Explore Kubik Leadership training in Indonesia. Learn about their programmes, methodology, and contribution to Southeast Asian leadership development.
Written by Laura Bouttell • Sat 10th January 2026
Kubik Leadership is an Indonesian leadership development company that has established itself as one of Southeast Asia's prominent training providers—offering programmes that blend international leadership principles with Indonesian cultural context to develop leaders across the region's diverse business landscape. Understanding their approach provides insight into leadership development in one of the world's largest emerging markets.
Indonesia's rapidly growing economy creates substantial demand for leadership capability. As the world's fourth most populous nation and Southeast Asia's largest economy, Indonesia needs leaders who can navigate complex cultural dynamics, drive organisational growth, and compete in increasingly global markets. Kubik Leadership has positioned itself to address these needs through culturally adapted development programmes.
This guide examines Kubik Leadership's offerings and their role in Indonesian leadership development.
Understanding the organisation's background and positioning.
Founding and History Kubik Leadership was established in Indonesia as a leadership development consultancy focused on serving Indonesian organisations and the broader Southeast Asian market.
Market Position The company has built recognition as a leading local provider, competing with both international training firms and other Indonesian consultancies.
Philosophy Kubik emphasises practical application of leadership principles, with focus on Indonesian business contexts and cultural considerations.
Leadership Training Programmes Core offerings include leadership development programmes for various levels from supervisors to executives.
Corporate Consulting Organisation development consulting complementing training programmes.
Executive Coaching One-on-one coaching services for senior leaders seeking personalised development.
Assessment Services Leadership assessment tools to diagnose development needs and measure progress.
| Aspect | Description |
|---|---|
| Headquarters | Indonesia (Jakarta area) |
| Focus | Leadership development |
| Market | Indonesia, Southeast Asia |
| Approach | Localised methodology |
| Services | Training, consulting, coaching |
Examining the range of development offerings.
Emerging Leader Development Programmes for first-time supervisors and managers transitioning from individual contributor roles.
Middle Management Development Training for managers leading managers, addressing the distinct challenges of middle leadership.
Senior Leadership Development Programmes for senior leaders addressing strategic thinking, organisational leadership, and executive capability.
Executive Development High-level development for C-suite and board-level leaders.
Sales Leadership Development focused on leading sales organisations and driving commercial results.
Operational Leadership Programmes addressing manufacturing, logistics, and operational contexts.
Change Leadership Training to lead organisational transformation and change initiatives.
Cultural Leadership Programmes addressing Indonesian cultural dynamics and cross-cultural leadership.
In-House Programmes Customised training delivered within client organisations, tailored to specific needs and contexts.
Public Programmes Open-enrolment workshops where participants from various organisations learn together.
Blended Learning Combinations of classroom, online, and experiential learning approaches.
Coaching Integration Training programmes with integrated coaching for enhanced application.
| Programme Type | Audience | Duration | Format |
|---|---|---|---|
| Emerging Leader | New supervisors | 2-5 days | In-house/public |
| Middle Management | Managers of managers | 3-5 days | In-house/public |
| Senior Leadership | Department heads+ | 3-5 days | In-house/public |
| Executive | C-suite | Variable | Custom/coaching |
| Specialised | Various | 1-3 days | Topic-specific |
Understanding the methodology and differentiation.
Indonesian Context Kubik emphasises adapting international leadership principles to Indonesian cultural context—addressing hierarchical dynamics, collective orientation, and relationship-based business practices.
Local Examples Case studies and examples drawn from Indonesian organisations help participants connect concepts to familiar contexts.
Language and Communication Programmes delivered in Bahasa Indonesia or bilingual formats, with culturally appropriate communication approaches.
Action-Based Learning Emphasis on learning through experience rather than lecture-based instruction.
Simulation and Role-Play Use of realistic scenarios to practice leadership skills in safe environments.
Real-World Application Focus on transferring learning to actual workplace challenges.
Business-Focused Content Programmes emphasise business results rather than abstract theory.
Application Projects Many programmes include workplace application assignments.
Measurement Emphasis Focus on demonstrating tangible outcomes from development.
| Factor | Kubik Approach |
|---|---|
| Cultural fit | Localised for Indonesia |
| Language | Bahasa Indonesia/bilingual |
| Examples | Indonesian case studies |
| Methodology | Experiential, practical |
| Focus | Business application |
Understanding the market Kubik serves.
Hierarchical Dynamics Indonesian organisations often feature more hierarchical structures than Western counterparts. Leadership development must address both operating within and potentially moderating these dynamics.
Relationship Orientation Business relationships in Indonesia depend heavily on personal connections and trust. Leadership involves relationship building beyond task management.
