SUPERVISORY TRAINING – 14 Modules

MODULE 1: PEER TODAY, BOSS TOMORROW

MODULE 2: CONFLICT MANAGEMENT

MODULE 3: SEXUAL HARASSMENT/DIVERSITY

MODULE 4: DELEGATION

MODULE 5: TIME CHALLANGED (Time Management)

MODULE 6: PROBLEM SOLVING & DECISION MAKING

MODULE 7: THE EXTRAORIDANARY LEADER

MODULE 8: HIRING SMART

MODULE 9: EFFECTIVE PERFORMANCE REVIEWS

MODULE 10: BUILDING BETTER TEAMS

MODULE 11: ACHIEVING COMMUNICATION EXCELLENCE

MODULE 12: MEETING MANAGEMENT

MODULE 13: COACHING

MODULE 14: TRUE COLORS (PERSONALITY ASSESSMENT)

Below are the module details. In this training you can pick and choose what modules you would like to have delivered to your supervisory employees or employees you are about to promote to supervisor. The modules listed from 7-14 are for the more advanced.

Please call June Wolfe or Dennis Battistella at the SFMA office to discuss this training (954) 941-3558 or email jwolfe@sfma.org or dennisb@sfma.org

Module Details:

MODULE 1 PEER TODAY, BOSS TOMORROW (Class length: ½ day)

This training is designed to help participants make a successful transition from coworker to supervisor or manager. It helps newly promoted supervisors navigate their changing roles and have immediate impact! Climb in the proverbial camper for an enlightening road trip with five friends who share experience and insights about making successful transitions from peer to boss. Key strategies, hands-on workshop activities and practical suggestions make this training an excellent choice for organizations that promote from within or train new supervisors regularly.

Learning Point Highlights:

Reflects honestly the mixed feelings involved in moving from peer to boss
Outlines four strategies to help new managers make successful transitions
Helps new managers address their evolving relationships with colleagues

MODULE 2 CONFLICT MANAGEMENT (Dealing with difficult people) Class length: ½ day

Edward Deming, the father of quality management, has said that people can face almost any problem except the problem of people. They can work long hours, face declining business, even the loss of a job, but they can’t deal with the difficult people in their lives. Managing conflict in the workplace can be unsettling both professionally and personally. Conflict tends to lower morale and can disrupt departmental communication. This module examines how conflict can be “managed” resulting in a smoother operation and effective managerial control, will help you identify some of the ways you may be contributing to these problems and give you some strategies you can adopt, at work and in your personal life as well.

Identify the common types of “difficult workers”
Recognize the signs leading to workplace anger and conflict
Employing patience in the face of conflict
Receive the tools necessary to reduce and resolve conflict
Recognize how their own attitudes and actions impact on others
Find new and effective techniques for managing negative emotions
Develop coping strategies for dealing with difficult people and difficult situations
Identify those times when they have the right to walk away from a difficult situation

MODULE 3 SEXUAL HARASSMENT/DIVERSITY Class length: Three hours

When rules and standards are ambiguous and their application requires thoughtful judgment, promote learning is not enough. Experienced trainers know that borderline situations and open discussion are necessary to make sexual harassment training meaningful and memorable. This training can help to reduce your organization’s risk from sexual harassment lawsuits. It’s a powerful tool to drive discussion, build awareness and prevent incidents of sexual harassment. This course will:

Helps employees differentiate between sexual harassment and offensive behavior
Stimulates discussion by exploring over a dozen real-life situation
Provides a valuable resource for managing legal risk
Understand what sexual harassment
Understand who can be a victim of sexual harassment
Identify behaviors that constitute sexual harassment in the workplace
Determine how to appropriate respond during a sexual harassment situation

Bottom Line Benefits:

Supports an environment of security and respect
Reduces legal liability
Reduces stress, allowing employees and teams to focus on business priorities
Promotes the importance of an informed workplace
Reduces turnover and related high costs

The desire to be treated with respect is something we all have in common, especially in the workplace. The M.E.E.T. approach (Make time to discuss; Explore differences; Encourage respect; Take personal responsibility) counteracts shame, blame and stereotyping that create toxic environments and undermine productivity. Unlike many programs that focus on high-level "strategic" theories concerning diversity and inclusion management, M.E.E.T. uses a tactical approach. By focusing on understanding and communication, this program will teach your employees how to recognize and respond to any situation professionally and with respect.

The program introduces an easy-to-grasp four step process that is demonstrated in six timely realistic vignettes. Through M.E.E.T., employees learn to recognize, respond to and resolve situations arising from individual and cultural differences. Ultimately, your employees will learn how to M.E.E.T. on common ground.

