 3 working in teams team building skills · group versus team group development stages and team dynamics · team roles · teamwork and fostering participation · methods for generating ideas day 4 managing meetings and presentation skills · decision making processes and building consensus · introduction of different presentation skills · use of different presentation skills · documentation skills day 5 managing yourself · time management · setting personal development goals · your personal development plan · course evaluation and closing bali indonesia the ms course blends the introduction of a number of modern management concepts with a discovery tour of your own personal qualities and pitfalls opening the door to an effective cross-cultural working attitude and thus a management career in international development cooperation participants this course is aimed at people who started or aspire a middle management position and want to think about how to develop their own management career project or program officers ngo middle managers associate experts and other professionals in technical functions who want to develop their management skills and career-path course objective this 5 day course aims to prepare and improve the functioning of participants for management oriented tasks by broadening their personal skills in a crosscultural working environment the ultimate aim is to develop a sense for your own most suitable personal management style which provides a solid base for further unfolding your own management talents at the end of the course participants will leave with a personal career development plan including suggestions for individual coaching this course is also available in the indonesian language see the bahasa indonesia course calendar ms 5 days eng 750

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