Supervision
In today’s business, the supervisor or team leader is the main link between the organization’s goals and the people who are responsible for the daily activity that make those goals a reality. Because of their necessary and integral role, good supervisors and team leaders are key to the success of any organization.
The many daily decisions required within this role affect profits, productivity, service levels, as well as attitudes and morale. With a role and function of this magnitude, it would seem logical that the process of becoming a supervisor or team leader would require several years of training. However, most of today’s supervisors and team leaders get little or no training in the required skills, yet almost all of today’s supervisory force consists of those men and women who were once the “super workers” of their organizations.
A Process for Results
Supervision Mastery is a process that makes supervisor and team leadership development not only possible, but eminently profitable. Individually, each supervisor or team leader reflects the proficiency of a specialized knowledge. Together they form a powerful force that assures the achievement of organizational goals through its people.
Essential Element No. 1
Attitude Development: Attitude is the basis for all individual behavior. The effectiveness of a supervisor or team leader will depend on their behavior in a given situation. Improved results and productivity begin by developing the attitudes that govern the person’s behavior.
Essential Element No. 2
Behavior Management Skills: Better than 50% of a supervisor’s or team leader’s time is spent managing other people. To be effective in this role, it is important that the individual develop the skills necessary to effectively communicate and maximize productivity.
Essential Element No. 3
Goal Accomplishment: A supervisor or team leader not only sets goals but also needs to determine how they will be achieved, what obstacles must be overcome in the process and the timeline necessary. The Supervisor Development process provides a proven goal accomplishment model that can be immediately applied to any organization.
The Results are Measurable:
· Dynamic Teams
· Lowered Cost of Doing Business
· Strengthened Individual Results
· Motivation to Perform
· Increased Revenues
· Increased Profitability
· Enhanced Leadership Ability
· Results-oriented Attitudes
· Added Value to Processes
“Supervision Mastery is a process that make supervisor and team leadership not only possible, but eminently profitable.”
Supervision Mastery Process Syllabus
Length: 10 weeks, 2 hours/week
Week 1: Kickoff and Pre-Workshop Evaluation
Week 2: The Successful Supervisor
- Role and Function
- The Supervisor as a Manager
- The Supervisor as a Leader
- Where Do Supervisors Come From?
- What Makes a Supervisor Succeed?
- Goal Setting
- Goal Setting is Something You Already Do - Sometimes
- What Goals Are
- What Goals Do
- Benefits of Setting Goals
- Guidelines for Setting Goals
Week 3: Your Action Plan
- The Dream Inventory
- Self Evaluation
- Types of Goals
- The Interdependence of Goals
- Rewards
- Obstacles and Barriers
- Solutions and Action Steps
- Target Dates
- You and Your “Self”
- A General Understanding
- The Nature of the Dialogue
- Affirmations
- Affirmation Techniques
Week 4: Confidence: The Critical Ingredient
- Developing Confidence
- Limits and Restrictions
- “Fear” Its Uses and Abuses
- Leading For Results
- Authority and Power
- Types of Supervisors
- Leader and Follower
- The Future
Week 5: Managing and Controlling the Use of Your Time
- Planning Your Time
- Taking Action on Your Time Plan
- Controlling the Use of Your Time
- Motivation
- Defining Some Terms
- Understanding More About Needs
- Motivating Improved Performance
- Creating the Environment
Week 6: Communication
- What is Communication?
- The Art of Listening
- The Fine Art of Sending – Giving Orders
- Organizational Communication
- The Supervisor/Subordinate Relationship
- Irrational Behavior
- Frustration
- Defense Mechanisms
- Dealing With Grievances
Week 7: Performance Appraisal
- Why?
- Conducting the Performance Appraisal
- Measuring Standards
- Communicating the Performance Appraisal
- The Development Cycle – Taking Corrective Action
- Common Problems – Simple Solutions
- Discipline: Word and Concept
- Creating and Understanding
- Creating a Proper Climate
- How and When: The Disciplinary Interview
Week 8: Developing Subordinates
- The Importance of Good Orientation
- Techniques for Better Training
- Delegation – The Ultimate Training Job
- Decision Making and Problem Solving
- Timing and Decision
- The Principles of Decision Making
- Participative Decisions
- A History of Participative Decisions
- Where You Are Now?
- Where Do You Want to Be?
Week 9: Review goals and action plan I
Week 10: Review goals and action plan II, Post-Workshop Evaluation, Program critique
To schedule a complimentary mutual evaluation or for further information, contact us at info@drivingimprovedresults.com or call (212) 923-5820.
©2006 Resource Associates Corporation & Driving IR