This document advertises a 2-day coaching and counseling training program for managers and team leaders hosted by Foster & Bridge Indonesia. The program aims to equip participants with tools and techniques to offer meaningful coaching and counseling to their team members. It will cover topics such as understanding presuppositions, counseling patterns, reframing, and using coaching to achieve performance targets. The training incorporates lectures, exercises, role-playing, and discussions.
Achieving life performance through effective coaching & mentoringAsitha Goonewardena
This document discusses coaching, mentoring, and how they can help individuals achieve life fulfillment. It provides definitions and comparisons of coaching versus mentoring. Coaching focuses on short-term, job-related goals while mentoring focuses on long-term career and psychosocial development. Effective coaching and mentoring can help individuals improve skills, progress their careers, and feel supported. The document outlines best practices for how managers can coach and mentor their teams to help with retention and creating a culture of learning and achievement.
Here are some tips for giving negative feedback effectively:
- Be specific about the behavior, not the person. Focus on observable facts.
- Deliver feedback privately and calmly. The timing and location are important.
- Use "I" statements to describe how the behavior made you feel rather than accusatory "you" statements.
- Provide examples and allow the person to respond. Ask for their perspective.
- Suggest specific solutions and ask for their ideas. Make it a two-way discussion.
- Provide positive feedback as well to balance the message. End on an optimistic note when possible.
- Follow up after an agreed period of time. Praise improvements and continued progress.
View the latest Coaching Supervision webinar presentation with Professor Peter Hawkins, a leading writer and practitioner in the use of coaching and coaching supervision and Christopher Smith, Managing Director of Bath Consultancy and an experienced coach, team coach and coaching supervisor.
During this session they explore 3 ways in which supervision can make a difference to:
•Coaching individuals with their teams and the organisation in mind
• Team coaching - maximising the value of the process for the wider business
• Your work as a practitioner in organisation development.
View the presentation to get the latest, leading edge thinking on the practice of systemic supervision.
Listen to the webinar here: http://www.bathconsultancygroup.com/what-we-do/coaching-supervision/coaching-supervision-webinar-recordings.shtml
This document provides an overview of coaching and mentoring. It defines coaching and mentoring, discusses models like GROW and SMART for setting objectives. It covers selecting coaches and mentors, different types of coaching, creating a coaching climate, and common mistakes in mentoring. The document outlines the steps in coaching and mentoring processes and concludes with a summary and questions.
Coaching and mentoring are development techniques that use one-on-one discussions to enhance skills and performance. Coaching focuses on teaching, motivating, and encouraging employees to achieve their goals, while mentoring is a relationship where a more experienced mentor provides career guidance to a protégé. Both provide benefits such as increased skills, promotions, and satisfaction for both parties. Effective coaching and mentoring require setting goals, providing feedback, and overcoming obstacles through open communication and planning.
This document discusses the differences between counseling and coaching. Counseling involves exploring past issues and resolving problems to improve mental health and well-being. Only certain licensed professionals can provide counseling legally. Coaching focuses on achieving goals and moving forward, with the coach providing advice, accountability, and motivation. While counseling addresses healing, coaching emphasizes strategies and plans for clients to reach their maximum potential. Key differences between the two include their styles, topics discussed, goals, and typical phrases used.
RAGMA, Feljone G. Coaching and mentoringFeljone Ragma
The document discusses coaching and mentoring. It defines coaching as short-term and job-focused, while mentoring is long-term and can cross job boundaries. The roles of a coach include focusing on performance, having a specific agenda, and drawing influence from their position. A mentor's focus is on the individual, they act as a facilitator without an agenda, and draw influence from their perceived value. Both coaching and mentoring help individuals achieve their potential by facilitating exploration of needs, setting goals, and encouraging commitment to action and growth. Effective coaching and mentoring maintain an unconditional positive regard and ensure the relationship does not create dependencies.
“If people in an organization are good at replicating what they already do well, what happens when the environment changes and what is needed begins to change?"
Presentation, created for a Taylor University MBA corporate site client, discusses the key differences between coaching and mentoring and when to use each.
