Supervisor Training
Get the most value out of your training budget by providing support and training to your supervisors. These are the people who needs the tools most to manage your front-line staff.
Not only can we help with leadership training, we can also help you connect your supervisors to your strategy and corporate vision.
Our course options.
Each module below can be delivered alone or combined with others to create an integrated custom program that is tailored to your needs. We involve you in determining the exact objectives you are trying to achieve, the learning points that you want covered, and work with you to create the scenarios and exercises to ensure that we have captured your work culture and environment. Your training program will include a reference manual that follows the training delivery, an participant workbook to capture notes and exercise results, quick reference guides (where applicable), and any optionally purchased publications and assessments you choose to use.
Leadership Certificate Program
Are you interested in course offerings for individuals looking to advance their careers and learn new skills?
Not seeing a course you want?
Creating customized courses is what we do. If you don’t see a course you want listed, let us know.
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Once you have hired that new employee – now what? Retaining new talent is one of the biggest issues employers face today – through the world! New employees, and even existing employees, need a plan for development within your organization that sets you apart from other employers. Creating a mutually agreed-upon development path, and then monitoring its execution will go a long way to keeping talent within your organization.
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Times are changing and this workforce now comprises workers from 5 different generations. Managers must meet the challenge of managing the different perspectives and work styles effectively to remain competitive in the industry.
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Difficult people can be encountered in many aspects in one’s life – no place more frustrating than at work. Develop the skills to deal with difficult people and resolve the conflict that arises by achieving a win-win resolution.
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You may be building a team from scratch, or working with an existing team, but how do you build them into a highly functional team? Using the 6 characteristics of effective teams, build a solid foundation for your team and use it to keep your track highly functional.
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Negotiations take planning and practice to result in a situation where both parties are satisfied. Learn how the techniques to master negotiations applicable to your work environment, and other aspects of your life.
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Change is inevitable. Every organization experiences change – even more so with today’s economic climate and challenges. Equip your management team to deal effectively with change and create an environment that embraces the advantages change can bring.
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Working hard is not the same as working smart. A great manager knows the difference and can focus on the important tasks at hand. Understanding the difference between important and urgent, and making the right choice when setting priorities enables managers to effectively manage priorities and get results.
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Making a good team great takes superior coaching and feedback skills. The results of your effective coaching will advance the skills of your team members, everyone gaining from the experience.
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Communications is the cornerstone of business – and it is also the biggest problem for most organizations. Learn the barriers to communication and how to overcome them.
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Employers put a strong emphasis on technical skills, but why can technically brilliant people still fail at collaborating on teams and managing others? Emotional Intelligence is the ability to manage ones’ emotional brain to handle difficult situations.
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Performance appraisals are not only stressful for the person being assessed, but also the manager who needs to prepare, document and deliver the appraisal. Learn how to effectively evaluate your staff and apply consistent rating techniques across your organization. Complete your appraisal with an effective performance appraisal meeting, complete with coaching and development plans for the future.
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There is no avoiding conflict in the workplace. Dealing effectively with conflict is a skill that can be mastered through and understanding of when it is negative, and practicing the skills to deal with it. Turn conflict into creative problem solving.
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Many skills go into the effective handling of customers. Learn how to provide your customers with a brilliant customer experience through your using effective customer service skills. This program can be effectively delivered to employees at all levels of an organization.
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Great managers learn how to effectively delegate to get tasks done, while at the same time developing their people by teaching them new skills and having them demonstrate their proficiency. So why don’t all managers delegate? It’s hard to relinquish control, but by learning effective delegation, you will be a much more effective manager, and surprisingly, more in control.
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How connected are your managers to the financial workings of your organization? Do they understand how your organization makes money, and when it is made – where the money goes? And more importantly, do they know the impact they personally can have on the success, or challenges for your organization from a financial perspective?
This program is presented in a competitive, fast paced game format enabling teams to work together to learn concepts and develop strategies. Participants will be surprised at how quickly they can learn financial concepts that will enable them to have a good understanding of your organization’s finances.
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Who will fill your shoes when you move up in your organization? What plans have you made to fill critical positions in your organization? Do your employees know where they are going within the organization? Developing successors is a critical management planning and development tool.
