The objective of Supervisor/Manager Training is to develop professional skills in all levels of employees that will help to assure the future success of both the participants and their organizations.
The workplace is witnessing more changes than ever before. These changes are influencing more people to question the future direction and economic stability of organizations. People need to adjust to these changes and find comfort in their future by becoming proactive. We can identify the most significant change as competitive intensity.
John P. Kotter, in his book The Leadership Factor 1988, says:
“...More and more, the need for leadership doesn’t stop at the executive level either. Corporations are finding that even lower-level managerial, professional, and technical employees sometimes need to play a leadership role in their arena”.
We offer a customized approach to promote professional development and provide participants with a unique and transformational learning experience. We will offer: modular format of half and one-day programs, lecture series, webinars, and work with clients to customize high-impact learning experiences to meet specific organizational objectives. During the modular training all participants are asked to complete an accompanying assessment and action plan. Following is an outline of ten different workshops from which to choose your customized learning approach for your organization.
Whether the participants are experienced people who want to expand professional skills or inexperienced just learning the skills, we will offer programs to suit their diverse needs.
This presentation is about the importance of training supervisors to business success. It provides five examples of companies who had varied degrees of success with training depending on how they structured their objectives and C-suite support.
A good guide to the science of coaching and developing your employees as well as the basic skills needed as a supervisor. New supervisors will find this training helpful in making the transition from a position where they were technically proficient to one where they rely on their subordinates for that proficiancy.
This presentation is about the importance of training supervisors to business success. It provides five examples of companies who had varied degrees of success with training depending on how they structured their objectives and C-suite support.
A good guide to the science of coaching and developing your employees as well as the basic skills needed as a supervisor. New supervisors will find this training helpful in making the transition from a position where they were technically proficient to one where they rely on their subordinates for that proficiancy.
Elements of Directing, supervision, motivating, controlling, leadership, guiding, coaching, instructing, motivating, leading the process of Directing involves
Guiding,
Coaching,
Instructing,
Motivating,
Leading
the people in an organization
to achieve organizational objectives.
3 essential supervisory skills and lean businessCate Ferguson
In a lean business environment, the role of the Supervisor requires 3 essential skills. They are easy to learn and will help create excellent supervisory staff to help you meet your business improvement goals
Global College Malta offers a set of specially designed short courses, which are designed to increase your effectiveness at work and enhance your CV. The short courses will be delivered by Dr Ashok Srivastava, an experienced senior lecturer and full-time member of staff of Global College Malta, who also lectured in Dubai, USA and other countries.
This training program / workshop helps first-level managers/ supervisors de¬velop and apply key supervisory skills at work. It is intended for a wide group of supervisors / first level managers. It covers key skills which supervisors need to improve their own work performance and enhance the productivity of staff working under them.
Length: 3h
An engaged workforce makes businesses thrive. Learn the steps involved in building an engaging work culture to maximize productivity and employee satisfaction.
More on how to build and engaging culture through management training: http://www.lynda.com/Business-training-tutorials/29-0.html
Elements of Directing, supervision, motivating, controlling, leadership, guiding, coaching, instructing, motivating, leading the process of Directing involves
Guiding,
Coaching,
Instructing,
Motivating,
Leading
the people in an organization
to achieve organizational objectives.
3 essential supervisory skills and lean businessCate Ferguson
In a lean business environment, the role of the Supervisor requires 3 essential skills. They are easy to learn and will help create excellent supervisory staff to help you meet your business improvement goals
Global College Malta offers a set of specially designed short courses, which are designed to increase your effectiveness at work and enhance your CV. The short courses will be delivered by Dr Ashok Srivastava, an experienced senior lecturer and full-time member of staff of Global College Malta, who also lectured in Dubai, USA and other countries.
This training program / workshop helps first-level managers/ supervisors de¬velop and apply key supervisory skills at work. It is intended for a wide group of supervisors / first level managers. It covers key skills which supervisors need to improve their own work performance and enhance the productivity of staff working under them.
Length: 3h
An engaged workforce makes businesses thrive. Learn the steps involved in building an engaging work culture to maximize productivity and employee satisfaction.
