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Making the Transition From Staff Member to Supervisor - Live In-Person or Virtual Live

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Feel empowered to hit the ground running with the skills learned in this course. Be ready to take on any task and bring your best self to the job, while adopting new habits that will quickly get you on the path to greater success. In this high-impact, 2-day seminar, our faculty will help new supervisors like you avoid common pitfalls. Get the secrets and essential skills of managing people, from delivering corrective feedback and coaching to conflict resolution and delegation. With expertly guided hands-on practice, you’ll gain confidence and know-how you can use right away. You’ll also develop a personalized game plan mapping the steps to help you reap the rewards of being a new supervisor. Two days for live seminar or four three-hour sessions for online. Keywords: webinar, webinars, on demand, virtual learning, virtual classes, online learning. CEUs: 1.2. Fee per person: $2195, $1995 for AMA members. ($100 less for online class.)

*When registering by phone, use Priority Code: XNNT

Provider:

AMA (American Management Association International)

Topic(s):

Leadership & Management > Supervisory Skills

Who Should Attend?

Newly promoted supervisors with less than one year of experience in this position; process and production supervisors

• Leadership Skills for Supervisors Live or Remote Access
• The 7 Habits of Highly Effective People Signature Edition 4.0 - Live In-Person or Virtual Live

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Feel empowered to hit the ground running with the skills learned in this course. Be ready to take on any task and bring your best self to the job, while adopting new habits that will quickly get you on the path to greater success.

In this high-impact, 2-day seminar, our faculty will help new supervisors like you avoid common pitfalls. Get the secrets and essential skills of managing people, from delivering corrective feedback and coaching to conflict resolution and delegation. With expertly guided hands-on practice, you’ll gain confidence and know-how you can use right away. You’ll also develop a personalized game plan mapping the steps to help you reap the rewards of being a new supervisor.

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HOW YOU WILL BENEFIT:

• Create a new game plan for growth
• Let go of your former role and establish your credibility
• Adjust your behavioral style to give yourself a winning edge
• Use the instant feedback model to build a successful coaching relationship
• Control your emotions and think strategically when dealing with conflicts
• Be definite and decisive in managing and protecting your time

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WHAT YOU WILL COVER:

• Setting yourself up for success
• Making a change and letting go of your old role
• Meeting the expectations of key stakeholders, including your boss, direct reports, senior management and former peers
• Conducting a gap analysis to determine how to meet critical expectations Leveraging your behavioral style with the Personal Style (PSI) Assessment
• Flexing your personal style to build more effective relationships
• Setting up goals to get you to the next level of performance
• Managing employee performance and training your employees
• Delivering supportive and corrective feedback to your employees
• Managing conflict and disagreement with greater ease
• Turning conflicts into positive change
• Applying techniques to diffuse conflicts
• Applying techniques to delegate work to your team
• Developing a delegation plan to use with team members
• Managing and protecting your time
• Identifying three high-impact action items for immediate attention back at work

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Who Should Attend

Newly promoted supervisors with less than one year of experience in this position; process and production supervisors who want to enhance their effectiveness through supervisor training.

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Outline for classroom

Learning Objectives

• Establish Credibility as a New Supervisor with Your Boss, Peers, and Team

Members

• Leverage Behavioral Style to Improve Relationships with Your Boss, Peers, and Team Members
• