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New Supervisor Training
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See the New Supervisor Training Skills Live After Complete Form On this Page
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New Supervisors Training: Helping New Supervisors Develop Skills, Prevent Legal Risks, and Maximize Productivity
What
Skills Should Supervisors Learn
Supervisors need to be able to efficiently and successfully
manage their workforce to meet organizational goals and needs. Here are four
essential skills a new supervisor should learn. Include these broad categories in your new supervisor training programs.
·
Proper
Communication – Learn how to speak, write, and listen in order
to effectively communicate your ideas to another individual. Good communication
skills allow supervisors to inform management and relay important messages from
various departments.
·
Relationship Building –
Develop professional social skills to maintain and build relationships.
Interacting with individuals at various levels within the organization is a
core component of any supervisor.
· New Supervisor Training: Develop
Your Team – Learn each member’s strengths and weaknesses. Supervisors
must be able to utilize each individual’s talents in order to optimize
performance and work as a team.
·
Project
Management – Develop project management skills in order to stay
organized and be able to multi-task. This means establishing agendas and
meeting company goals.
What
Makes New Supervisor Training Skills Development Difficult
Developing supervisor skills are difficult and stressful for
many people. It does not matter whether you are a novice or an experienced
supervisor. You will experience difficulties and hardships on the job because:
·
Cultures
are different – Just because your previous company was easy,
does not mean that your new company will be easy too. Different work places
have different cultures and this requires you to adapt and possibly learn new
skills.
·
Staff
motivation varies – No matter how motivated you are as a
supervisor, nothing will be accomplished if your staff is unmotivated. This
forces you to focus on raising the morale and ambition of your team, which
takes precedence over learning any new development skills.
·
Stress
overload persists – Stress during work often leads to unproductive
habits. Some days you will be overcome with stress due to various factors such
as, low pay, low morale, or low motivation which will make developing
supervisor skills more difficult.
Daniel Feerst, LISW
Publisher
Request free preview
Fax-back request form
Order now. Pay later.
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14 Skills for Supervisors and Managers
- Improve the productivity of new supervisors and new managers
- Experience
fewer headaches in HR from grievances and complaints that employees bring to
top management or the human resources office due to problematic
relationships before new supervisors experience them.
- Encourage
new supervisor skills development using PowerPoint, DVD, or online web course formats. Reduce risk of employment
claims, wrongful termination, and wrongful discipline
- Improve
any supervisor's willingness to act sooner when problems emerge, consult
with the proper internal company resources regard tough employee
behavior management issues, and communicate better with next-lever
management
- Demonstrate
your new supervisors were trained and that your organization exercised its
responsibility for training supervisors on critical issues to protect
employees, practice fairness, eliminate harassment, and reduce legal
claims and charges of wrongdoing in the treatment of employees.
- Help supervisors and managers brush-up on key skills and learn new one they never quite understood
- From your website, have your own supervisor leadership training topics your new, developing, and seasoned supervisors and managers 24/7
- From your Web site, e-mail any course link to one manager or every manager.
-
Train struggling and problematic managers with performance issues and troublesome supervision styles
- Reduce stress and fear among new supervisors due to inadequate training or inexperience
- Improve employee productivity with better supervisors
- Train supervisors faster and give them a resource then can access the moment they need it, day or night.
- Improve
your HR skills and ability to internally consult and coach supervisors.
- Reduce
risk of employment practices liability from the missteps and ignorance
characteristic of many managers, especially new managers
- Improve
your EAP, HR department, or other department's ability to help managers
by broadening the scope of services and education you offer
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Questions? 1-800-626-4327
Publisher: Daniel Feerst
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New Supervisor Training
New supervisor training has one goal--preventing leadership staff from forming bad habits of supervision. There is no escape from the need to manage employees once a supervisor is hired and handed the job description. From that point forward information and skills, and practical digestible help delivered in an equally digestible fashion is what interrupts the pattern of new supervisors becoming risks to the organization.
New Supervisor Training should help those who lead understand that isolation comes with the job and brings its own energy-sapping stress.
New supervisors often find their jobs lonely and isolating. They may spend their
days managing crises and solving problems on their own—with little opportunity
for building camaraderie with peers.
The stress that accompanies such isolation may not manifest itself as the more
common type of frantic intensity, but rather a low-level sense of unease and
agitation. But it’s still stress—and it can still eat away at you.
Relief for new supervisors comes from finding safe outlets to share experience, discuss challenges and develop professional skills and knowledge. New supervisor training and education can help these fresh managers develop these interaction skills.
The stress of feeling isolated evaporates if you can meet regularly with other supervisors in a supportive setting. It's really that simple.
Peer groups are an excellent resource. Contact professional associations, trade
groups or consulting firms that specialize in serving your industry. They may offer
roundtable programs—often called peer networks—in which supervisors build
trusting relationships with their peers in non-competing companies.
In most of these discussion groups, you meet monthly with about 10 other
supervisors to exchange ideas and reflect on your experiences. Everyone agrees
to honor confidentiality so that people can speak freely about their challenges.
Participants almost always say, “I’m glad to know I’m not the only one going
through this.”
Another way to combat the isolation is to find a mentor. Ideally, you want to
recruit a manager who has performed your job successfully for many years. This
person should be able to identify with your challenges, listen attentively to your
concerns and ask penetrating questions that guide you in the right direction.
New Supervisor Training: Find a Mentor
Here are three ways to find a mentor:
- Enlist your human-resources department. They may match you with someone within your organization.
- Seek out recent retirees at your organization whom you like and respect.
- Network in the community. Join business groups such as Toastmasters to develop your public speaking and enroll in professional educational classes. You may meet potential mentors through such activities.
TIP: New Supervisor Training: Keep a journal.
The act of writing down your feelings may not make you feel
better right away, but it will help you detach yourself from your day-to-day
isolation and gain a fresh perspective on it.
IT’S TRUE: Even if your job involves constant interpersonal communication, you
can still feel deeply isolated. In fact, supervisors whose work requires lots of one on-
one contact with others (whether employees, colleagues or customers) can
exhibit higher pulse readings and blood pressure than those who spend more
time alone. This is especially true if you’re more of an introvert than an extrovert.
In any case, don’t assume that a workday consisting of frequent encounters with
others will prevent you from feeling lonely and stressed.
EXERCISE: The sooner you address your on-the-job loneliness, the faster you
can redirect your underlying stress into positive energy. Here are two outreach
strategies:
1. Reach out to others in your organization. As an experiment, have lunch with
different sets of people at least once a week. Getting to know colleagues in other
departments not only helps you develop new friendships, but also enables you to
feel more connected to the organization as a whole.
2. By participating in rich, rewarding activities outside of work, you can gain a
sense of belonging that you can carry over into your job. Spend at least one hour
per week socializing in a group that shares an interest in something that you care
about, such as volunteering with a nonprofit organization or joining a bicycling
club.
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