We all have values, whether we know these consciously or not, they are ever present. One of the key filters that determines our reaction to outside events, our ability to achieve goals and dreams, is our values and how well aligned these values are.
In this webinar, Bettina will cover:
- Why values are so important in coaching, for you as the coach and your client
- What values are and what they are not
- How to elicit values elegantly
- How to use values to help a client with goal achievement
How to spot a values conflict or incongruence, and tips on helping a client resolve this
ABOUT THE PRESENTER: Bettina Pickering APC
Bettina Pickering is an executive and life coach. She coaches and mentors people to overcome procrastination and blocks that keep them from making the transformative change in their work or personal life they have wanted to make for so long. She helps her clients to effectively work with their emotions and release stuck emotions, such as emotional charges attached to old and outdated beliefs.
Bettina is the founder of Aronagh, a people, culture and behavioural change consultancy, training and coaching firm. She also co-founded Evolve Beyond Redundancy, offering online courses and coaching for job seekers after redundancy, and consulting to organisations considering redundancy.
She is an qualified Coach, an NLP Master Practitioner and Trainer, a Qi Gong and Fitness teacher, and has degrees in Business Administration and Engineering. Recently, she completed a Masters in applied coaching: Emotions in Coaching.
Improving your staff using coaching and counseling techniquesjbeane7028
The document discusses coaching and counseling employees to improve performance. It states that coaching alone does not guarantee improved performance, but must be accompanied by the employee already possessing the right character. It also outlines several factors for effective coaching, such as an open and trusting environment, empathetic and helpful attitude from managers, establishing dialogue, and focusing on work-related goals. The document provides tips for giving effective feedback and addressing why some employees may not perform well.
"Coaching and mentoring is all about unlocking a person’s potential to maximize their performance. It is helping them to learn rather than teaching them."
http://www.ltscotland.org.uk/slf/previousconferences/2007/seminars/mentoringandcoachingprofessionaldevelopmentorcontrolmechanism.asp
What is Workplace Coaching and why you should implement it?The Pathway Group
What is Workplace Coaching and why you should implement it? Workplace Coaching for Team Leaders and First Line Managers ILM Award Level 3. You should develop understanding and competence in coaching skills, including the role, responsibilities, behaviours and characteristics of the workplace.
Coaching is more about asking the right questions than providing the right answers. Coaching is essentially about using effective questioning to help individuals
Performance coaching and mentoring frameworksPreeti Bhaskar
The document discusses coaching and mentoring. It defines coaching as a positive and future-focused process that assists employees in improving performance and achieving their goals. Coaching involves developing action plans, evaluating progress, and setting new goals. Mentoring is described as a caring relationship where a more experienced mentor provides guidance and support to help a less experienced mentee with their professional and personal development. Key differences between coaching and mentoring are provided, such as coaching having a shorter duration and focusing on immediate goals, while mentoring is a longer-term relationship. The benefits of coaching and mentoring for employees and organizations are outlined. A five-stage coaching process and steps in the mentoring process are also summarized.
Your employees are probably the largest recurring investment your company makes. Are you using the best approaches to get the highest return on your investments? Have you ever wondered which can help develop you, your leaders and your employees - Training, Mentoring or Coaching? The answer is all of them, just at different points in one’s career.
People often approach one’s development considering only one of the tools. Attendees will differentiate between the tools and identify when to engage training, mentoring or coaching in developing themselves, their leaders, and their employees.
The document provides an in-depth analysis of coaching and mentoring. It defines coaching and mentoring, outlines their key differences, and examines how organizations incorporate them. Coaching focuses on short-term tasks while mentoring emphasizes long-term development. Several companies are discussed that employ coaching and mentoring programs, including Coca-Cola, Deutsche Bank, Barclays Wealth, Tesco and Saint-Gobain. Surveys show benefits include retention and personal development, while challenges include poor matching and lack of support.