Collective Values Indonesian culture emphasises group harmony and collective success. Leadership approaches that work in individualistic cultures may require adaptation.
Religious Influences Indonesia's diverse religious landscape, including significant Muslim population, influences business practices and leadership expectations.
Rapid Growth Indonesia's economic growth creates demand for leadership capability to drive expanding organisations.
Talent Competition Competition for leadership talent intensifies as multinational and local companies seek capable leaders.
Generational Change Younger Indonesian workers often hold different values than previous generations, creating leadership challenges.
Digital Transformation Technology adoption across Indonesian business creates demand for leaders who can navigate digital change.
| Factor | Implication for Development |
|---|---|
| Hierarchy | Address operating within structures |
| Relationships | Emphasise connection building |
| Collectivism | Balance individual and group focus |
| Religious diversity | Cultural sensitivity required |
| Economic growth | Capability building urgency |
| Generational shifts | Bridge traditional and modern |
Understanding competitive positioning.
Global Training Companies International firms like FranklinCovey, Dale Carnegie, and others operate in Indonesia with established curricula and global brand recognition.
Advantages:
Disadvantages:
Indonesian Consultancies Multiple local training companies compete in the Indonesian market with varying approaches and quality.
Advantages:
Disadvantages:
Indonesian Business Schools Universities including Universitas Indonesia, ITB, and others offer executive education programmes.
Advantages:
Disadvantages:
| Factor | International | Local (Kubik-type) | University |
|---|---|---|---|
| Cultural fit | Lower | Higher | Moderate |
| Content quality | High | Variable | High |
| Pricing | Higher | Moderate | Variable |
| Practical focus | Moderate | Higher | Lower |
| Credentials | Strong | Building | Strong |
Guidance for those evaluating leadership development options.
Define Objectives What specific leadership capabilities need development? Clear objectives guide provider selection.
Understand Audience Who needs development? Different providers excel with different populations.
Consider Context How important is cultural adaptation versus international benchmarking? This influences provider choice.
Methodology Assessment Does the provider's approach align with how your leaders learn best? Evaluate teaching methodology.
Track Record What results have similar organisations achieved? Seek references and case studies.
Facilitator Quality Who delivers programmes? Assess facilitator experience and capability.
Customisation Ability Can programmes be adapted to your specific needs? Generic programmes may miss the mark.
| Criterion | Questions to Ask |
|---|---|
| Relevance | Does content address our specific needs? |
| Quality | What's the provider's track record? |
| Cultural fit | How well do they understand our context? |
| Practicality | Will learning transfer to workplace? |
| Value | Does investment justify expected return? |
Getting value regardless of provider selected.
| Phase | Focus | Key Actions |
|---|---|---|
| Before | Preparation | Objectives, readiness, alignment |
| During | Engagement | Participation, connection, planning |
| After | Application | Implementation, feedback, measurement |
Kubik Leadership has built reputation as a leading Indonesian leadership development provider, emphasising culturally adapted programmes that apply international leadership principles to Indonesian business contexts. They're known for practical, experiential methodology and focus on real-world application. Their programmes serve organisations across Indonesia seeking leadership development delivered in culturally relevant ways.
Kubik offers stronger cultural adaptation and Indonesian context than most international providers, whilst international firms often bring more established global methodologies and brand recognition. The choice depends on priorities: organisations valuing cultural fit and local understanding may prefer Kubik; those seeking international benchmarks may choose global providers. Many organisations use both.
Kubik serves diverse Indonesian organisations including multinational subsidiaries operating in Indonesia, large Indonesian conglomerates, mid-sized Indonesian companies, and government-linked organisations. Their client base spans various industries including manufacturing, financial services, consumer goods, and professional services.
Programmes are typically available in Bahasa Indonesia or bilingual formats. English-only delivery may be possible depending on specific programme and client requirements. For multinational organisations with English-speaking leadership teams, verify language options during programme selection.
Request references from similar organisations in your industry. Review programme content for relevance to your specific challenges. Meet facilitators to assess quality. Consider pilot programmes before large-scale rollout. Compare against alternatives (both local and international) to ensure best fit for your objectives and budget.
Results vary based on programme type, participant engagement, and organisational support. Well-implemented programmes typically produce improved leadership behaviour, better team engagement, and enhanced business performance. Request case studies and specific outcome data during evaluation. Measure results systematically to assess actual impact in your context.
Kubik Leadership represents one approach to addressing Indonesia's substantial leadership development needs. Their focus on cultural adaptation and practical application serves organisations seeking locally relevant development. As with any provider selection, the key lies in matching provider capability to specific organisational needs—evaluating methodology, track record, and fit rather than relying on brand alone. Effective leadership development requires thoughtful provider selection combined with systematic implementation and follow-through.