More on how to build and engaging culture through management training: http://www.lynda.com/Business-training-tutorials/29-0.html
>>https://workexcel.convertri.com/see-all-14-skills
Even more details on New Supervisor Training: https://workexcel.convertri.com/14-vital-skills-for-supervisors -
This New Supervisor Training PowerPoint helps new supervisors or seasoned supervisors who need additional help to lead employees better, reduce risk to the organization, reduce their stress, and accelerate their skills to improve productivity, reduce conflicts, reduce grievances, and increase workplace harmony. It's all about relationships with supervisors....and it's all about leadership in those relationships, but you can't count on supervisory staff knowing what to say, how to say it, what to do, and how to do it. This program does that. It is stuffed with a zillion tips and we cut out all the fluff. You get all meat and potatoes, now hot air. We created this program to take any supervisor and in two hours pack their brain with skills and abilities like a sardine can---and then leave them with the ability to return to it 24 hours a day to get the answer to supervisory questions the need answered right now. This new supervisor training program goes the extra mail. It covers observing performance, documenting, confronting, communicating properly with upper management, reducing risk of violence in the workplace, doing investigations properly, praising and inspiring employees, and much more. Enjoy this skill #8 and feel free to remove the tags in it or edit the content to suit your purposes. New Supervisor Training PowerPoint help is now easily done. Please contact us if we can help you in anyway. Many other new supervisor training programs and courses are available. One of the most overlooked groups, with regards to training, is old supervisors. There are many new supervisor training programs, but few for seasoned supervisors. This can be a real disadvantage for a business and also for the experienced supervisor. The business world is constantly changing and everyone old and new needs to keep up with their training. Sections of new supervisor training may be totally new to even a seasoned supervisor and they can benefit by learning these new skills. Technology has made so many improvements in how we work and how we supervise that it is imperative that all supervisors are trained in these techniques. Laws and regulations are also constantly changing and sometimes old supervisors get lost in the past and training can help to bring them up to speed with the way laws and regulations are today. But nothing is more important the communication and relationship skills. These soft skills or rather a lack of them are what increase risk to organizations. With this new set of training courses both new supervisors and older supervisors will become champions of productivity.
An overview of progressive discipline system to manage undisciplined employees and techniques to handle employee grievances against their supervisors. Slides from my training course "Skills in Administration".
The mission of the Coaching Development Process is to help Managers and Executives to develop and achieve their individual professional and personal goals. By going through this developmental process, the coachee will develop personal skills and attributes, strengthen skills and become a vital part of the succession plan. The coachee will focus on personal and professional development, enhanced performance, development of direct reports, being able to present ideas clearly and appropriately, and learning how to be an integral part of their organization. The key to success is to ensure the coachee’s achievement of a professional plan for growth. It is up to the coachee, working with the coach and management team to evaluate potential and define an appropriate personal strategic plan.
The mission of the Physician Coaching Process is to help Physicians (Coachees) develop and achieve their individual professional and personal goals. By going through this developmental process, the Physicians will develop personal skills and implement their, strengthen skills and become a vital part of the professional growth plan. Physicians will focus on personal and professional development, enhanced performance, development of direct reports, being able to present ideas clearly and appropriately, and learning how to be an integral part of their practice or hospital. Physicians have unique pressures for performance with high expectations of being correct. The key to success is to ensure the Physician’s achievement of a professional plan for growth and or change. It is up to the Physician, working with the coach to evaluate potential and define an appropriate personal strategic plan.
It is rare that senior executives as a group have serious dialogue about development. Regular meetings, strategy meetings and Supervisory Board meetings are their cooperation areas. Those involved are aware that they could work together more effectively, efficiently and sustainably and contribute better as individuals if they made time for themselves and for one another. For this reason, Group Coaching has been developed over the last two decades as a particularly effective format for management development.
Useful documents related to the webinar „Mentoring Researchers” (19th June 2019).
Author: Isabelle Halleux and Brigitte Ernst from the University of Liege
What is an Indecisive Leader? What do leaders do that make them indecisive? Do indecisive leaders know they are indecisive or is it their style of leading? Indecisiveness is the inability or reluctance to make decisions in general or to come to a decision about something in particular thereby producing no clear results. What causes a leader to be indecisive, not wanting to make a decisive choice? Most likely it is the conscious or unconscious ideation that by not making a definitive choice, the leader cannot be ridiculed for a decision, moving in a given direction, and or for the consequences of decisive action.