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Honing your influencing skills will give you a leg up on negotiations, meetings, conversations and managing people. To be a great influencer, you need to learn about power bases and your personal power, influencing styles, and networking. Use this program to enhance your abilities to negotiate, achieve results at meetings, and improve your management success.
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Finding candidates that are suitable to your open positions is only the first step. Interviewing them effectively to determine fit and potential is a whole different matter. Make the most out of the brief time you spend with job candidates to determine how they will fit into your organization and whether they will be successful should you offer them the position.
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Moving from an Operational role to a Management role requires one to shift from thinking and acting operationally, to strategically. This intense program teaches the participant the theory behind management and provides practice with all of the concepts. Participants will develop personal action plans to enable them to put their learnings into place back on the job.
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Managers need to know what tools to use, and when to use them, when managing poor performers. Their goal is to ensure poor performers understand how they are doing, and work with them to get them back on track. Managers also need to understand when poor performance becomes a discipline problem and how to act accordingly.
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Do you rely on “creative” people to come up with those creative and innovative solutions? Do you wish you were one of them? You might not consider yourself creative or innovative, but there are ways to work towards creative and innovative solutions for you and your team.
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Many organizations rely on a decentralized workforce to achieve their day-to-day responsibilities. When these decentralized functions span large geographic areas, project teams may include team members who are seldom, even never, co-located with their team members. Managing the virtual team has some distinct challenges.
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Managers spend a lot of time working with their performers to get them on track – but do they devote enough time for their top performers? And, if they don’t, what happens to top performers? Managers need to learn techniques to manage their top performers and keep them on top.
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With the amount of time you spend running, attending or following up meetings, learning effective meeting skills is paramount. This program will provide you valuable information even if all you do is attend meetings. Make effective use of your time and make sure that your meetings produce results.
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Once you’ve established a great team, you need to keep them motivated to maintain the peak performance you require. But what motivates people? Explore intrinsic and extrinsic motivators and techniques to use them.
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Negotiations take planning and practice to result in a situation where both parties are satisfied. Learn how the techniques to master negotiations applicable to your work environment, and other aspects of your life.
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Don’t just stand there and present your ideas, use your influencing skills to gain buy-in. Polish your presentation skills by starting at the beginning with effective planning, creating a great presentation, and nailing the presentation.
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There will always be problems. Since that is a given, a great manager will need to be creative and effective at problem solving. This course will show you the barriers to problem solving that you can avoid, and approaches to creating effective solutions. This is a great course for a team to attend.
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You have invested in developing a quality process, documented it, trained your employees and you still have quality issues. Is your process, or is it the culture of quality that has not taken root in your organization. This program focuses on building a culture of quality with support from your quality process.
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Help your managers understand what it takes to create a high-functioning team and what it takes to get it back on track after a downturn.
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Learn from the research of Myers-Briggs into personality type indicators and leverage these techniques into effective working relationships. Understand your own personality and those of your coworkers, and how these personalities affect how you work, and how you interact with those around you.This program can be effectively delivered to employees at all levels of an organization.
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Most organizations that deal with dangerous processes or equipment will promote Safety First, but issues still arise and accidents happen. How do you convince people to not just follow the rules, but to adopt a culture of safety? This program explores building and spreading a culture of safety to supplement your safety program.
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Effective Managers know that they need to alter their management style to match the requirements of their employees. To be most effective, managers need to know what type of management their employees need in each situation. Situational Leadership provides leaders with a simple, but effective, leadership model.
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Loss of control over your work environment, timing of deliverables, or dealing with the people around you can cause stress. Though stress can be both positive and negative, the negative results of stress can manifest itself in poor work quality or output, strained business or personal relationships, and even health issues. Learn how to control stress in the workplace and avoid bringing it home at the end of the day.
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Technical professionals are different. Engineers, Geologists, Geophysicists, Project Managers and Technical Team Leaders’ responsibilities do not follow the typical hierarchical nature of organizations. Technical education and experience, and logical thought processes need to be enhanced with people skills to effectively manage and develop staff. This course focuses on their specific needs.
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Working hard and working smart are two different things. Effective time management is not getting more things done, but doing the right things. Learn how to set priorities and manage your time effectively. Figure out what your time wasters are and how to avoid the drain on your time that they present.
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Performance management seems to be one of the hardest things for managers to do. Why? When staff is underperforming, it seems hard to provide feedback and get them to improve. When staff is performing well, it seems unnecessary.