This
program can be conducted as an in tact 2 day program, or separated
into a series of shorter workshops. It provides managers and or
supervisors with the opportunity to establish and maintain highly
successful supervisory and leadership practices. Each workshop is:
-
focused on
proven techniques;
-
presented
through highly participative methods;
-
practical
and tangible, rather than academic or theoretical.
Each module
includes hands-on tools which make transition of the learning to the
job easy and effective. In order to assist participants in
implementing what they have learned, each participant workbook
includes a Personal Action Plan used to set goals, plan activities
to achieve these goals and measure their progress. Participants are
encouraged to share these plans with their managers and to solicit
assistance/coaching to help achieve their goals.
To
obtain a printable copy of this overview,
click here.
THE
MODULES
The
program includes 10 modules spanning one to three hours each. Each
module is independent, allowing maximum flexibility in delivery. The
modules can be grouped to form one, two, or three day programs
depending on the needs and experience levels of the participants and
to suit your scheduling preferences.
The
10 modules are:
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Module 1: Key Supervisory Principles and Practices
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Module 2: Adaptive Leadership and Influence
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Module 3: Essential Communication Skills
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Module 4: Problem-solving and Decision-making
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Module 5: Getting the most out of meetings
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Module 6: Appraising Performance
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Module 7: Dealing Effectively with Performance Problems
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Module 8: Building a Team
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Module 9: Delegating for Productivity and Development
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Module 10: The Supervisor as “Motivator”
Module 1
Key
Managerial/Supervisory Principles and Practices
This
session forms the introductory component of the series. The key
principles covered are re-enforced and enhanced in other modules.
Upon
completion of this session, participants will be able to:
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describe the elements of supervisory excellence
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define the supervisor’s role and responsibilities
-
identify priorities within their roles
-
establish specific, measurable performance standards for their
own positions
-
establish standards for their employees’ positions
-
use
standards as benchmarks for evaluating and discussing
performance
-
describe the Performance Management Cycle: Planning for
performance, Focusing performance, Appraising performance, and
Rewarding performance
-
identify methods for translating organizational values, mission
and vision and
-
modeling these through their supervisory practices.
The
session is conducted through presentation, discussions, individual
and small group activities.
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Module 2
Adaptive
Leadership and Influence
This
session provides participants with an opportunity to identify their
leadership style, to assess the strengths and limitations of that
style, and to plan for building on their strengths to increase their
leadership effectiveness. This will result in an increased ability
to have a positive influence on, not only their employees, but also
their peers and managers.
Upon
completion of this session, participants will be able to:
-
define leadership and describe the model of effective leadership
-
identify and assess their predominant leadership style
-
assess the leadership needs of their employees and determine the
most appropriate style to address those needs
-
build flexibility while maintaining consistency in their
dealings with others
-
establish credibility through building respect and confidence
-
create a positive, mutually respectful working environment
-
lead
the development of their employees’ performance from new hires
to seasoned performers
-
apply the Adaptive Leadership model to help correct performance
problems.
The
session is conducted predominantly through individual and small
group activities.
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Module 3
Essential Communication Skills
This
session is focused on the specific communication challenges which
typically face supervisors.
Upon
completion of this session, participants will be able to:
-
describe their role as “communication bridges”
-
define and apply the four categories of communication skills:
Tolerating, Initiating, Discussing and Engaging
-
apply the Effective Communicator Model to improve their working
relationships, to minimize misinterpretation, and to resolve
communication breakdowns
-
deal
positively with negative communications and personality clashes
-
provide clear instructions
-
apply both empathic and active listening techniques
The
session is conducted through presentation, discussions, small group
case work, and small group role plays. Participants apply the
material presented to specific communication challenges they are now
facing, or which they anticipate could happen.
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Module 4
Problem-solving and Decision-making
This
session presents numerous techniques for solving problems quickly
and effectively, and for making decisions based on solid analysis.
Upon
completion of this session, participants will be able to:
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design problem statements which accurately define the problem
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generate solution criteria
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determine the cause or causes of a problem
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apply Force Field Analysis to a given problem situation
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apply creative solution generation techniques both individually
and in a group
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evaluate alternatives, identifying leveraged actions (those with
the highest return for the least investment)
-
surface and examine assumptions which are being taken for
granted
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apply techniques for effective decision-making such as rating
scales, decision matrices, etc.
-
test
solutions prior to implementation
-
build contingency plans
-
establish feedback mechanisms to monitor the results of their
decisions
-
take
corrective action when required
The
session is conducted through presentation, small group activities
and a learning game.
