As the crucial interface between the non-management employees and the senior management of the organization, supervisors have the ultimate influence over many employees and have powerful effect - good or bad - on their productivity.

 

In fact, they have the power to turn on or turn off the productivity of their many direct reports and in turn, to a large extent, that of the organization.

 

However, despite the fact that supervisors hold the key to productivity, many, by virtue of their seamless transition from hands-on role to supervisory role, are deficient in leadership skills - skills very critical for their success.

 

Consequently, they don't work effectively 'through' the team because they don’t realize they are now in a supervisory role where they are responsible for tasking their direct reports, helping them develop their skills, and managing conflicts.

 

This training will help supervisors gain the skillful leadership needed to deliver more results by drawing out the best out of their direct reports.

 

 

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The Learning Journey

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It starts by reviewing the pre-assignment and considering the participants’ current thoughts on leadership. Then, they complete a self-assessment to identify their leadership type as well as their introversion/extroversion level.

 

Next, the training considers some different models of leadership, including the Situational Leadership II® Model and servant leadership. The participants also learn about onboarding, orientation, and managing performance. After that, the participants learn some ways to manage their time and energy to maximize productivity.

 

Then, they learn about the commitment curve, which they can use to help employees adjust to their new job. They also learn some other tools for helping employees, including a coaching model, “I” messages, the consequences and benefits matrix, and conflict resolution techniques.

 

The training is wrapped up with a look at some secrets to success. It also considers what the participants can do going forward to be a successful leader.

 

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Course Objectives

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After completing this training, participants will:

 

- Learn ways to prioritize, plan, and manage their time

- Be able to identify their primary leadership style

- Develop some flexibility to use other leadership styles

- Be able to determine ways they can meet the needs of employees and co-workers through communication and coaching

- Know ways to make conflict a powerful force for creative, well-rounded solutions to problems

- Become organized, adaptable, and able to draw out the best out of their direct reports

- Use communication, coaching, and conflict resolution skills to strengthen their leadership abilities

 

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Training Outline

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Session 1: Course Overview

 

- Learning Objectives

- Pre-Assignment

- Pre-Course Assessment

 

Session 2: Pre-Assignment Review

 

- Making Connections

 

Session 3: What’s Your Type? How About Mine?

 

- Seeking Information

- Identifying Your Characteristics and Preferences

- Questionnaire

- What Does it Mean To Have a Number?

- Mostly A’s – Inquiring Rationals, Part One

- Mostly A’s – Inquiring Rationals, Part Two

- Mostly B’s – Authentic Idealists, Part One

- Mostly B’s – Authentic Idealists, Part Two

- Mostly C’s – Organized Guardians, Part One

- Mostly C’s – Organized Guardians, Part Two

- Mostly D’s – Resourceful Artisans, Part One

- Mostly D’s – Resourceful Artisans, Part Two

- What’s Important?

- Debrief

- Understanding Introverts and Extroverts

- Questionnaire

- Using the Continuum

- Case Study

 

 Session 4: Understanding Leadership

 

- About Leadership

- The Situational Leadership II® Model

- Understanding Your Comfort Zone

- Choosing Our Style

- The Cyclical Process

- Managing Performance

- Making Connections

- Servant Leadership

- Making Connections

- Onboarding and Orientation

- First Day Disasters

- Considering the Consequences

 

 Session 5: Manage Your Time and Your Energy

 

- Introduction

- Larks and Owls

- SPIRIT Goals

- Organizing Your Workspace, Part One

- Organizing Your Workspace, Part Two

- Organizing Your Workspace, Part Three

- Our Top Time Management Tip

 

Session 6: The Commitment Curve

 

- The Big Picture

- The Phases of the Curve

- Stages of the Curve

- Stage One: Uninformed Optimism

- Stage Two: Informed Pessimism

- Stage Three: Hopeful Realism

- Stage Four: Informed Optimism

- Summary

- What Can Be Done to Bridge the Commitment Gap?

 

 Session 7: Employee Development Models

 

- The Coaching Model

- Step One: Frame a Conversation, Part One

- Step One: Frame a Conversation, Part Two

- Step Two: Create Opportunities

- Step Three: Create an Action Plan

- Step Four: Give Feedback, Part One

- Step Four: Give Feedback, Part Two

- The Dialogue Model

- Defining I Messages

- Building the Message

- Description Techniques

- The Consequences and Benefits Matrix

 

 Session 8: Dealing with Conflict and Difficult Issues

 

- Reflection

- Techniques for Resolving Conflict

 

Session 9: What Successful Leaders Do

 

- Secrets to Success

- Creating the Right Environment

- Making Connections

- Practices to Practice

- Making Connections

 

Session 10: A Personal Action Plan

 

- Starting Point

- Where I Want to Go

- How I Will Get There

- Summary