Advanced Supervisors Course

Description

This course also introduces participants to a behavioural and attitudinal checklist to boost existing levels of employee engagement.

Methodology

A random sample of 79 Supervisors from your industry completed a survey to identify leadership gaps and/or weaknesses in the existing frontline management course. A team of organisational psychologists and leadership consultants extracted statistically significant data from the surveys to build this course.

Outline of the Advanced Supervisory Skills Course:

Positive and Negative Workplace Behaviours

Supervisors need to be constantly vigilant of positive and negative behaviours in the workplace.

• Review an A-Z of positive and negative workplace behaviours
• Environmental impact of different workplace behaviours
• Intervention techniques
• Removing perceived injustices and moving on

Role Integration Techniques

72% of supervisors felt a disconnection between their supervisor’s role and the organisation’s direction. 78% of supervisors were unaware of the organisation’s strategic objectives.

• Understanding how your role fits with the organisational objectives
• Feeling comfortable aligning tasks with strategic objectives
• Feeling comfortable in the company of direct reports, managers and peers

Courageous Conversations and Performance Management

No surprises here. 79% of respondents disliked or strongly disliked the performance management part of their role. Participants felt very uncomfortable having performance management discussions.

• Understanding the importance of courageous conversations
• Tallying the impact of rewards and recognition
• Calibrating the micromanagement and empowerment performance scales

Change Management

When organisations undergo change, it is often a stop/start affair. This session helps participants communicate the need for change and break down change barriers and silos.

• Critique a proven change management model
• Conduct an assessment of how change is communicated
• Understand the impact of change agents and change saboteurs

Problem Solving Tools for Escalated Issues

62% of respondents would like a wider range of practical tools to deal with escalated workplace issues. Influencing better outcomes was also high (62%) on the wish list when dealing with emotive issues.

• The appreciative inquiry problem solving model
• Creating the environment that attracts great ideas
• Rewarding ideas and thinking thoughts through

Emotional Intelligence and Team Building

EI was not a stated need. But the statistically significant data picked up an EI gap in team development. This module will help participants interact better with each other.

• Working with different personalities
• Working in culturally diverse environments with different ethnicities
• Team building strategies

The Nuts and Bolts
This program can be conducted as in-house training at your offices anywhere in Australia.

Guidelines

• Group Size: An ideal group size is 6 – 12 participants.
• Venue: For your convenience, you can choose to conduct this program at your offices. Alternatively, we can provide a training venue at a small additional cost
• Duration: This program is conducted as a full day program.
• Cost: Upon request.
• Target Audience: Staff, supervisors, team leaders and management.

Look at what you receive within 24 hours at no cost:

• A program outline
• A bio of a proposed facilitator
• Training cost
• Possible training dates (if requested)

Contact us today
Preferred Training Networks
Phone: 1300 323 752
Email: mail@preftrain.com
Website: www.preftrain.com