" I am responsible for all the Bad stuff happened to you in the last 10 years, so you can bring the up to me and blame me,
and fortunately i have a great team who have done the great stuff , so when you get all the good stuff, go thank them"
"In ship management, its important to have the leaders on board who are well developed, well trained to deliver the results"
" The business direction in H1 2016 is not very good, the results are not pretty. Still better than competitor, but does not mean we make good money"
"Have done cost cutting, and here is the secret ....it will continue".
The company performance is affected by shipping rates, etc external factors, which are beyond your control. But you can do something to support the company.
Expect you to show the best leadership on board, and crews are doing the best in their daily work.
New CEO now and change will come. More pressure will be there and can increase, market has been tough and will be tough. So be prepared to cope with challenge.
We are comparing the best performing vessel with worst performing vessel, and you can see the results. The purpose is to raise the bar and performance for every vessel.
PPM is used to identify low performers, focus to make them better, not to sack them.
The new system is fully implemented now.
Have the group to formulate the questions on flipcharts esp if they felt not comfortable to ask personally to the Leader for whatever reasons.
Poor performers are then subjected to
PIP - Personal Improvement Plan (must be followed or else will be consequences)
When you tick the box ; ready for promotion - be very sure. Crewing will then promote them and you will see them in higher rank in the vessel soon.
We need more capable people with 17-18 new buildings (ships) coming in in 2017. Thats why now there are many crew members in the organisation (overcapacity).
Why need to break up Back to Back arrangements : Too many situations where the vessels are worn down or bad bad condition due to too long B2B (i.e. 5-6 years). This created blinkered situations without fresh ideas.
Thursday, July 21, 2016
Day 3 LOB
Trainer used many examples to personal experiences ie. hubby wife, his world as psychologist etc.
Class response: I know my wife long time, but in the ship, how to apply as they don't know us well and this is different than hubby-wife example.
Class seatings - vocal students are still in the same tables after 2 days. Created entrenched position.
Trainer felt that its better to not poke their heads into the group discussions, so she prefer to only sit in front most of the time.
Hand gesture: pointing with finger : NO NO
Trainer need to role model a leader who respects diversity and be more global mindset.
Long lectures and often laced with words such as You should....and apparently talking by herself.
The class so quiet..so little energy ...and room is only filled by her voice. How long? probably 25 mins. Minimal interactive.
Good idea:
Create different flipchart positions. Give them scenarios, and based on their reactions, then let them MOVE to that position flipchart. Proceed to discuss and share.
Can be used to some Communications model / leadership style.
Perspective activities
Individual tables has a role, see from that role and describe a scenario. Let others guess what that role is.
Blindfold for communication activities
New words / concepts :
Build up - getting the group to warm up the topics, small milestones of their situations to build up the topic, can be prime the pump with examples or activities.
Staging - setup the scene and context
Head Space - room to think
Transactional Analysis
Be centred - as Adult
Silence - very important in Finland (north), they value silence.
Coachee breaks the silence.
Active Listening - not a skill but an outcome.
outcome of being totally present.
PAC model - be centred around Adult most of times, in order to create more Adults ego around us.
Class response: I know my wife long time, but in the ship, how to apply as they don't know us well and this is different than hubby-wife example.
Class seatings - vocal students are still in the same tables after 2 days. Created entrenched position.
Trainer felt that its better to not poke their heads into the group discussions, so she prefer to only sit in front most of the time.
Hand gesture: pointing with finger : NO NO
Trainer need to role model a leader who respects diversity and be more global mindset.
Long lectures and often laced with words such as You should....and apparently talking by herself.
The class so quiet..so little energy ...and room is only filled by her voice. How long? probably 25 mins. Minimal interactive.
Good idea:
Create different flipchart positions. Give them scenarios, and based on their reactions, then let them MOVE to that position flipchart. Proceed to discuss and share.
Can be used to some Communications model / leadership style.
Perspective activities
Individual tables has a role, see from that role and describe a scenario. Let others guess what that role is.
Blindfold for communication activities
New words / concepts :
Build up - getting the group to warm up the topics, small milestones of their situations to build up the topic, can be prime the pump with examples or activities.
Staging - setup the scene and context
Head Space - room to think
Transactional Analysis
Be centred - as Adult
Silence - very important in Finland (north), they value silence.
Coachee breaks the silence.
Active Listening - not a skill but an outcome.
outcome of being totally present.
PAC model - be centred around Adult most of times, in order to create more Adults ego around us.
Wednesday, July 20, 2016
Observation Notes for LOB Pilot
Good ideas
Day 1
Energizer of Pass the Clap
Day 2
* Stand in the order of year to link to assumption and importance of being specific in communications.
* Give them extra break mins link to them working hard or delivered great stuff. Resulted in them happy and clap !
Observations
* Skill / Will matrix - need to be familiar with the landing points and the exactly what's the leadership style about ? this is modified approach to replace Situational Leadership. Due to royalty fees issue they replaced the SL with this. I feel not very complete and pity there is no leadership style"test" for the participants.
* PPM got hung up - too much negative comments about the new system.
Trainer need to move faster in this and ask the suitable question.
Avoid these:
What you think of this system ?
This is new, who have tried it ?
Learnings to Avoid
1. Trainers rarely move to the tables in their group works.
Result: Some groups start to go off topic in their discussions.