Employee coaching involves providing training, feedback, and support to help employees improve performance and remove barriers. It includes setting expectations, monitoring performance, providing feedback, and celebrating successes. Coaching opportunities arise when employees appear unmotivated, make errors, miss deadlines or fall below standards. The purpose of coaching is to inform employees of what they do well and how to improve, teach needed skills, guide them to solve problems, and empower growth. Benefits include improved productivity, morale and satisfaction. To be effective, coaches must be supportive, patient, knowledgeable and build trust through open communication.
The document discusses different types of coaching including mentoring, counseling, teaching, and guiding. It notes that mentoring involves a long-term informal relationship focused on career development, while coaching addresses specific short-term goals. Key aspects of coaching include understanding that perspectives differ, focusing on available resources, and having behavioral flexibility. The document also outlines models for situational leadership, feedback, learning stages, human needs, representational systems, and the GROW model for establishing goals, examining reality, exploring options, and establishing will.
This document provides guidance on coaching and managing employee performance. It discusses the importance of:
1) Clearly communicating expectations and providing regular feedback.
2) Categorizing employees as super stars, middle stars, or falling stars and coaching each group appropriately.
3) Conducting performance reviews when issues arise and working with the employee to create an action plan for improvement.
The document discusses employee discipline and managing employee behavior. It notes that discipline refers to actions imposed on employees for failing to follow rules or policies. Poor employee selection, undefined expectations, and improperly trained supervisors can lead to indiscipline. Indiscipline results in misbehavior, inefficiency, higher costs and unsafe work. Organizations should create environments where discipline is not needed through proper hiring, training, and grievance systems. Disciplinary actions should be fair, protect employee rights, and be proportional to the misconduct. A progressive discipline process with clear communication of expectations helps ensure discipline is handled appropriately.
The document discusses the GROW model of coaching which involves setting goals, checking current reality, exploring options, and determining the way forward. It emphasizes that coaching builds awareness, responsibility, and self-belief through transformational thinking like exploring new boundaries and dreaming big. Coaching uses the GROW model and SMART goals to help set short and long-term goals, understand the current situation, identify alternative strategies, and commit to a plan of action.
This document discusses different types of counselling:
1) Directive counselling is counsellor-centered where the counsellor directs the client to resolve issues by informing and advising them.
2) Non-directive counselling is client-centered where the counsellor creates an environment for the client to work out their own problems through free expression of feelings and developing insight.
3) Eclectic counselling combines elements of directive and non-directive counselling by taking a flexible middle approach depending on the client and situation. The counsellor plays an active but not overbearing role.
The document discusses performance management processes including:
1) Setting objectives and defining responsibilities at the beginning of the cycle through performance planning.
2) Monitoring performance and providing ongoing feedback throughout the cycle.
3) Periodically reviewing performance and achievements to evaluate progress and make adjustments.
This document provides information about a 2-day training program called "Human Resources for Non HR Managers" hosted by Foster & Bridge Indonesia. The program aims to help functional managers and supervisors handle basic HR tasks like recruitment, development, and discipline of their direct reports. It covers topics such as interviewing, onboarding, performance reviews, compensation, and disciplinary issues. The training incorporates lectures, exercises, role plays, and discussions. Participants will receive access to online materials and videos after the program.
This document describes a 2-day leadership communication training program that uses Neuro-Linguistic Programming (NLP) techniques. The objective is to equip participants with knowledge and skills to become effective leaders. On day 1, topics include self-management, communication models, leadership communication techniques. On day 2, topics are leadership styles, coaching, and servant leadership. The program involves lectures, exercises, role-playing and discussions. It is recommended for supervisors, managers and team leaders.
This document provides information about a 2-day training program on "Comprehensive Learning & Development Management" hosted by Foster & Bridge Indonesia. The training aims to help participants become specialists in managing learning and development programs and aligning them with organizational strategies. It will cover topics such as identifying learning needs, planning activities, delivering training, and tracking learning progress. The program involves lectures, exercises, discussions and uses an eLearning system for post-training access to materials.