This program features the M.E.E.T. model:

M – Make time to discuss
E - Explore differences
E - Encourage respect
T - Take personal responsibility

Learning Point Highlights:

Encourages personal responsibility in creating a respectful workplace
Explains the benefit of mutual respect in the workplace
Provides a proven, four-step process to build and promote a "mutual respect" working environment
Offers practical examples and advice for resolving difficult situations

MODULE 4 DELEGATION Class length: ½ day

Delegation is often one of the hardest skills for a manager to master. However, it is a skill that can be learned. This workshop will explore many of the facets of delegation: when to delegate, and to whom to delegate. We will also go through the delegation process step by step, to see where the pitfalls lay, and what we can do about getting around them. This course will:

Clearly identify how delegation fits into your job and how it can make you more successful.
Identify opportunities within the scope of your authority for delegating effectively to others.
Identify the criteria for fair and responsible delegation to all employees
Develop a technique for defining expectations
Recognize common delegation pitfalls and how to avoid them
Provide opportunities to test your delegation skills

MODULE 5 TIME CHALLENGED (Time Management) Class length: ½ day

At the core of this training is the fact that we all get the same 24 hours a day, but how we use those hours greatly impacts our success or failure. Participants will explore how to tackle time head-on, learning how to prioritize tasks and address common daily interruptions such as phone calls and e-mail. This program provides interactive training during which participants learn from one another. Participants will gain the tools to:

Identify and take responsibility for time-management concerns.

Fend off casual, drop-in office visitors.
Maximize workspace through better organization.
Set time limits for projects and meetings.
Keep phone calls and e-mails from taking over their day.
Plan for the unexpected, while building in enough time for projects.
Set goals and prioritize each day's tasks.
Break down tasks into smaller segments, delegate to others.

MODULE 6 PROBLEM SOLVING & DECISION MAKING Class length: ½ day

As an individual, facts and knowledge can only go so far. Solving tough problems requires the ability to define the true problem, analyze the possible causes, create options, select the most feasible option, and then implement it. This course will help individuals enhance their efforts to find sustainable solutions and learn new ways to approach problem-solving to reach win-win decisions. Course benefits:

Increase your awareness of problem solving steps and problem-solving tools
Distinguish root cause from symptoms to identify the right solution for the right problem
Improve your problem-solving and decision making skills through identifying your own problem-solving style
Improve your ability to participate in and communicate about a collaborative problem-solving process
Recognize the top ten rules of good decision making

MODULE 7 THE EXTRAORDINARY LEADER Class length: Two ½ day

What separates an average leader from an extraordinary leader? This program helps demystify the journey from good to great, exploring five key characteristics of extraordinary leaders. Video learning, facilitated workshop activities and industry-specific case studies make this program ideal for mid-manager and executive-level leadership initiatives.

Leader’s face these and other business challenges every day:

Sustaining productivity
Maintaining high morale
Retaining top performers
Solving problems efficiently
Ensuring clear communication
Lowering costs
Planning for succession

5 Key Insights are introduced during this course to help address these and other challenges facing leaders today. These insights are expanded, discussed and explored through activities provided in the support materials.

Insight #1: It’s not about going from bad to good. It’s about going from good to great.

Insight #2: Focus on building strengths, not fixing weaknesses.

Insight #3: There are five clusters of strengths that really matter: Character - Personal Capability - Focus on Results - Interpersonal Skills - Leading Organizational Change

Insight #4: Combinations of strengths produce exponential results.

Insight #5: The fastest way to becoming extraordinary isn’t always a straight line.

Training Outcomes
Participants will be able to:

Articulate the difference between good leaders and great leaders
Describe and explain the five key insights about leadership
Define the 16 competencies of high performing leaders
Understand the concept of powerful combinations of strengths
Assess their strengths and explain the difference between weaknesses and avoid fatal flaws
Apply strengths and behaviors that demonstrate leadership effectiveness

The message is simple and two-fold.

(1) Leaders are not born. They are made.

(2) The impact (difference) an extraordinary leader makes is exponentially greater than what a good or average leader can do.

The program is grounded in research. It is based on an extensive, scientific analysis of over 25,000 real-world leaders. This program is for any organization that views developing leaders as a priority.

Program Target Audience

Seasoned leaders
New leaders
Executive leaders (special agenda option)
Public and private sectors
Organizations that use leadership training as part of succession planning practices

It’s simple, empirical, and actionable - now. Any leader, in any organization, at any level, can immediately apply the concepts.

MODULE 8 HIRING SMART Class length: ½ day

This workshop concentrates on the pre-interview preparation, developing questions and their value, the interview techniques that get specific, behaviour-based examples of past performance, and the strategies that follow through on this process. This workshop takes behavioural interviews even further with the twelve-step process to hiring top performers. Discover an interviewing approach that will help your organization prevent high turnover, eliminate unnecessary training, and avoid damaging lawsuits.

