Topics

For more information on these topics, click on each topic for objectives and curriculum information. If you need further information, please email us at: billswetmon@aol.com

• RapidRead™ - How to Read Faster with Greater Comprehension in one day - Guaranteed!
• Achieving the Competitive Edge with Excellent Customer Service
• Building High Performance Teams Through Effective Communication
• Business Etiquette for the Professional
• Coaching, Mentoring, and Empowerment Skills
• Conflict Management: Keeping Your Cool When Others Don't
• Creative Problem Solving
• Delivering Winning Presentations with Confidence and Power
• Grammar Made Easy
• How to Become an Effective Communicator
• How to be an Assertive Manager/Supervisor
• How to be an Effective Supervisor and Get Results
• How to Deal with Change in the Workplace
• How to Sharpen Your Business Writing Skills
• Improving Workplace Attitudes
• Keys to Career Success-Knowing What is Expected of You in Any Job
• Managing Your Time to Achieve Your Objectives
• Mastering the Fine Art of Successful Selling
• Strengthening Workplace Relationships
• Using Positive Thinking and Self-Esteem to Improve Performance

How to be an Effective Supervisor and Get Results

Benefits received from this training:

At the conclusion of this training, you will be able to . . .

• Supervise others with confidence and effectiveness.
• Overcome the early problems of leadership.
• Provide meaningful praise and encouragement.
• Enhance your communication skills for top-notch effectiveness.
• Feel comfortable supervising friends and former peers.
• Keep top performers at their maximum level without burning out.
• Solve tough people problems and stimulate others to do their share.
• Become more organized and productive.
• Understand human behavior and how to adapt to various personalities.

Additional benefits and objectives can be identified and designed to fit the needs of each client.

Training Curriculum:

1. Seven Things That Cause Unrest Among Workers.
   1. Failure to give credit for suggestions.
   2. Failure to correct grievances.
   3. Failure to encourage.
   4. Criticizing employees in front of other people.
   5. Failure to ask employees their opinions.
   6. Failure to inform employees of their progress.
   7. Favoritism.
2. Understanding the Career Shift to Management/Supervision.
   1. You manage others' time; satisfaction becomes more abstract; your problems are long term; your key resources are your people; there is a shift in job evaluation.
   2. Some challenges: Supervising friends; the older, more experienced; the younger less experienced.
3. The Importance of Goal Setting.
   1. How to set SMART goals with your people.
4. The Importance of Delegation.
   1. Four reasons why delegation is difficult.
   2. Three reasons why some employees resist delegation.
   3. How to delegate effectively. 3 expedient mistakes of delegation:
      1. Delegating to the closest person.
      2. Delegating to the least resistant.
      3. Delegating to the one who does it best.
5. The Importance of knowing your people.
   1. Personality Profile Analysis.
   2. Understanding human behaviors.
6. Listening Skills.
   1. The five listening filters and two principles of distortion.
   2. 8 steps to active listening.
      1. Stop talking.
      2. Put the person at ease.
      3. Don't interrupt, especially is the person is upset.
      4. Empathize.
      5. Paraphrase.
      6. Ask open-ended questions.
      7. Use silence.
      8. Allow reflection.
   3. Active Listening Inventory and Scoring.
7. 8 Principles of Successful Leaders.
8. Greatest Management Principle in the World.
   1. What gets rewarded gets repeated.
   2. How to reward employees.
      1. Group think-tank.
      2. 6 principles of motivating recognition/rewards.
   3. SSIP Praise Model.
9. How Top Supervisors Earn Authority.
   1. A belief in yourself with a decent doubt.
   2. A passion for the job with an awareness of other worlds.
   3. A love of people with a capacity for aloneness.
10. What to do About Complainers.
    1. Group think-tank.
    2. Fixes:
       1. Be sure you give them recognition.
       2. Reassure them about their abilities.
       3. Accept their feelings.
       4. Check to see whether the complaints or ill feelings are more widely held.
11. When Problems Occur That Need Fixing.
    1. The importance of supporting and confronting (Role Play).
    2. Helping the person to "see" the problem.
       1. The "set-up" question.
       2. Questions that require high-level thinking.
       3. Questions that begin with "why?"
       4. Clearly state the performance problem.
       5. Agree on the focus.
       6. Ask permission to give advice.
       7. State advice with "sometimes" statements.
    3. The Non-Punitive System.
       1. Gain the employee's agreement.
       2. Jointly create an action plan.
       3. Give employee a copy of written agreement.
       4. Follow-up.
12. 15 Characteristics of great leaders.
13. Questions/Discussion/Evaluation.
14. Learning Transfer

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