This one-day training program aims to equip participants with ways to develop and maintain a positive mindset at work. It will discuss the benefits of positivity, such as seeing challenges in a clearer light and creating a comfortable work environment for colleagues. Participants will learn about evaluating their career motivation, managing demotivating issues, and contributing positively to the workplace. The program involves lectures, exercises, role-playing, discussions and uses a variety of teaching methods. It is recommended for professionals at any level, including new managers and supervisors.
This document describes a 1-day workshop on self-esteem and assertiveness for professionals. The workshop will help participants improve their self-worth and learn techniques to confidently approach others to achieve their goals at work. It will cover identifying self-worth, building self-confidence, turning negative thoughts positive, and setting goals. The workshop uses lectures, exercises, role-playing and discussion and is recommended for professionals wanting to enhance their perception, self-worth and abilities.
This document advertises and provides information about a 2-day training program called "Finance for Non-Finance Managers" hosted by Foster & Bridge Indonesia. The training is designed to help managers without finance backgrounds better understand financial management principles. It will cover topics like accounting, analyzing financial statements, and budgeting. Participants will learn through lectures, exercises, discussions and real-world examples.
This document provides information about a two-day negotiation skills training program for professionals offered by Foster & Bridge Indonesia. The training will teach participants how to effectively negotiate in various situations through techniques like preparing for negotiations, understanding different negotiation styles, and developing alternatives. It will include lectures, exercises, role-playing, and discussions. Participants include managers and team leaders. Upon registration, participants will receive access to online training materials and videos through Foster & Bridge's eLearning system for a year after the training.
This document provides information about a 2-day stress and conflict management training program for professionals offered by Foster & Bridge Indonesia. The program teaches techniques for recognizing one's attitudes, dealing with difficult people and situations, managing stress and anger, and using emotional intelligence to cope with stress. Participants will learn through lectures, exercises, role-playing, discussions and real-world case studies.
This document provides information about a 2-day customer service training program. The training aims to help participants understand the importance of customer service and build skills to provide excellent customer experiences. It will cover topics like communication skills, dealing with difficult customers, problem solving, and managing stress. The program will include lectures, exercises, role playing, and discussions. Participants will learn techniques they can apply in their jobs to improve customer service.
The document describes a 2-day training program on effective complaint handling for frontline staff and managers. The training will teach participants how to recognize different customer and complaint types, effectively deal with complaints, manage stress from complaints, and heal emotionally from complaints. It will include lectures, exercises, role plays, and discussions. The program is offered by Foster & Bridge Indonesia, a training and development company that provides various programs to help professionals.
This document advertises a 1-day training program on emotional intelligence for professionals offered by Foster & Bridge Indonesia. The program aims to help participants understand the importance of emotional intelligence in the workplace, identify the connection between emotions and health, and learn techniques for using, appreciating, and managing emotions effectively. It will involve lectures, exercises, role-playing, and discussions. Upon completing the program, participants will learn how to optimize emotions at work, validate others' emotions, and set personal visions.
This document provides information about a 2-day "High Impact Presentation Skill" training program. The training aims to help participants develop skills to create and deliver impactful presentations that meet audience needs. Participants will learn about preparation, strategies, presentation tools and techniques, and receive feedback on their presentations. The program includes lectures, exercises, role plays, discussions and individual videotaped presentations. It is recommended for professionals looking to improve their presentation abilities.
This document describes a 2-day human resources management fundamentals training program offered by Foster & Bridge Indonesia. The program is intended for new HR managers and professionals and will cover topics such as HR planning, recruitment, compensation, and performance management. It will include lectures, exercises, discussions, and use active learning methods. Participants will receive training materials and access to an eLearning system for continued learning access.
This document provides information about a 2-day "Problem Solving & Decision Making" workshop offered by Foster & Bridge Indonesia. The workshop aims to help professionals better recognize problems, identify solutions, and make better structured decisions. It will cover topics like problem solving models and tools, decision making mistakes, and case studies. Participants will learn through activities, exercises and discussions. Upon registering, participants will receive access to online training materials and videos through Foster & Bridge's eLearning system for continued learning support.