MODULE 9 EFFECTIVE PERFORMANCE REVIEWS Class length: ½ day

Setting goals and objectives to aim for will give supervisors and employees a like focus, and targets to aim for. Supervisors must also learn how to give feedback, both positive and negative, on a regular and timely basis so that employees can grow and develop. Performance appraisals are the cumulating of all these activities.

Recognize the importance of having a performance appraisal process for employees.
Understand how to work with employees to set performance standards and goals.
Develop skills in observing and giving feedback, listening and asking questions, for improved performance.
Identify an effective interview process and have the opportunity to practice the process in a supportive atmosphere.
Develop strategies for managing employee performance.

MODULE 10 BUILDING BETTER TEAMS Class length: ½ day

At the end of this module, each participant should be able to understand what makes a good team and why so many teams fail. Your success as a manager can often depend on how well your team operates. How are their problem-solving skills? Are they enthusiastic and motivated to do their best? Do they work well together? There have been hundreds of studies demonstrating that human beings function better and learn better in groups. If you want to develop your team leadership skills and unleash the talent of your individual team members, this workshop is a practical look at current leadership practices that work. Topics included are:

Examine the work practices of high performing teams/
In-depth coverage of Glenn Parker’s 12 characteristics of highly effective teams.
Build teamwork by recognizing and tapping into the five basic types of information your team needs
Promote trust and rapport by exploring your team player style and how it responds to team values
Recognize the key elements that move a team from involvement to empowerment and how to give these elements to your team
Develop five training steps to unleash team potential and develop team problem-solving and assessment skills

MODULE 11 ACHIEVING COMMUNICATION EXCELLENCE Class length: ½ day

Communication goes to the heart of both personal and organizational effectiveness. A workforce lacking basic communication skills experiences more conflict, misses more opportunities and alienates more customers. The modules of this program bring a true level of excellence to your workplace. Employees take away practical tools that foster problem solving and innovation, improve day-to-day productivity and enhance service levels throughout your organization.

This program features modules:
1. Listen Up! Listening for Effectiveness.
2. Speak Up! Communicating for Effectiveness
3. So, How Am I Doing? Giving and Receiving Feedback

Learning Point Highlights:

Teaches active listening and three techniques to improve listening skills
Helps employees understand how to get their point across in any situation

Presents proven techniques for giving and receiving feedback.

MODULE 12 MEETING MANAGEMENT Class length: ½ day

Are you frustrated with the way your meetings work? Do they lack focus? Are there times some members of the group dominate the proceedings? Are you not always sure who should attend? Are you looking for a way to structure meetings to make them more effective yet at the same time maintain an open atmosphere? This one-day workshop not only covers the simple need of meeting structure, but also includes some intervention strategies.

Understand the value of meetings as a management tool.
Recognize the critical planning step that makes meeting time more effective.
Identify the steps to take to create an open and safe forum for discussion.
Develop and practice techniques for handling counterproductive behavior.

MODULE 13 COACHING: A LEADERSHIP SKILL Class length: ½ day

Coach, Role Model, Counsellor, Supporter, Guide...do these words ring a bell? Being a coach involves being a role model, sometimes a counsellor or supporter, and always a guide. Coaching is based on a partnership that involves giving both support and challenging opportunities to employees. Knowing how and when to coach is an essential skill that can benefit both you and your organization. This one-day workshop will help you become a better coach in all senses of the word. At the conclusion of this course, participants will be expected to:

Understand how coaching can be used to develop your team.
Develop the coaching skills that help improve individual performance.
Demonstrate the behaviours and practices of an effective coach.
Recognize employees’ strengths and give them the feedback they need to succeed.
Identify employee problems and ways you can help to correct them.
Motivate employees to do their best.

MODULE 14 TRUE COLORS Class length: ½ day

In today’s business world, leaders are asked to function as coaches as well as people managers. They are expected to train, direct, correct and improve their employees’ performance. The True Colors metaphor has been developed from the work of Keirsey. This version is founded as a lively and interactive program that is the easiest and most convenient way of discovering one’s strengths, understanding human behavior, and enhancing the way we live, work, communicate and interact with those around us at work and in our personal lives. True Colors, which expands upon Keirsey’s four temperament types, and translates complicated personality and learning theory into “one of the easiest, most convenient ways of understanding and appreciating human behavior.” Manufacturers recognize and take advantage of the effects of colors as they package and market their products. Industrial designers set the mood of working environments through the use of color.

The True Colors program asks participants to identify their “color spectrum” using four cards that represent key personality types: Blue, Gold, Green or Orange. Each color has particular strengths and each analyzes, conceptualizes, understands, interacts and learns differently. These differences, if not acknowledged and understood, can become barriers to interpersonal communication, making understanding between people of different types difficult.