Supervisor Development Programs

Supervisor Development Programs

Research indicates that front-line managers do not receive enough training to prepare them for taking on leadership roles successfully. Front-line supervisors are often promoted from the line because they are high achievers and show leadership qualities, but at the same time, many new supervisors have mixed emotions about advancing from an individual-contributor position to taking on the responsibilities of a leader. Without the proper skills and interpersonal tools, many feel overwhelmed—which can lead to lost productivity, reduced team morale, and even a return to a non-supervisory role.

CMOE’s Supervisor-Development Modules are designed to provide an effective, cost- and time-sensitive solution to these issues. These modules help current supervisors become more-effective leaders and recently promoted employees transition into their new supervisory role with greater success. The learning experiences teach and train participants on the essential, but powerful, strategies all supervisors must know in order to understand and connect with the workforce and to drive results. Participants leave the learning experience feeling prepared to meet and exceed their performance expectations, as well as confident and excited about being a supervisor.

The Supervisor-Development Modules are packed with fundamental ideas, tips, and applications for creating a positive work environment and building front-line leaders that contribute to the organization’s bottom line.

Objectives & Outcomes

Participants will build a unique set of competencies in each module:

Communication & Recognition
  • Reflect on the importance and benefits of effective communication.
  • Evaluate their personal communication style and approach.
  • Learn how to apply a communication framework to their interactions with others.
  • Evaluate their natural listening style and identify opportunities for improvement.
  • Learn how to ask productive questions.
  • Understand how their personal styles influence communication and interaction with others.
Conflict Resolution & Handling Pressure
  • Develop greater self-awareness about how they handle conflict.
  • Reinforce their strengths and identify opportunities for development and growth.
  • Learn how to manage conflict and difficult situations in a way that will benefit them personally, as well as their team and the organization.
  • Understand how to handle pressure more effectively.
  • Create action plans and strategies for sustainability.
Delegation & Accountability
  • Identify the benefits and importance of delegation and accountability.
  • Discover their current strengths and areas for improvement.
  • Learn how to effectively communicate a delegated assignment to team members.
  • Explore the relationship between delegation and accountability.
  • Understand how to handle pressure more effectively.
  • Create action plans and strategies for sustainability.
Teamwork & Team-Meeting Effectiveness
  • Enhance team relationships.
  • Communicate effectively with team members one-on-one and in meetings.
  • Motivate team members to share ideas and reach their potential.
  • Promote accountability and a focus on bottom-line results.
  • Ensure alignment with the organization and other teams.
Building Trust
  • Understand the importance of trust in productive relationships and achieving results.
  • Reflect on people they trust and why.
  • Learn about the behaviors that break down trust.
  • Explore the four components that build trust.
  • Determine ways to improve their trustworthiness.

Our Approach

This series was designed to meet the unique training needs of supervisors and with their success in mind:

  • Time: Team leaders or supervisors are pressed for time as they tackle day-to-day responsibilities. These compact learning experiences are ideal for a successful supervisor-development program.
  • Topics: Front-line leaders deal with unique leadership challenges and requirements. Each topic was selected based on over three decades of working with supervisors and targeted to address the specific issues and challenges that supervisors face.
  • Sustainability: Supervisors must be able to apply what they have learned immediately. This development program includes hands-on implementation of each learned skill and an application process to ensure consistent reinforcement, accountability, and retention of what is learned.

Additionally, one of CMOE’s strongest capabilities is developing customized solutions to meet each organization’s unique needs. Several of the modules include mini case studies as part of the experiential learning approach. CMOE offers a superior capability to provide industry-appropriate case studies or we can assist the organization in developing a company-specific version. We can also introduce additional leadership-development topics that address our client organizations’ specific needs and requests.

“The talented employee may join a company because of its charismatic leaders, its generous benefits, and its world-class training programs, but how long that employee stays and how productive he is while he is there is determined by his relationship with his immediate supervisor”

~ Richard P. Finnegan, Author, Rethinking Retention

“One of the main reasons [front-line supervisors reported] lack of satisfaction is that companies’ training programs are not designed to help frontline managers, despite the potential impact their jobs can have. Only 10 percent of respondents say their companies’ frontline manager training is effective in preparing managers to lead.”

How companies manage the frontline today: McKinsey Survey results. McKinsey & Company. Feb. 2010

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