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Module 5
Getting
the most out of meetings
This
session is focused on increasing the return on investment of time
spent in meetings. Participants apply the material covered by
conducting mini-meetings during the session and receiving feedback
to help them improve their meeting leadership.
Upon
completion of this session, participants will be able to:
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establish a productive meeting climate
-
use
simple but effective techniques for getting and keeping meeting
attendees on side
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apply time efficiency techniques
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deal
effectively with disruptive behaviours
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build a high level of participation and energy
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apply methods for fostering creativity
-
conduct successful problem-solving meetings
The
session is conducted predominantly through presentation and
mini-meetings conducted in small groups
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Module 6
Appraising Performance
This
session is based on the principle that performance appraisal is not
something that happens every six months or once each year, but
rather an integral component of effective, day-to-day supervision.
Upon
completion of this session, participants will be able to:
-
describe the steps of the Performance Cycle: Job Clarification
(What is my job?), Performance Appraisal (How am I doing?), and
Personnel Development (How can I improve?)
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make
the best use of existing position descriptions
-
mutually establish performance goals
-
develop methods for on-going feedback
-
build and use methods for tracking and documenting performance
-
give
both positive and constructive feedback
-
build development plans focused primarily on the job
The
session is conducted through presentation, demonstration role plays,
individual and small group activities.
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Module 7
Dealing
Effectively with Performance Problems
This
module provides a forum for participants to build plans for
addressing performance problems which they now face or are concerned
about having to face in the future.
Upon
completion of this session, participants will be able to:
-
define a “performance gap”
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describe how to prevent performance problems through setting
standards, communicating expectations, giving on-going and
specific feedback, building open communication, and addressing
problems in a timely way
-
apply a series of questions to identify potential causes for any
given performance gap
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apply methods for building the ownership of the problem, and
commitment to solving the problem by the employee
-
identify the coaching needs of the employee and apply the
appropriate supervisory practices to meet those needs
-
build, with the employee, mutually acceptable performance
improvement plans
-
establish follow-up methods to monitor plan completion and
success
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discuss performance problems in a candid, assertive and
non-personal manner
-
develop strategies for situations where the problem escalates
rather than diminishing
The
session is conducted through presentation, and small group
activities. This session provides an excellent opportunity to give
participants information or clarification of your procedures for
discipline or dismissal. We will be pleased to discuss this further
with you so that this can be accomplished.
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Module 8
Building
a Team
This
session presents the key elements which supervisors need to address
to form a group of individuals into a cohesive, high performing
team.
Upon
completion of this session, participants will be able to:
-
define the benefits of the team concept
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identify the characteristics of a high performing team
-
define the team leader’s role and responsibilities
-
apply methods for building commitment to a common purpose and
establishing commonality of goals
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conduct effective and productive team meetings
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recognize individual contributions as well as develop ways to
reward the team as a whole
-
define standards to use as measures of team effectiveness
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lead
team problem-solving sessions
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apply methods for preventing conflict
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resolve conflicts between and among team members
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build and maintain a high level of team creative energy
The
session is conducted through presentation and small group
activities. Although not a prerequisite, it is beneficial if
participants have attended Module 5: Getting the Most out of
Meetings prior to this session.
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Module 9
Delegation for Productivity and Development
This
session presents delegation as a key productivity tool which also
provides opportunities for employees to develop their skills.
Delegation is also positioned as a way to maximize on the enthusiasm
and strengths of individuals, providing a source of recognition for
their capabilities and motivation.
Upon
completion of this session, participants will be able to:
-
determine when and what to delegate
-
select the appropriate person
-
give
instructions and establish clear responsibility and authority
parameters
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develop and implement follow-up methods
-
re-direct performance using a coaching style
-
use
delegation to develop a cross-training program to provide cover
for absences, potential promotions, etc.
-
apply the appropriate leadership style to build confidence
The
session is conducted predominantly through presentation and role
plays.
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Module 10
The
Manager or Supervisor as “Motivator”
Through
this session participants develop techniques for building and
maintaining a motivational environment and removing or minimizing
obstacles to employees’ motivation.
Upon
completion of this session, participants will be able to:
-
identify the components of their work environment which impact
on employee motivation
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identify the positive and negative impacts of each component
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intrinsic versus extrinsic motivation
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investigate their supervisory practices in the context of these
factors
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build action plans for increasing the “motivational quotient” of
their environment, minimizing the negative impact of the factors
discussed, as well as maximizing the positive elements
-
identify and avoid supervisory practices and behaviours which
dampen the motivation of their employees or team
The
session is conducted through group activities and a learning game
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