Supervisor-Leadership Training Topics and Skills
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Note: These summaries represent the first few words take from each module.

Supervisor-Leadership Training Topic Skill 1: Mastering Constructive Confrontation

Speak with clarity and purpose for maximum results. Many supervisors dread confronting employees. It's often easier to drop hints and make indirect threats rather than initiate a face-to-face, fish-or-cut-bait conversation with an individual who must shape up, pronto.

Supervisor-Leadership Training Topic Skill 2: Documenting Poor Performance

Treat documentation as a communication tool to preserve facts and remove ambiguities.

Experienced supervisors know that the first question their boss will ask when they propose terminating a problem employee is, "Do you have all the documentation you need?"

The best answer: "Sure. I've built a file that documents everything completely. We're on solid ground."

The wrong answer: "No, but I'll put some documentation together so we're safe."

Supervisor-Leadership Training Topic Skill 3 : Resolving Coworker Conflicts

Pick your battles and focus on shared goals to referee disputes effectively.

As much as you want to supervise people who get along well all the time, the harsh truth is conflicts will erupt. And when they do, it's not necessarily your job to intervene.

Supervisor-Leadership Training Topic Skill  4: Evaluating Performance

Give employees ongoing feedback on their performance so that they

always know what they're doing right—and what they need to improve.

Effective supervisors shower employees with frequent feedback.

Assessing performance is a central part of their daily interaction with
their staff. They praise superior work and provide constructive
suggestions on how employees can elevate mediocre or substandard work
into something truly excellent.

Supervisor-Leadership Training Topic Skill 5: Managing Unfit-for-Duty Employees

Your top priority is protecting employees and providing a safe workplace. Even if 99% of your employees are fit for duty, the remaining 1% can prove a handful. The out-of-control behavior of drug or alcohol abusers may endanger you and your staff, so it's your responsibility to identify such behavior quickly and address it decisively. Follow your organization's fitness for duty policy and its procedures, but have a comprehensive list of signs and symptoms that represent behavioral problems that you can refer to year round.

Supervisor-Leadership Training Topic Skill  6: Building Your Team

By choosing the right people and getting them to believe in a shared goal, you lay the groundwork for a winning team.

Building successful teams revolves around trust. People work together more effectively when they share a desire to achieve group goals without egos or rivalries getting in the way.

Supervisor-Leadership Training Topic Skill 7: Communicating Effectively With Upper Management

One of my favorite skills. Relate to the top brass on their terms and present your ideas as solutions to problems they face. Relating to upper management boils down to one critical skill: analyzing issues from theiryours. perspective, not

Use empathy to deepen your understanding of the bosses' outlook. Step into their shoes. Ask yourself: What aspects of your operation does management care about most? What do they like to measure? What pressures do they face? How do they define success?

Supervisor-Leadership Training Topic Skill 8: Observing Performance

Look for evidence to support your impression of how employees do their jobs.

There's no substitute for observing employees' performance. It's an invaluable tool to assess workers' skills, abilities, motivations and attitudes about their job.

Some supervisors prefer to study activity reports, spreadsheets and work-flow charts. But that's a mistake. Sitting at a desk behind closed doors poring over paperwork prevents you from seeing with your own eyes how workers behave and what they actually do during their shift.

Supervisor-Leadership Training Topic Skill 9: Giving Feedback

Express both good and bad input with judgment-free specificity so that it has a more positive, lasting impact on the employee.

Old-school managers fold their arms across their chest, bark orders and tell workers what they're doing wrong. With a perpetual scowl on their face, these managers point out every mistake but rarely dish out praise.

Today's more enlightened supervisors, by contrast, give feedback with an eye toward motivating employees. They treat feedback as a way to help fuel good performance, teach new skills and provide guidance that leads to improvement.

Supervisor-Leadership Training Topic Skill 10: Delegating Work and Following Up

To boost your efficiency—and your team's morale—hand off assignments to the right people.

Delegating is a win-win proposition for you and your employees. You free yourself to focus on what matters most, while you train and motivate your workers by entrusting key assignments to them.

Supervisors often harbor misconceptions about delegation. They equate delegating with doling out tasks to people. But it's actually the process of having employees address meaningful projects—including ongoing duties--that go beyond short-term, to-do items.

Supervisor-Leadership Training Topic Skill 11: Investigating Complaints and Incidents Properly

Take an unbiased, fact-based approach when investigating employee complaints.

A litigation explosion has occurred in the past 20 years. Employers face mounting legal exposure on many fronts, from harassment to discrimination.

By investigating employee complaints properly, you can keep your employer out of court and help all parties reach a fast, fair resolution. As soon as you learn of a problem that merits investigation, speed and responsiveness are critical. Your prompt attention to the matter sends a message that you take the employee's complaint seriously. Procrastination or putting off an investigation is viewed as negligence and apathy, even if you were just too busy at the time.

Supervisor-Leadership Training Topic Skill 12: Dispensing Discipline (Example Shown on this line. Click link. Then come back to see all by complete form. Feel free to phone Daniel Feerst, Publisher.

Treat disciplining as a way to educate employees and elevate their behavior, not as a form of punishment.

Effective discipline flows from clear communication. If you and your employer provide clear, written guidelines to employees on your standards and expectations for acceptable behavior, then discipline becomes a simple, straightforward educational and enforcement tool.

Your employee handbook should state your policy for responding to improper conduct or poor performance. As long as you dispense discipline in a uniform manner, you can address inappropriate or unacceptable behavior using a fair, consistent approach.

Supervisor-Leadership Training Topic 13: Inspiring and Praising Employees to Build Morale

Energize employees by taking every opportunity to recognize their contributions and urging them to excel.