What is a Fake Leader (FL)? It is someone disguised as a person in a leadership position who focuses on self and not the organization or ultimate good of people. It’s someone caught in minutia and is incapable of seeing the big picture, someone who misses the needed day-to-day facts to support growth and well being of people and the organization. A person in a leadership position, who renders opinions without substance, does not inspire followers to achieve a vision, nor inspire followers to want to work together as a team. Fake Leaders talk a good game and produce very little. They are focused on self, money, and self-aggrandizement. They confuse a vision of hope with threatening statements and forecast a better place for followers through half-truths and retracted statements, with promises that we will be told the rest of the story in a few days.
REASONS FOR PRE - EMPLOYMENT ASSESSMENTS
9.8 million jobs are projected to be created from 2014-2024 Bureau of Labor Statistics
74% of the workforce were open to making a move for a job in 2016 Jobvite
60% of job seekers stopped filling out a job application because the process was too long Officevibe
Trying to understand how organizations work is a topic of many books and articles. As these authors point out, each organization has distinct strengths, limitations, and unique processes for providing products, technology, and services. An organization may be defined as two or more people focused toward common goals. Yet as organizations become larger, the focus toward the common organizational goals becomes more departmentalized and less organizationally focused. To lose sight of the organizational goals in favor of day-to-day performance and money is a predicament for leaders. The lack of common direction causes organizations to lose time, money and customers.
The COVID-19 pandemic has certainly been an oppressive and ubiquitous presence in our lives. However, do you realize that we have a secondary pandemic which is not in the news each day but is creating as much havoc as the viral pandemic? It is called STRESS, or more specifically, Pandemic Stress, and it inflames the viral pandemic tenfold.
Leading the way to create the right work culture (10 ways to measure your wor...Gatto Associates, LLC.
Executives frequently talk about wanting to effectively lead, communicate and development people. Many talk a good game but how many stay the course and really implement transparent opportunities for employee development based on surveys, performance feedback and meeting the competitive challenge?
Is your training paying dividends: employee development, behavioral change, and or better leadership? Smart CEOs realize that organizational success really begins and ends with the employees’ development that supports day-to-day actions that sustain organizational success. Today, due to the Internet and the ability to conduct evaluations, online surveys, multi-rater 360˚ feedback, webinar training, and live streaming, programed learning modules create formats for on-going talent and training development. So many opportunities, so little behavioral change! Why isn’t training working?
Do you ever wonder how some people get promoted to a leadership position? Who did these people know to become a VP or Director in the organization? Billions of dollars are spent on training present and future leaders: there are special events for executives at prestigious universities, full day training's for middle managers, but how is that benefiting the employees in the workplace?
A team supports an environment that lets team members flourish, meaning there is open communication, no games or hidden agendas, no schmoozing the team leader, transparency, and motivated team members who want to struggle together to achieve goals.
Is Performance Appraisal Salary Justification or Employee Development? Gatto Associates, LLC.
What have performance appraisals turned into?
• Ways to justify the distribution money,
• A play it safe approach by not giving too high or too low a rating,
• A once a year necessity, a drudgery for the boss and employee
• A justification game that organizations have to play
• An untruth based on taking a 5-point scale that turns into a 3-point scale
Meetings, meetings everywhere but not an agenda to be found! (Gatto, 2016)
Ahh, Meetings: the great alternative to work. As conventional wisdom goes, if you want to be busy, do nothing, produce little to nothing, and yet get paid, set up and attend meetings.
How often do we stop and think about how much time, effort, energy is given to our performance of fulfilling job responsibilities. That is fulfilling work responsibilities at the office, driving to and from work, and at home. How often do we feel frustrated because we cannot accomplish all that we want, or need to accomplish? How often do we feel held back from doing the level and quality of work that we expect from ourselves?
You need to devote more time at work, but then home life suffers. You devote time to home life, and work suffers: this is the Time Seesaw. How can you effectively balance home and work, and still have time for yourself? Impossible, you think, but.... perhaps not.
