Being a supervisor involves the fundamental ability to get things done through others. As a leader in your organization, you help set the tone, and you have the potential to make a positive impact on individuals, team contributions and organizational goals. In this course you will:

• Understand the purpose, flow, and content offered in the supervisory academy.
• Discuss the roles and responsibilities of an effective supervisor.
• Identify the needs of employees and how to best meet each.

Your communication style and habits have an impact on the "climate" of the organization. The way you communicate can influence employee motivation, the quality of information shared, and employee engagement. Clear communication provides the ability to set appropriate priorities, to minimize the risk of misunderstanding, and to improve time management. In this course you will:

• Identify the reason for communication and how to tailor it to different people.
• Utilize the Transactional Model to recognize functions and channels for communication.
• Practice skills for creating the work environment you want by checking perceptions, listening, and using empowering language.

The level of an employee's involvement and enthusiasm in the workplace defines engagement. This is a significant factor in an organization's success. A changing environment requires a supervisor who can truly tune in to what motivates individual employees. Whether the environment is uncertain, chaotic or stable, you encourage employees to show up at their best. Come to this class to:

• Understand what engagement is and why it is so important.
• Recognize your role in creating and promoting employee engagement.
• Gain insight into four primary sources of motivation.

Diversity in employees styles, skills, experience, and competence can be blended to achieve organizational results. When we understand the principles of effective teamwork, we can harness the power of unique perspectives to create a synergistic work team. Come to this class to:

• Discuss the five components of effective teamwork and assess your team.

• Identify the unique behaviors of your team members by using the DiSC profile.

• Learn how to address specific behaviors to increase team effectiveness.

Effective performance management starts with clear expectations and is reinforced through feedback and coaching support. When we set organizational, team, and individual goals, we understand the purpose in our daily tasks. Recognizing the purpose in our work is a source of motivation for high performance. In this workshop you will:

• Determine why performance management is important and who's responsible for its success.
• Review the Performance Management Cycle, noting the importance of the continuous process.
• Practice the Plan phase of the PM cycle by setting goals that result in improved organizational success.

To truly improve performance, we need to create a culture of continuous feedback. Timely acknowledgement and redirection of mistakes provides a source of clear communication and therefore builds transparency and trust. In this class, you will:

• Learn simple and powerful ways of giving feedback

• Practice giving feedback

• Utilize the L.A.S.T. model for receiving feedback

Handling conflict constructively can build trust in your relationships and increase your credibility. It can also stimulate new and better ideas that keep your workforce engaged. Effective conflict management stimulates a healthy feedback culture that encourages innovation and creativity. In this class you will:

• Identify the costs and benefits of five responses to conflict.
• Map a conflict using a new model.
• Practice resolving a workplace conflict.

Coaching is a crucial leadership skill for successful supervisors and combines building relationships, providing support and monitoring progress. Coaching allows you to develop an employee's potential by empowering them to gain the skills they need to succeed. This in turn helps your team and organization succeed. Come to this course to:

• Understand the difference between proactive and reactive coaching.
• Learn about the primary building block of good coaching: asking powerful questions.
• Be able to coach someone toward development using the GROW coaching model.