Oleh: Mohammad Utoro, ST, MMpc, ACMC Industrial Relation Coach utoro@meta-inovasi.

com

Working Hours Loss

Job Loss, Termination

Productivity Losses Physical Damage Distrust De Motivation

Legal Cost at Court

Let us start watching from different angles

Let us start watching from different angles

Let us start watching from different angles

Meaning

Productive Engagement

Actualizing

Beliefs

Coordination Cooperation Collaboration

Commitment

Performing

Needs

Awareness

According to Payaman J. Simanjuntak (2009), Industrial Relation is all relations related to or have interest in production process of goods and services. Industrial Relation Stakeholders:
1. 2. 3. 4. 5. 6. 7.

Employer or shareholders representated by Management. Employees/workers and Unions. Suppliers Customers Clients Componies Communities Authoritues

Payaman J. Simanjuntak (2009) explains the principlesn of Industrial Relation as follows:

1. Common interest: employer, worker, union, 2. 3. 4. 5. 6. 7.

community and authority. Mutual Partnership. Functional accountability Family wise Creation of working security and safety. Productivity improvement Common welfare improvement.

Payaman J. Simanjuntak (2009) says that IR Frameworks are:

1. 2. 3. 4. 5. 6. 7. 8.

Unions Employer Association Bipartite Comittee(LKS Bipartit) Tripartite Committee (LKS Tripartit) Company Policy Collective Labour Agreement (CLA) Labour Regulations Industrial Relations Dispute Resolution Institutions

Payaman J. Simanjuntak, Manajemen Hubungan Industrial, Penerbit Jala Permata Aksara, Jakarta Undang-Undang No. 13 Tahun 2003 Tentang Ketengakerjaan Undang-Undang No. 21 Tahun 2000 Tentang Serikat Pekerja

Normative issues Minimum wages Termination Severance Payment Contracts Social Securities Non-normative Issues Salary Increase Negotiation CLA Negotiation Disciplinary Action Low Performance Discrimination Crime in working hours

Superior Subordinate Relationship Relations amongst employees Relations amongst superiors. Working Climate Engagement Resistance to Change Work Quantity & Quality Third Party Relations Government & Community Relations Occupational Health and Safety Common Right of Development Opportunity for Self-Actualization

Agreement amongst Parties

Supreme Court IR Court Arbitrase Reconsiliation Mediation Bipartite

Interest of Parties

Interest of Parties

Meaning

Productive Engagement
Colaborate Coordination Cooperate Coordinate Cooperation Collaboration Teknologi Meta-Coaching

Actualizing

Beliefs

Performing

Needs Interest of Parties

Awareness Interest of Parties

Commitment

Conversation to gets to heart of things. Indepth conversation work with unspoken things in the back of the mind. Mind-body-emotion conversation that work holistically with persons whole system. Facilitative conversations that works at a higher or meta level of clients experience to process discovery and change.

Meta Coaching Tools

Coaching Is.... Communication Reflexive unconscious communication Generative change for transformation Implementation and Measurement Working Systemically Self-Actualization Facilitation of multiple processes
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Models for a Meta-Coach for Effective Coaching The NLP Communication Model The Meta-States Model of Reflexivity The Axes of Change; The Crucible Benchmarking Model; Mind-to-Muscle Pattern The Matrix Model Self-Actualization Quadrants The Facilitation Model

NLP Communication Model

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Meta-States Model of Reflexifity

Meaning Belief Decision Think Feel Expectation Metaphore Identity Values Hope
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The Axes of Change; The Crucible

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Benchmarking Model; Mind-to-Muscle Pattern

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The Matrix Model

Mind Body Emotions are integrated

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Self-Actualization Quadrants

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The Facilitation Model

1. 2. 3. 4. 5. 6. 7. 8. 9. 10.

Communication: precision, clarity. Meaning-making Benchmarking intangibles, measuring. Relating: trust, connection, rapport building, openness, transparency. Changing: multiple levels, transforming. Self-Actualization: unleashing potentials. Learning and Unlearning Modeling structure: pattern detection, unpacking of structure. Creativity: creating, innovating. Problem-defining and problem-solving
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Well Formed Outcome

Pertanyaan Strategi 1. Bagaimana melakukannya? (Do What?) Visualisasikan (VAK) 2. Apakah mampu melakukannya? (Can You?) 3. Apakah mau melakukannya? Pertanyaan Context (You) Atau pernah punya 1. Dimana akan dicapai? pengalaman sukses di masa (Where) lalu yang mirip? (Intrinsic) 2. Kapan akan dicapai? (When) 4. Apa langkah/tahapan untuk 3. Dengan siapa saja akan mencapainya (steps/stages) mencapainya?(w/ whom) 5. Bagaimana rencana dan strateginya? (plan/strategy) 6. Bagaimana memonitor progresnya? Feedback apa saja yang diperlukan? (Monitor/Feedback?) 7. Apa yang mungkin akan menghambat atau menghentikannya? Dan bagaimana mengantisipasinya? (Interfeenes) Pertanyaan Topik: 1. Apa yang ingin dicapai? (What)) 2. Visualisasikan (VAK) 3. Mengapa itu penting? (Why) Pertanyaan KPI: 1. Sumber daya apa saja yang diperlukan? (Resources) 2. Apakah tidak beresiko atau mengganggu? (Ecology?) 3. Apakah tetap bersemangat dan tertantang untuk mencapainya? (Compelling) 4. Apakah sudah diputuskan untuk melaksanakannya? Apakah sudah ada keputusan? (Decision) 5. Bagaimana tahu kalau sasaran tersebut telah tercapai? Apa indikatornya? (Knowhow?)

Meaning

Productive Engagement
Colaborate Coordination Cooperate Coordinate Cooperation Collaboration Teknologi Meta-Coaching

Actualizing

Beliefs

Performing

Needs Kepentingan Para Pihak

Awareness Kepentingan Para Pihak

Commitment

We Are A Coaching Company

Creating Values And Guaranteed Results

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Training -Services
Coaching Skill for Leaders How to be Killer Performer Aktualisasi Diri Industrial Relation Coaching Skill Building a Productively-Engaged Team Buiilding Innovative Team bonus 3 FREE coaching sessions.

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Coaching Services
3 months Corporate Coaching Program bonus FREE IC Compass
Assessment

Talent Development Coaching Program Pre-Pension Coaching Program Coaching for Low Performer Career Coaching Industrial Relation Coaching Self-Actualization Coaching Team Coaching for unlimited actualization
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Assessment

Talent Recruitment Talent Development/Promotion Employee Engagement (5 5000 employees) Management/Executive Engagement Survey Negative Stress Survey

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Contact Us

Oleh: Mohammad Utoro, ST, MMpc, ACMC Director at Meta Inovasi Industrial Relation Coach utoro@meta-inovasi.com +62 8151 4344 915 BB: 28C253B0

Contact Us Thru: info@meta-inovasi.com Or Mobile: +62 8151 4344 915

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