This document provides information about a 3-day professional project management workshop hosted by Foster & Bridge Indonesia. The workshop is designed to help professionals understand project management frameworks, processes, and tools based on the PMBOK guide. Participants will learn how to apply their new skills to actual projects and pursue certifications like the CAPM or PMP. The workshop will use lectures, exercises, discussions and involve active participation to help participants understand and implement project management principles.
This document advertises a 2-day change management training program for professionals. The training will help attendees plan and implement change management initiatives, navigate resistance to change, and create strategies for managing transitions. Participants will learn change management models and tools, how to assess the impact of change, and how to effectively communicate change. The program will include lectures, exercises, role plays, and discussions.
This 2-day workshop on selling skills and smart selling for professionals aims to enrich participants' knowledge of customer-focused selling techniques and strategies. Through lectures, exercises, role plays and discussions, participants will learn essential selling skills, customer service, goal setting, networking and how to avoid common mistakes. The workshop is recommended for any professionals seeking to improve their sales skills and will be delivered through active learning methods by Foster & Bridge Indonesia, a training and development specialist group.
This document provides information about a 2-day Project Management Fundamentals training program. The training aims to teach non-project managers how to properly manage projects based on globally accepted standards and practices. Participants will learn project management tools and techniques to help manage departmental or organizational projects. Upon completing the training, participants can pursue project management certifications from PMI such as CAPM. The training will involve lectures, exercises, role playing, discussions and focus on the 10 project management knowledge areas.
This document provides information about a 4-day PMP Fast Track program offered by Foster & Bridge Indonesia to help participants prepare for the PMP certification exam. The program covers the PMBOK guide, project management processes and knowledge areas, exam tips, and provides 12 months of access to an online test simulation system. It aims to provide a more cost-effective option for professionals and organizations looking to gain the PMP certification.
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Curious about what a social media manager really does? Our latest presentation breaks down the key responsibilities and daily tasks of this dynamic role. Want to understand more about this essential position? Read the full deck now!
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2. Coaching & Counseling
For Managers & Team Leaders
Every people manager or team leader has to manage their team to achieve the best expected outcomes. And in order to perform
this important mission, they need to understand that they are dealing with people who have their own individual challenges. There
are times that managers/team leaders have to outreach to their team and become a good coach or a thoughtful counsel. And it
requires a skill of its own to learn this new role.
FOSTER & BRIDGE INDONESIA
3. About The Program
Every people manager or team leader has to manage their team
to achieve the best expected outcomes. And in order to perform
this important mission, they need to understand that they are
dealing with people who have their own individual challenges.
There are times that managers/team leaders have to outreach to
their team and become a good coach or a thoughtful counsel.
And it requires a skill of its own to learn this new role.
This program will help and equip the participants with
understanding, tools, and techniques that will enable them to offer
meaningful coaching and counseling to any of their team
members.
COACHING & COUNSELING
FOR MANAGERS & TEAM LEADERS - 2 DAYS
FOSTER & BRIDGE INDONESIA
4. This program is highly recommended for
All Supervisors, Assistant Managers, Managers, and Team Leaders
All professionals who need to lead their daily role.
Who Should Attend
COACHING & COUNSELING FOR MANAGERS & TEAM LEADERS - 2 DAYS
FOSTER & BRIDGE INDONESIA
5. • Understanding “Sleight of Mouth”
• How to become aware, mindful, and skillful in using
language as tool to understand, to adapt, to
influence, and to direct.
• Understanding “Presupposition”
• Understanding various beliefs needed to become
effective as a leader, colleague, and team member.
• Understanding or Patter Interrupt ‒ Counseling
• Understanding “Intention”, “Belief”, “Facts” in
counseling other.
• Using “Reframing” and “Metaphore” in leading and
helping others
• Outcome Focus ‒ Coaching
• Understanding the 4 pillars to help achieving
performance targets
• Using “Neurological Level” as coaching and
counseling tool
WHAT YOU WILL LEARN
Coaching & Counseling
For Managers & Team Leaders
FOSTER & BRIDGE INDONESIA
6. Through active participation, mini
presentation, group discussion,
experience- sharing, fun related games
and quiz, personal and group work
exercises, presentation and evaluation.
