Training & Development
It’s been said that…
…people don’t leave bad jobs, they leave bad managers.
Nowadays when finding good people is difficult, retention becomes an even more crucial part of our talent management strategy. So making sure you have the right managers and supervisors in place might be the number one thing you can do to retain good people.
Yet many managers have never had any formal training or coaching on how to be an engaging and effective leader of people.
Managers who are taught to relate to employees based on their individual motivation and behaviors cultivate higher levels of satisfaction and engagement levels in their employees.
In our Key Employee Engagement Process {K.E.E.P}: Supervisor Training. Managers and Supervisors are assessed, trained and coached to become better leaders of people.
Gone are the days when a “Command & Control” leadership style was most effective. That style can work when all you want from people is compliance. But when you need commitment? You have to find a better way!
K.E.E.P. SUPERVISOR TRAINING PROGRAM
This program is designed as a comprehensive training program for Supervisors. However, at times you may need certain aspects of the program more than others and it can be customized based on your needs.
{1} Supervisor Position Benchmark & Assessment Process
Before making the investment of training and coaching your supervisors, doesn’t it make sense to determine if you have “the right people in the right seats” to begin with? Through a benchmark, assessment and Job Fit process, we will look at whether your supervisors have the motivation, behaviors and competencies to be effective managers.
{2} Supervisor Group Training
Once you know you’ve got the right people in the right seats, we teach supervisors the very basis of effective management: Know Thyself – Know Others – Adapt Thyself. No matter how much Supervisors wish others would change, the only one they can ever control is themselves. However, very often when they make a change, they will see a change in others.
{3} Supervisory One-on-One Coaching & Mentoring Process
For those supervisors who demonstrate potential, we offer a more comprehensive coaching process. In it, supervisors will learn about their specific employees and how to best deal with, manage and motivate the different personalities.
{1} K.E.E.P. Supervisor Benchmark & Assessment Process
Often we promote supervisors because they were the best at the technical aspects of the job. Yet managing other people who do the job is completely different. Many companies have been known to take their best Production worker and made him or her their worst Production Supervisor.
So the first step is to spell out exactly what your company and culture needs in your supervisory positions. Each job has an exact way it needs to be done. If the job could talk, what would it ask for?
When a Supervisor is intrinsically motivated by what a job rewards, has the behaviors the job requires and the competencies to do the job well, performance and engagement are almost always assured.
By going beyond experience and education when looking at the job, we find exactly what the job needs, such as how the Supervisor needs to think, act, make decisions, be motivated, speak to others, etc.
Then, when hiring, training, or promoting, we look for the criteria that is more likely to predict success in the job. While traditional hiring practices focus on a candidate’s experience and education, it is more often a person’s skills, behaviors, and values that determine success in the job.
How It Works
- Identify the Supervisor Position to Benchmark
- Identify Subject Matter Experts of the position (those who know the job well)
- Define the Key Accountabilities (specific, measureable results the job must produce)
- Complete the Job Benchmark (via an online Job questionnaire)
- Compare Existing Talent to the Job Benchmark
- Assign current Supervisors to 4-Cell Performance Model below
- Implement Training & Development Strategy
{2} K.E.E.P. Supervisor Group Training
An organization can help supervisors be successful by giving them training and support. This supervisory training (whether participants are managers, supervisors, team leads, etc.) is based on the following elements:
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Know thyself
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Know others
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Adapt thyself for others
These may sound very basic, simple almost, and they are. But without this fundamental knowledge and skills, it is very difficult to lead and manage other people effectively.
The following program was designed with these three elements as the foundation.
How It Works
The training takes place over three sessions, usually scheduled 3 to 4 weeks apart. There is “homework” assigned between each session so participants get the most out of their in-class training.
Lastly, each session is followed up by a web-based educational series to keep the lessons going long after the in-person sessions have completed.
1. KNOW THYSELF:
This first session is designed to raise the self-awareness of each Supervisor. By discovering their DISC style, they learn about their own behavioral strengths and limitations. They learn to recognize others’ style, way of doing things and appreciate the differences. A side benefit can be that they relate better with the other supervisors and start to have more of a team mentality rather than an “us” vs. “them.”
2. KNOW OTHERS:
The second session, we delve into Motivators – the underlying values and attitudes that are the drivers of behavior and performance. Since these shape how we see the world and why we do what we do, this session helps your supervisors understand different perspectives, what is often at the root of conflict and how to properly motivate people.
3. ADAPT THYSELF:
This session is designed to give the supervisors the tools to adapt how they are currently handling crucial conversations. By learning what shapes people’s perceptions, participants begin to understand why they react to people and stressful situations the way they do. By addressing real-life scenarios in the session, they will design possible conversations to have with others using the tools from all three sessions.
{3} K.E.E.P. Supervisor 1:1 Coaching
Most training – beginning and ending in the classroom – fails to deliver on what the organization was expecting; behavior change and improved performance. Without ongoing coaching, feedback and accountability, real behavioral change is rare.
That’s why the K.E.E.P. Supervisor Program incorporates 1:1 Coaching for Potential and Emerging Leaders that are identified throughout the program. Through this coaching, our objectives would be to:
- Coach and mentor the Supervisor through the process of connecting, inspiring and building relationships with his/her direct reports.
- Train and coach the Supervisor on using the TriMetrix HD Assessments to manage and understand the strengths, management & motivation needs of his/her direct reports.
- Increase self awareness and personal development of Supervisor by facilitating discovery of his or her strengths, limitations and areas for development.
How It Works
Deliverables
- 6 scheduled calls with Supervisor, including phone/email consultation as needed over 60-day period
- Individual TriMetrix HD Assessments for each direct report.
- Side-by-Side Comparison reports for Supervisor and each direct report.
- Customized Team Insights report.
Introductory Call with Supervisor
- Discuss Supervisor’s objectives for their coaching.
- Discuss the areas he/she is initially concentrating on improving as a supervisor.
- Discuss any challenges on the team that he/she is currently experiencing.
1/2 day onsite meeting with team
- Review basics of DISC and Motivators, group wheel and team dynamics.
- Discuss communication Do’s and Don’ts with team.
- Discuss strengths and limitations of team.