More often than not, the reason for poor performance is because the employee does not know what is expected. Both employee and boss may be under the mis-apprehension that the employee goals and expectations are clear. Sure, clear as mud!
Frequently poor performing employees are put on a performance improvement plan (PIP) but how many bosses do employees put on a PIP? I am going to recommend that you think of a ninety-day improvement plan for your boss. Yes, a private ninety-day performance improvement plan, for you to see if your boss can be changed and or have the self-awareness of what he/she is not doing well or doing that is toxic.
Developing and sustaining effective employees is the job of every boss, those who do what is in the best interest of the organization, is critical to that organization’s success.
Is it the coach’s job to support the client to achieve happiness and satisfaction or to give the client options from which to choose?
What are the coach’s responsibilities and what are the client’s responsibilities before, during, and after coaching?
Can a coach help the client achieve happiness?
Ethics is to coaching as the Constitution is to lawmakers. Ethics is the study of morality’s effect on conduct, the moral standard and how it affects the conduct of the coach. The Code of Coaching Conduct consists of moral principles governing the appropriate conduct for a coach in relationship to his/her client.
What the ICF Code of Ethics does is create the professional environment of what coaching is and the boundaries in which a coach needs to perform
Communication is an opportunity to focus not only on self, but the person with whom you are communicating. Attunement is being focused on the other person so that you are aware - present and responsive in a respectful way. Self-attunement might be defined as the focus on self as to strengths (successful behaviors) sustainable actions and areas for development (unsuccessful behaviors). Examples of areas that would be acceptable for assessment in a coaching process might be: leadership, communication, emotional intelligence, personality (MBTI or DiSC), motivation, and resolving conflicts.
In today’s business market, it is imperative for professional service firms to provide alternative work-life experiences in order to maintain its talent pool. This alternative approach to working can also energize and motivate people to a better quality of work, life, and enjoyment.
The firm will need to continue to provide quality and timely service to clients at competitive fees, through competent personnel who want to be part of a firm. Partners as well as staff will need to get to know and help to attract the right firm clients, understand firm strategy and be available to meet clients’ needs through service. Full and part-time partners/managers and staff have to realize they are not relinquishing work responsibility; instead, they are just lessening the amount of responsibility.
For the firm to remain at the highest level of performance, it will need to offer alternative levels of ownership to potential partners and high potential managers and staff who want to remain part of the firm’s professional talent pool. The driving force behind this new concept is the need for professional women who want to maintain their careers and, at the same time, remain as caregivers to their families.
Partner or manager job-sharing or working part-time may, for a period of time, be best for one’s family or life-style. This approach of two people working in tandem to fulfill a full-time position is and can be effective in the right firm environment.
Top mailing list providers in the USA.pptxJeremyPeirce1
Discover the top mailing list providers in the USA, offering targeted lists, segmentation, and analytics to optimize your marketing campaigns and drive engagement.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
Building Your Employer Brand with Social MediaLuanWise
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
1. Rex Gatto Ph.D, BCC
Gatto Associates LLC.
750 Washington Road Suite 14
Pittsburgh, PA 15228
412 344-2277
rex@rexgatto.com
www.rexgatto.com
Supervisor - Manager
Leadership Training
2. Supervisor - Manager Leadership Training Objective
!
The objective of Supervisor/Manager Training is to develop professional skills in all levels of
employees that will help to assure the future success of both the participants and their
organizations.
!
The workplace is witnessing more changes than ever before. These changes are influencing more
people to question the future direction and economic stability of organizations. People need to
adjust to these changes and find comfort in their future by becoming proactive. We can identify
the most significant change as competitive intensity.
!
John P. Kotter, in his book The Leadership Factor says:
!
“...More and more, the need for leadership doesn’t stop at the executive level either. Corporations
are finding that even lower-level managerial, professional, and technical employees sometimes
need to play a leadership role in their arena”.
!
We offer a customized approach to promote professional
development and provide participants with a unique and
transformational learning experience. We will offer: modular
format of half and one-day programs, lecture series, webinars,
and work with clients to customize high-impact learning
experiences to meet specific organizational objectives. During
the modular training all participants are asked to complete an
accompanying assessment and action plan. Following is an
outline of fourteen different workshops from which to choose
your customized learning approach for your organization.