Participants will actively involve in
exploring discoveries and implementing
the principles of powerful presentation.
30% - Lecture / Theory
40% - Exercises / Role Playing
30% - Discussion
How We
Deliver The
Program
COACHING & COUNSELING
FOR MANAGERS & TEAM LEADERS - 2 DAYS
FOSTER & BRIDGE INDONESIA
7. How To Register
COACHING & COUNSELING
FOR MANAGERS & TEAM LEADERS - 2 DAYS
• Fill the registration form
• Send it back by email to: program@fosterandbridgeindonesia.com
1. REGISTER THE PARTICIPANT
• We will contact you for registration confirmation
• We will run the training if the minimum number of participant is achieved
2. CONFIRMATION
• Once the class is confirmed to run, please complete the payment, and
• Make the transfer to:
BCA. AC/No. 523.500.8855
Formasi Bina Interaksi
3. PAYMENT
FOSTER & BRIDGE INDONESIA
8. ABOUT
FOSTER & BRIDGE
INDONESIA
Foster & Bridge Indonesia is part of Formasi Accoladia Group
that focuses on the professional development business in
Indonesia. We are supported by highly qualified
professionals in Training & Development and T&D
Management fields. We are also supported and professional
facilitating team with actual hands-on working experiences
in their respective fields.
Our Business Group
FOSTER & BRIDGE INDONESIA
NURTURING | ELEVATING | CONNECTING
10. OUR EXPERIENCES
Since our launching in Indonesia, 4 years ago, we have worked together with hundreds of professionals and HR/Training Partners from
countless national and multinationals organizations. Thank you for all of your trust to work with us. We will not let you down.
ABM Investama, Tbk
Aero System Indonesia
Altus Logistics
Amway Indonesia
Asuransi Bintang
Asuransi Jiwa Generali
Indonesia
Asphalt Bangun Sarana
Australian Embassy Jakarta
Bahana Pembinaan Usaha
Indonesia (Persero)
Bank ANZ Indonesia
Bank BCA Syariah
Bank CIMB Niaga
Bank Commonwealth
Bank BTPN
Bank Maybank Syariah
Bank Mega
Bank QNB Kesawan
BASF Indonesia
Becton Dickinson Indonesia Ltd
Berlian Sistem Informasi
Bauer Pratama Indonesia
Carl Zeiss
Chandra Asri Petrochemical,
Tbk.
Cipta Kridatama
Cantika Puspa Pesona
Canvas Development
Cedefindo
Citarasa Prima Group
Clariant Adsorbent Indonesia
Daya Adicipta Mustika – Daya
Group
East Jakarta Industrial Park
Eastspring Investment
EATIKI (Qraved)
FMC Health & Nutrition
Farpoint
Freeport Mc-MoRan Inc.
Fortune Indonesia
Givaudan Indonesia
GrabTaxi Indonesia
Gemalto Smart Cards
HERO Supermarket, Tbk
Hitek Nusantara Off Shore
ICBC Indonesia
Indesso Niagatama
Indonesian International
Education Foundation (IIEF)
Indosat Ooredoo, Tbk
Integrated Healthcare
Indonesia, Tbk
International Recovery
Ivo Mas Tunggal – Sinarmas
Group
Jakarta Centre for Law
Enforcement
Cooperation(JCLEC)
Jakarta International Container
Terminal (JICT)
Jardine Lloyd Thompson
JAPFA Foundation
JasAero Engineering
ServicesJasa Marga (Persero)
JLC Sourcing & Services Ltd.
