MAGISTER MANAJEMEN

FAKULTAS EKONOMI DAN BISNIS

UNIVERSITAS LAMPUNG
2019

Goldsmith & Lyons

Coaching For Leadership

CHAPTER 20 CHAPTER 21

SIEMENS LEADERSHIP FRAMEWORK

Six Critical Coaching Spots
WE STRENGTHEN OUR WE PUSH
CUSTOMERS INNOVATION

WE ENHANCE COMPANY
1. Early Encounters
VALUE

The goals of Early Encounters were to coach leaders to communicate

WE EMPOWER OUR WE EMBRACE CORPORATE
PEOPLE RESPONSIBILITY frequently to employees about the objectives of the acquisition and to
address any fundamental concerns or anxieties that the acquisition
was bound to create among employees from both organizations.
THREE KEY QUALITIES OF LEADERS
By Eduardo Montes
2. Day 1: Strategy and Customer Focus

All employees were informed which teams they would be on, who their bosses
Clear ideas—not Effective would be, and how their units would run. In essence, everyone knew the
necessarily many
ideas, but very clear communication EVOLUTION FROM FIRST TO SECOND answer to the question: Do I have a job? For anyone who was not chosen to be
ones skills ROUND. part of the ongoing team, there were placement services, and leaders were
coached to treat every employee with respect and support. Leaders were also
coached on how to conduct business during those first days and weeks.
Role model
(practice what
he/she preaches)
3. Structure and Staffing

Challenges during this time were many. These included staffing the new structure
with existing talent from both organizations, supporting employees in the
MEAN EVOLUTION OF AGGREGATE transition to new jobs, retaining critical value-added employees, assisting
OF ALL EXECUTIVES. displaced employees, and consolidating human resource management policies and
programs.

4. The Performance Management Process (PMP)

To synchronize To energize To create a To develop

performance culture employees’ skills
individual people to
INNOVATION AND RATER GROUP efforts with perform their
in which employees
are rewarded for
and capabilities
and thus grow in
PERCEPTIONS business needs best achieving results their capacity

5. Individual Development Plan (IDP)

Professional Talents IDP

Development Action
Goals and and Opportunities Objectives
Motivations Steps
Strengths

INNOVATION IN SIEMENS
6. Climate Tracking

How How responses specific

compared with
Perceptions perceptions norms for other integration
had changed companies efforts

Kelompok 10
By Joel Chandra Sihombing
(1921011018) Dr. Ayi Hidayat, SE., M.B.A