!
Whether the participants are experienced people who want to expand professional skills or
inexperienced just learning the skills, we will offer programs to suit their diverse needs.
!
Description of Gatto Associates’Approach
!
We will support participant development and career plans in a customized approach of personal
success. The workshops are based on the real life work experience of learning at each
individual’s pace and development and will include an action plan to help ensure application. By
identifying participants’ strengths and areas for enhancement, we create a situational place for
them to become energized to want to strive to achieve. Gatto will provide the participants the
tools to move toward personal and professional growth. It will be a place for experiential
development, exploring professional growth and an learning environment of support for
developmental and career plans.
!
1
3. Introduction
!
The Emerging Leader Program is a customized training process developed for all supervisors and
managers. The process consists of workshops that are designed to further the growth and
development of supervisors/managers in the performance of their jobs. In some cases
organizations have asked us to utilize Focus Group (FG) research, management discussions and
feedback from the “Tools for Supervisors Training Needs Assessment” from which we have
identified general needs for training. Basing training on all the supervisors/managers needs
creates an environment where experiences are shared, critical messages are presented to all and
skills at all levels are sharpened. That information is then used to choose the customized modular
training that the employees need and request.
!
Our research from the focus group format has revealed that the modular training should address
the following fundamental skills: leadership skills, communication skills, giving effective
feedback, motivating employees, conflict resolution, team building, time management, problem
solving skills, mentoring skills (manager/supervisor relationship) and listening skills, working
with difficult people, responsibility and accountability, strategic planning and decision making,
change management.
!
Following is an example of our suggested training programs:
The Supervisor/Manager Program could include a series of four or more half- day workshops
targeted to supervisors, assistant managers, and manager levels. Those workshops are:
!
- The Communication Connection
!
- Teamwork: Building Relationships
!
- Responsibility and Accountability
!
- Motivating Employees and Giving Feedback
!
- Strategic Planning and Decision Making
Optimal class size is 12 to 15 participants. The participants
will be in the workshop for 3.5 hours.
!
Each participant will
1. Complete skill based assessments;
2. Be asked to complete an individual action plan that can be used in
conjunction with his/her individual developmental performance plan.
3. After the workshops are completed, participants should meet with their boss to
review and implement their action plan.
!
2
4. Learning Objectives and Program Benefits
!
The training days do not need to be held on consecutive days, they could be held one a week.
!
The learning objectives for the programs provides hands-on experience and tools that
participants can use immediately to be successful, long-term, in the performance of their job.
!
Participates in the program will:
!
Increase productivity by getting
optimal performance from their
employees.
!
Know individual styles to better
lead, communicate and build
relationships with others and
learn how skills affect their
interaction with followers,
superiors, and other supervisors
in different functional areas and
across shifts.
!
More effectively address conflict, negativity and difficult behaviors to create a more positive
work and healthy work environment.
!
Achieve performance objectives by effectively planning to overcome behaviors that can derail
performance and detract from continuous improvement.
!
Each participant will have written an individualized developmental action plan based on
assessments, workshop information and discussion and each learning module. These action plans
should be used as a developmental tool to measure the participant’s growth as a supervisor.
!
!
!
!
!
!
!
!
3
5. Workshop 1
The Communication Connection
!
Participants will identify their own strengths and developmental opportunities in communicating
with others --- including their direct reports, supervisors in other functions and on other shifts.
Not only will this workshop explore ways to strengthen communication within the supervisor/
manager’s team, but strengthen the communication
between supervisors to improve productivity and
support a collaborative environment. Included in this
module is the critical importance of enhancing good
listening skills.
!
Effective Communication
a. Identifying the characteristics of effective
communication
b. Identifying what organizational communication is
c. Complete the communication assessment prior to
the workshop
!
Identifying your style of communication, areas of
strength and opportunities for improvement
Defining communication
a. Identifying effective communication
b. Identifying what the organizational culture
supports by way of communication
c. Individual Action Plan
!
!
!
!
!
!
!
!
!
!
!
4
6. Workshop 2
Teamwork: Building Relationship
!