Indonesia
K-Swiss International
Manufacturing Ltd, Indonesia
Kaltim Prima Coal
Kawi Agung Kencana
KBC Advanced Technologies –
Singapore
Kiroyan Partners
Kreasiboga Primatama
Kompas Gramedia
Lexus Indonesia
Martina Berto, Tbk. – Martha
Tilaar Group
Metrodata Electronics, Tbk
Oracle Indonesia
OCBC NISP
Petra Energy
Putera Sampoerna Foundation
Rabobank Indonesia
Rafless Medika Indonesia
Rajawali Corporation
Sandvik SMC
School of Government and
Public Policy
Shelf Drilling
Syngenta Indonesia
Solusindo Kreasi Pratama –
Tower Bersama
SWA Magazine
Syailendra Asia
Sun Education Group
Takeda Indonesia
Tetra Pak Stainless Equipment
TOTAL E&P Indonesie
Triputra Group
Universitas Siswa Bangsa
International
UNFPA (United Nations
Population Fund)
USG Boral
Vale Indonesia
VivaStor Techno Logica
FOSTER & BRIDGE INDONESIA
11. We continuously expand our program
offerings. Any programs that will
nurture, elevate, and connect
professionals with better outcomes.
COMPREHENSIVE PROGRAM OPTIONS
We carefully selected our facilitating
team with our own unique criteria to
ensure quality program delivery and
client experience in any of our programs.
PROFESSIONAL & QUALIFIED FACILITATORS
Our business is focused on T&D
programs only. We dedicate our lives
on this professional development
field only. No side businesses.
SPECIALIST IN TRAINING & DEVELOPMENT
We build our own elearning system to
ensure your learning journey
continues long after our class.
We truly believe that our programs are
more than our classroom delivery. It goes
beyond that. An experience of itself.
Our team are dedicated professionals
in T&D management field. We are very
passionate in T&D & Learning fields.
ELEARNING SUPPORTED FRIENDLY STAFFS & LEARNING EXPERIENCEPROFESSIONAL TEAM & MANAGEMENT
WHY US?
FOSTER & BRIDGE INDONESIA
12. We at Foster & Bridge Indonesia understand that your
Learning journey does not stop at our classroom. It
goes beyond that and you need to access all of your
training materials at anytime, anywhere you need them.
Our My-Leaps system is specifically designed to cater
this very need. After your class with us, you are
automatically signed up for 12 months access to your
free-of-charge My-Leaps account.
You can access the softcopy of your training materials,
forms, and templates used in your class. You can
access more additional materials, videos, and also your
class photos! Easy. Simple. And Free!
Yes, we do have our own eLearning system
MY-LEAPS ELEARNING SYSTEM
FOSTER & BRIDGE INDONESIA
13. Our My-Leaps system is
accessible using various
tools. Mobile. Laptop, etc.
ANY GADGETS READYADDITIONAL VIDEOS
Your My-Leaps account is
ready anytime and anywhere
you need it.
24/7 - ALL YEAR ACCESS
Our system enables our
clients to set up internal tests
or certification. Interested?
INTERNAL TEST READY
You can access them
anytime you need them. No
more USB drive at class.
TRAINING MATERIALS
Never lose your training data
& materials. We manage
them well.
REPOSITORY SYSTEM
Relive your class experience
with us. Stay connected with
all of your classmates.
CLASS PHOTOS
Test your understanding on
the materials or other
interesting subjects.
QUIZZES & TESTS
We curated additional videos
that will enrich your
knowledge & understanding.
MY-LEAPS SUPPORTS
FOSTER & BRIDGE INDONESIA
16. Get Connected
@fosterandbridgeid
Contact our team to discuss your upcoming development
programs. Our team is ready to help and to work with you.
Foster & Bridge Indonesia
Foster & Bridge Indonesia
http://www.fosterandbridgeindonesia.com
Menara Palma 12th Fl. Jl. HR Rasuna Said Kav.6
putri @ fosterandbridgeindonesia.com
+62 21 2939 1228
Menara Palma 12th Fl.
Jl. HR Rasuna Said Kav. 6
Jakarta Selatan 12950
MARKETING OFFICE
Kota Kasablanka Tower A 38th Fl.
Jl. Casablanca Raya Kav. 88
Jakarta 12870
BUSINESS GROUP OFFICE
FOSTER & BRIDGE INDONESIAImages by 123RF Photo Stock