Feel empowered to hit the ground running with the skills learned in this course. Be ready to take on any task and bring your best self to the job, while adopting new habits that will quickly get you on the path to greater success.
In this high-impact, 2-day seminar, our faculty will help new supervisors like you avoid common pitfalls. Get the secrets and essential skills of managing people, from delivering corrective feedback and coaching to conflict resolution and delegation. With expertly guided hands-on practice, you’ll gain confidence and know-how you can use right away. You’ll also develop a personalized game plan mapping the steps to help you reap the rewards of being a new supervisor.
There are no prerequisites for this course.
Newly promoted supervisors with less than one year of experience in this position; process and production supervisors who want to enhance their effectiveness through supervisor training
Learning Objectives
Establish Credibility as a New Supervisor with Your Boss, Peers, and Team
Members
Leverage Behavioral Style to Improve Relationships with Your Boss, Peers, and Team Members
Utilize Management Strategies That Promote Effective Member Motivation, Performance Management, and Delegation
Improve Workplace Time Management and Conflict Resolution Effectiveness
Setting Yourself Up for Success
Distinguish Between the Roles of Individual Contributor and Supervisor
Describe the Three Phases of Change
Discuss the Challenges and Pitfalls for New Supervisors
Explain What Your Organization and Critical Stakeholders Expect of You in
Your New Role
Identify Short-Term Wins and Critical Issues to Be Addressed
Identify Expectations Versus Personal Development Needs
Leveraging Your Behavioral Style
Determine Your Leadership Characteristics
Identify Your Behavioral Style
Identify the Behavioral Styles of Others
Distinguish Behavioral Clues That Identify a Person’s Behavioral Style
Identify Behavioral Styles for Bosses, Peers, and Staff Members
Develop Adapting Strategies to Interact Effectively with Bosses, Peers, and Staff Members
Managing Employee Performance
Set SMART Goals for Yourself and Others
Use a Five-Step Model to Train Your Employees
Deliver Feedback That Is Both Supportive and Corrective
Distinguish Employee’s Current Skills Versus Needed Skills
Managing Conflict
Differentiate Between Conflict and Disagreement
Acknowledge That Some Conflicts May Make a Positive Image
Describe Techniques and What to Say to Defuse a Conflict
Delegating Work to Your Team
Apply Effective Delegation Techniques
Assess Personal Barriers to Delegation
Develop a Delegation Plan to Use with Team Members
Managing Your Time
Describe the Time Priority Model for Time Management
Identify Strategies to Manage Your Time Effectively and Protect One’s Time from Infringement by Others
High-Impact Action Planning
Identify Three High-Impact Action Items for Immediate Attention Back at Work
Develop a SMART Goals for Each of These Action Items
Join our public courses in our United States of America facilities. Private class trainings will be organized at the location of your preference, according to your schedule.