This workshop addresses team behaviors and explores ways for managers to effectively lead and
participate in teams. Participants will learn how to build a team, hold team meetings, resolve
obstacles in a positive way, and how to be team-oriented.
!
Types of team
Assessing your team process – characteristics of your
team
Making the Connection
a. Team dynamics and increasing communication
effectiveness
b. Increasing the effectiveness of information exchange
c. Simulations on team work
!
Establishing a rapport and support
Including team guidelines, learning to overcome team
obstacles
!
Individual Action Plans
!
!
!
!
!
!
!
!
!
!
!
!
!
!
!
5
7. Workshop 3
Responsibility
!
Responsibility and Accountability Training Program will begin the process of moving employees
to a higher level of accountability. This higher level will reinforce the thinking of what is best for
the organization, develop working rapport and enhance productivity and efficiency, and open
lines of communication within and among individuals and departments. It is the responsibility of
each person to hold her/himself accountable for implementing individual action plans.
!
Creating the Environment for Responsibility
(assume there is a better way to get things
done)
!
Tapping into the insights of employees
Asking the right questions and find the right
people to accomplish the goals
!
Defining the parameters in which people
need to work
!
Being a role model
!
Defining the Laws of Responsibility: 1.
when the unexpected happens, take the right action to control the damage; 2. people assume
responsibility for achieving results; 3. See it, Own it, Solve it, and Do it (Oz Principle)
!
Accepting ownership (no victim thinking or blaming)
!
Avoiding: Let’s wait and see; Stop: It’s not my job mentality
!
Teaming (we are in this together) Meeting the challenge of change, making it part of your
daily performance
!
Action Plan
!
!
!
!
!
!
6
8. Workshop 4
Motivation
!
This workshop provides insight and skills to enhance the supervisor’s role to provide leadership
to motivate, inspire and develop their employees. It will help the supervisors create an
environment that inspires and supports employee performance and success. Assessing, providing
feedback and coaching are specific skills that help to develop and motivate employees.
!
BARS (Behavioral Anchored Rating Scale)
Supportive and corrective Feedback
!
Giving performance feedback --- using f
feedback effectively to create consistency with
your organization highlighting what is right
!
Why people are motivated
!
Motivating through praise and coaching
creating a format that can support development
of leaders and managers
!
Feed-Forward process for people establishing
the right pattern of behavior; tying feedback into
your performance management process
!
Phases of performance appraisal: setting ground
rules, giving feedback and coaching for
development and a career path forward
!
Motivation Assessment
!
Individual Action Plans
!
!
!
!
!
!
!
7
9. Workshop 5
Giving Effective Feedback
!
This workshop focuses on the six ways in which feedback is given and used.
It will help the supervisor/manager support the development of their employees receiving the
feedback. Participants will assess their style of giving feedback which will enhance employee
development.
!
6 Types of Feedback
Biases that affect the feedback process
!
Individual Feedback Assessment
!
!
Workshop 6
Planning and Making Decisions
!
This workshop provides insight and skills to enhance the
supervisor’s role to provide a process to plan and make
effective decisions. It will help the supervisors create an
environment of success.
!
Planning process analyzing the present situations what is
occurring now and establishing new goals (background
reason to plan, comparison and implementation)
!
Planning (where are we now, are we where we want to be,
decision making and problem solving).
!
Decision Making Tree process: process of asking a series of questions that lead to making
informed choices - decisions
!
Common Mistakes in planning the key actions to avoid in making effective decisions for a
department and organization
!
Outlining the Strategic Planning Process
!
Developing operations tactics and strategic actions that can be immediately implemented
!
8
10. Workshop 7
Coaching Employees
!
In today’s organizations, mentoring is an integral part of the overall performance management
system. Mentoring is a philosophical and developmental process that enhances the potential
ability within the employee in a wide range of situations. Besides improving performance,
mentoring can also have a positive effect on employee morale. In the workshop, supervisors,
assistant managers and managers will learn how to develop a mentoring process that meets the
needs of organization, including developing and using appropriate assessment instruments,
creating the right climate, developing support, giving feedback and building motivation.