2. Trainer oversell themselves and credibilities too often in the session.
Result: class challenge them more.
3. Long lectures, used all the slides and predictable pace.
This robbed the opportunity for the participants to practice and do works.
Day 1
Energizer of Pass the Clap
Day 2
* Stand in the order of year to link to assumption and importance of being specific in communications.
* Give them extra break mins link to them working hard or delivered great stuff. Resulted in them happy and clap !
Observations
* Skill / Will matrix - need to be familiar with the landing points and the exactly what's the leadership style about ? this is modified approach to replace Situational Leadership. Due to royalty fees issue they replaced the SL with this. I feel not very complete and pity there is no leadership style"test" for the participants.
* PPM got hung up - too much negative comments about the new system.
Trainer need to move faster in this and ask the suitable question.
Avoid these:
What you think of this system ?
This is new, who have tried it ?
Learnings to Avoid
1. Trainers rarely move to the tables in their group works.
Result: Some groups start to go off topic in their discussions.
2. Trainer oversell themselves and credibilities too often in the session.
Result: class challenge them more.
3. Long lectures, used all the slides and predictable pace.
This robbed the opportunity for the participants to practice and do works.
Observation Notes for LOB Pilot
Good ideas
Day 1
Energizer of Pass the Clap
Day 2
* Stand in the order of year to link to assumption and importance of being specific in communications.
* Give them extra break mins link to them working hard or delivered great stuff.
Day 3
* VIP leader visit was very useful and impactful as he represents Management and able to deal with some major concerns.
* Keep track of the learnings every day in a summary card.
Learnings on what to Avoid as Trainer
1. Trainers rarely move to the tables in their group works.
Result: Some groups start to go off topic in their discussions.
2. Trainer oversell themselves and credibilities too often in the session.
Result: class challenge them more.
3. Only few common participants voices were heard over the entire session. Facilitator should be more inclusive and able to generate response across the room and everyone in the class.
4. IN Diversity session, always ask both challenges and benefits. Don't only ask for challenges. Thats already very strong default already, why continue to entrench this point.
Day 1
Energizer of Pass the Clap
Day 2
* Stand in the order of year to link to assumption and importance of being specific in communications.
* Give them extra break mins link to them working hard or delivered great stuff.
Day 3
* VIP leader visit was very useful and impactful as he represents Management and able to deal with some major concerns.
* Keep track of the learnings every day in a summary card.
Learnings on what to Avoid as Trainer
1. Trainers rarely move to the tables in their group works.
Result: Some groups start to go off topic in their discussions.
2. Trainer oversell themselves and credibilities too often in the session.
Result: class challenge them more.
3. Only few common participants voices were heard over the entire session. Facilitator should be more inclusive and able to generate response across the room and everyone in the class.
4. IN Diversity session, always ask both challenges and benefits. Don't only ask for challenges. Thats already very strong default already, why continue to entrench this point.
My learnings from PVMTC Level 3
In the 2 weeks working with the good trainers from PVMTC, its been eye-opening experience for myself as Master Trainer. Here are some of my learnings and experience.
1. Saturday is not the best day to have a training session.
2. It's essential to set higher standards than them so that they don't just "pass" the session assessment by just speaking or presenting.
- use equipment / props
- must use facilitating approach (new)
- new context of adult learning from refinery
3. The holistic report guidelines and sample of openings of the sentences helped them more.
4. New training ideas that i used:
a. Pre-cut paper strips with words. Each person read the word he has, the opposite person then use the word and use the word and build a sentence to link the word with their topic.
This is to practice linking skills and listening.
b. Get the participants to sketch draw instead of just write on flipchart.
c. Keep asking questions with scenarios and stories in small groups.
To practice questioning skills as facilitator.
Some new skills for the candidates.
a. Handling questions from the class. Open up the question to the rest of the group and avoid answer it yourself all the time.
b. Asking more questions instead of telling.
c. Get the conclusions and summary from class members instead of trainer.
d. Handover more of the session's activities to the class learners instead of doing it yourself as Trainer. 30-70.
e. Used very minimal slides (less than 4) to deliver 25 min session. Many used only 1-2 slides and successul in delivery.
f. Developed their self-confidence through accepting the new challenge.
1. Saturday is not the best day to have a training session.
2. It's essential to set higher standards than them so that they don't just "pass" the session assessment by just speaking or presenting.
- use equipment / props
- must use facilitating approach (new)
- new context of adult learning from refinery
3. The holistic report guidelines and sample of openings of the sentences helped them more.
4. New training ideas that i used:
a. Pre-cut paper strips with words. Each person read the word he has, the opposite person then use the word and use the word and build a sentence to link the word with their topic.
This is to practice linking skills and listening.
b. Get the participants to sketch draw instead of just write on flipchart.
c. Keep asking questions with scenarios and stories in small groups.
To practice questioning skills as facilitator.
Some new skills for the candidates.
a. Handling questions from the class. Open up the question to the rest of the group and avoid answer it yourself all the time.
b. Asking more questions instead of telling.
c. Get the conclusions and summary from class members instead of trainer.
d. Handover more of the session's activities to the class learners instead of doing it yourself as Trainer. 30-70.
e. Used very minimal slides (less than 4) to deliver 25 min session. Many used only 1-2 slides and successul in delivery.
f. Developed their self-confidence through accepting the new challenge.
Subscribe to:
Posts (Atom)