Leadership development program is an integrated leadership quality development program towards individuals and organizations to achieve organizational goals. This is important in response to the urgent need to prepare competent leaders in the face of global challenges and uncertainty conditions. Through appropriate leadership development programs, government/institutions are expected to achieve their goals effectively and efficiently. Currently there has been a paradigm shift in leadership development programs that more targeted to the human side by focusing on individuals rather than on their own management processes. This research is expected to answer questions related to the benefits, effectiveness, and development of Leadership Training program organized by the Ministry of Energy and Mineral Resources at this time. The approach of this research is literature review and qualitative descriptive by distributing questionnaires with respondents of alumni of Diklatpim Level IV at KESDM Year 2017. The results show that the Leadership Training which has been held essentially in accordance with the trend of leadership development that is considered most effective model at this time. The alumni of leadership training program have also benefited from the implementation of the training.
Coaching has become an integral part of organizing leadership training to improve learning effectiveness and generate self-awareness and individual change so they are ready to face organizational challenges. Coaching should be able to support the effectiveness of training so that it can achieve the desired learning goals in the curriculum. Although recognized as important, until now the evaluation ofthe implementation of coaching in leadership training has not been carried out comprehensively. This research is expected to answer questions about the extent of the the effectiveness of coaching that has been carried out by Coach (Widyaiswara) to the participants of the Leadership Training at PPSDM Apparatus so far. Coaching evaluation will use the Kirkpatrick's four levels of evaluation model framework as a basis that is complemented by a multidimensional approach that considers all aspects that will influence. This research uses a descriptive quantitative approach through the study of literature and the distribution of questionnaires to respondents, namely alumni and coaches in the Leadership Training of Administrator and Supervisor (Diklatpim Level III and IV) in the Ministry of Energy and Mineral Resources in 2018. Theresults showed that the training participants were satisfied and had felt the benefits and impacts of learning through coaching that has been done during the training. ABSTRAKCoaching telah menjadi bagian integral dari penyelenggaraan pelatihan kepemimpinan untuk meningkatkan efektivitas pembelajaran dan menimbulkan kesadaran diri serta perubahan individu sehingga siap menghadapi tantangan organisasi. Pelaksanaan coaching seharusnya mampu menunjang efektivitas pelatihan sehingga mampu mencapai tujuan pembelajaran yang diinginkan dalam kurikulum. Meskipun diakui penting, sampai saat ini evaluasi pelaksanaan coaching pada pelatihan kepemimpinanmasih belum dilakukan secara komprehensif. Penelitian ini diharapkan mampu menjawab pertanyaan tentang sejauh mana tingkat efektivitas coaching yang telah dilaksanakan oleh Coach (Widyaiswara) terhadap para peserta Pelatihan Kepemimpinan di PPSDM Aparatur selama ini. Evaluasi coaching ini menggunakan kerangka Model evaluasi empat level Kirkpatrick sebagai basis yang dilengkapi dengan pendekatan multidimensi dengan mempertimbangkan semua aspek yang berpengaruh. Penelitian ini menggunakan pendekatan kuantitatif deskriptif melalui studi literatur dan penyebaran kuesioner kepada responden, yaitu alumni dan coach pada Pelatihan Kepemimpinan Administrator dan Pengawas (Diklatpim Tingkat III dan IV) di KESDM Tahun 2018. Hasil penelitian menunjukkan bahwa para peserta pelatihan merasa puas dan telah merasakan manfaat serta dampak pembimbingan melalui coaching yangtelah dilakukan selama pelatihan.
Leadership development programs have been integrated coaching as part of learning. Coaching has the potential to be a method that will help Widyaiswara (teacher) meet, support, and encourage the leadership talents of leadership trainees. Leadership training that only aims to change or increase knowledge, attitudes, and skills of the participants, will not have a significant impact on improving organizational performance, when the gap lies in the basic capacity as a human being. The study aims to determine the most appropriate coaching model to be applied for the leadership training program at PPSDM Apparatus. The research method used is a literature study of leadership coaching models inorganizations that are developing at this time. The results of the study showed that an integrated coaching model that is appropriate to the stages, outputs, and learning objectives in leadership training is expected to be a solution to optimize the coach's role and will be able to improve learning outcomes. ABSTRAKProgram pengembangan kepemimpinan saat ini telah mengintegrasikan coaching sebagai bagian dari pembelajaran. Coaching sangat potensial menjadi metode yang akan membantu Widyaiswara memenuhi, mendukung, dan mendorong talenta kepemimpinan peserta pelatihan. Pelatihan kepemimpinan yang hanya bertujuan untuk mengubah atau menambah pengetahuan (knowledge), sikap (atittude), dan keterampilan (skill) peserta saja, tidak akan memberikan dampak yang siknifikan terhadap peningkatan kinerja organisasi, ketika kesenjangan justru terletak pada kapasitas dasar sebagai manusia. Penelitian ini bertujuan untuk mengetahui model coaching yang paling sesuai untuk diterapkan pada program pelatihan kepemimpinan di PPSDM Aparatur. Metode penelitian yang digunakan adalah studi literatur terhadap model-model coaching kepemimpinan di organisasi yang berkembang saat ini. Hasilkajian menunjukkan bahwa model coaching terintegrasi yang sesuai dengan tahapan, output, dan tujuan pembelajaran dalam pelatihan kepemimpinan diharapkan dapat menjadi solusi untuk mengoptimalkan peran coach dan mampu meningkatkan capaian hasil pembelajaran.
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