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Discuss and understand the
mentoring process including
determining when coaching is
appropriate
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Development of a process of
positive thinking
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Develop a mentoring process
utilizing the tools to support each
employee
Conducting a mentoring process for
working with employees through the
fours phases of development
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Individual Action Plan
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11. Workshop 8
Leading the Way
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Participants will identify their own strengths and weaknesses in Leading. Not only will this
workshop explore ways to strengthen leadership ability within the supervisor/manager’s team,
but strengthen the leaders relationship between supervisors/managers to enhance productivity
and support a collaborative environment.
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I. Effective Leadership
a. Identifying the characteristics of
effective leadership
b. Identifying what type of leaders
lead
c. Complete the leadership assessment
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II. Identifying your style of leadership,
areas of strength and opportunities for
improvement
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III. Defining leadership based on your organizational culture
a. Identifying effective leaders characteristics
b. Identifying what the organizational culture supports by way of leading
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IV. Individual Action Plan
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12. Workshop 9
Personality Plus
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Random behavior is not random; there is a reason why people do what they do. This workshop
will permit each participant to review the talents of each personality. The report provides each
person with a unique outline of characteristic strengths and developmental opportunities to work
on. The outcome of this module is to help each person understand his her presences within the
workplace.
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Individual Personality Reports for the Workplace
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What the characteristic mean for you
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Building relationships at work
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Review examples of how differencing personalities work and
communicate
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13. Workshop 10
Managing Conflict
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A key talent in the workplace is the ability to successful resolve conflict with other (boss and
peers). The conflict process can be very beneficial in the workplace as it demonstrates a
willingness to work together and how to respectfully be assertiveness. Most people do not realize
that they have a style of resolving conflict and that can be a support or detriment depending on
the situation.
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Assess the conflict style
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Design a process to resolve conflicts
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Process for keeping emotions out of the
resolutions process
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Developing a plan to successfully resolve
conflicts
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Building relationships at work
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Review examples of case studies
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Action plan
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14. Workshop 11
Dealing with Difficult People
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There seven identified types of Difficult People in the workplace. Through an assessment
process the participants can identify if they or people they work with have any of the difficult
people traits. Most people do not realize that there are different types of difficult people and that
some types are very well liked, just difficult to work with.
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Assess the seven types of Difficult
People
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Identify each type based on their traits
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Identify ways to moderate the difficult
trait to work better with that person
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Developing a plan to successfully work
with difficult people
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Review examples of case studies
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Action plan
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Workshop 12
Change Management
The ability to change is an important part of the business environment and the ability for HR
Leaders to help the organization adapt to change is a critical business challenge. The Change
Management Workshop focuses on understanding the need for change and giving the executive/
manager the real tools to lead his or her organization or partner with other departments to drive
the change initiative.
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• Define change management
• Identify the characteristics of effective change leaders to become an
effective business partner in the organization
• Develop a change management action plan for participants to lead change
management initiatives in both their department and organization
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Workshop 13
Time Management
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The Work/Life Balance Workshop guides participants to rethink the expenditure of time,
both work related and personal. The purpose is to focus on time and productivity and the
elimination of non-productive activities. Participants will develop the skills to: eliminate
non-essential activities; plan and organize; deal with procrastination; stress associated
with juggling time; remain productive; and, maintain a daily time log.
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• Design a daily time log,
• Plan and organize work flow,
• Demonstrate effective use of time,
• Enhance productivity through time management,
• Eliminate non-essential activities.
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Workshop 14
Problem Solving
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Problem solving is a means through which you can better understand or expand your
thinking about personal as well as business concerns. There are two basic assumptions
about brainstorming/problem solving:
1. Suspending judgment about an idea increases productivity and promotes
the generation of ideas;
2. Because various ideas are generated, quantity, in this case, promotes
quality—that is, quality ideas can be chosen from the quantity of ideas.
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• Each participant will actively contribute in the problem-solving groups.
• Each participant will understand problem solving and use this technique,
when appropriate, back in the workplace.
• Each participant will learn from each other and gain insight into the
corporation through the brainstorming exercises.
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16. Summary
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All workshops are intended for supervisors, assistant managers, managers and directors. Based
on the feedback from the new supervisor workshop and focus groups, it should be discussed as to
whether assistant managers and managers should be in the “same” workshop as the supervisors.
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