Every conversation with your employees produces one of three results: positive impact, no impact or negative impact. You want to create as many positive encounters as possible.

To inspire people, set their sights on a faraway goal that's so exciting and potentially rewarding that they cannot help but covet it. Help them visualize what it'll feel like to reach the mountaintop—to know that they gave every ounce of their effort to deliver superior performance.

Supervisor-Leadership Training Topic Skill 14: Acting to Prevent Violence

Awareness of the red flags that can signal violent behavior can save lives. Know the conditions that breed violence and protect your workplace from toxic conflicts.

Much of the violence we read or hear about in the news occurs in faraway places. But when it erupts at work, it's an entirely different type of tragedy because we may feel more control over the circumstances surrounding the situation.

It's impossible to prevent all workplace violence. But we can become more astute at predicting when and where violence can occur—and take sensible steps to lower its odds.

»Each of these Flash video modules is only $71 when purchased as a full set of 14 modules. ($997) PRINT SUPERVISOR-LEADERSHIP TRAINING TOPICS BROCHURE AND FREE PREVIEW OR PURCHASE FORM

»Any module can also be purchased separately for $97. Remember, if you purchase ten modules,You get them all.

Questions? Want to order right now? Use the form link, or phone me--Daniel Feerst, Publisher, at 1-800-626-4327.
How to Be a Supervisor Training

Why Is Supervisor Training Important,
Even a Matter of Life or Death?

Supervisor training is important for companies that wish to have increased productivity, efficiency, and communication between their various departments.

Supervisors who are properly trained will be able to relay messages between upper management and lower management, thereby leading to increased organization as a whole.

Supervisor training is a required investment for new and experienced supervisors. Remember, supervisors serve as the link between various departments.

They must be reliable, professional, and quick on their feet. Ineffective supervisor training will produce low quality supervisors and also lead to:
  • Overall decline of the company – If the workforce is disorganized and fails to understand management instructions, then the entire company will decline due to lack of communication.
  • Quitting employees and employers – Inefficient supervisors are one of the top reasons why employees and employers quit their job.
Why Communication Skills for Supervisors
 Are the Most Crucial

Supervisors must have good communication skills if they wish to efficiently operate and manage groups of people. Without training, their stress will skyrocket.

In many instances, supervisor training must encompass special education on managing this stress once it starts to snowball.

If the supervisor fails to communicate directly with upper management, then critical milestones may be missed, which could lead to catastrophic financial consequences.

Ultimately, it is the supervisors who make sure that information is told accurately and provided in a timely manner, so that upper management and the workforce are on the same page.

Supervisor Training
in proper communication from supervisors will lead to:

•    Productivity – The workforce will understand their delegated tasks and work in a timely manner, which in turn will please management and improve top-down productivity.

•    Organization – Improved organization will eliminate errors and maximize positive outcomes.

•    Increased Morale – Proper communication may increase the morale of the entire company, which will make the workforce feel more valued as team members.   

What Obstacles to Training Exist for Helping
Supervisors Acquire Effective Skills

There are many obstacles to training supervisors to acquire effective skills. Lack of motivation, commitment, and dedication can lead to lowly trained supervisors who do not desire to improve and are complacent with their current skill level. Furthermore, time scheduling factors are also an issue for companies who provide fact-to-face personal supervisor training from an existing internal supervisor. This is risky because the mentor may be ineffective at teaching and could be absent due to sickness/vacation/deployment. 

Here are two other major obstacles for training supervisors:

•    Lack of a Professional Training Program – You must train your supervisors with a professional training program or curriculum in order to develop knowledgeable and professional supervisors.

•    Accountability Issues – Make sure that supervisors are informed that they will be tested on the training material so they will take it seriously and be held accountable.

Frontine Supervisors Missing Solid Supervisor Skills,
Can Be the Most Dangerous Employees

Supervisors without solid supervisor skills can be a detriment to the entire business. They are responsible for uniting the entire workforce and ensuring communication between various levels of management.

Supervisors are also in charge of managing projects, realizing company milestones, and ensuring that individuals and groups are aware of updated information from senior management.

Due to the high level of responsibility that supervisors are given, poorly trained supervisors who are missing solid supervisor skills can be the most dangerous employees of a company. Our goal is to help your organization reduce this risk.

In addition, supervisors can be a direct danger to:

•    Other Employees – If employees are not given proper instructions from inept supervisors, then they will undoubtedly make mistakes and be blamed for errors that were out of their control.

•    Senior Management – Supervisors who are missing solid supervisor skills training will disrupt senior management’s control over its employees. The lack of communication will lead to diminished company performance. If this happens, your work environment will feel more like a crisis-driven one.

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 Help New Supervisors Acquire Key Leadership Skills Fast ...

  • PowerPoint, DVD, Flash, Web Course with Certificate ...Help supervisors and managers brush-up on key skills and/or learn new ones
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  • Train managers who struggle with performance issues or problematic supervision styles so you reduce the risk to your company
  • Reduce stress and fear among supervisors due to inadequate training  or inexperience, so they don't do the "wrong" thing for the "right" reasons
  • Improve employee productivity with better trained supervisors
  • Train new supervisors faster before problems start, and reduce legal risks
  • Improve HR skills and your value as an internal consultant to help HR stay relevant!
  • Reduce risk of employment practices liability from supervisory missteps, and the financial and time waste legal complaints bring
  • Experience fewer headaches from grievances and complaints that employees bring to your HR Office due to their problematic relationships with supervisors
  • Encourage new supervisory leadership development
  • Improve your managers' ability to act earlier when problems emerge, consult properly with your department and keep top management appraised of critical issues
  • Demonstrate that managers were trained and that your organization took the time and effort to train and protect employees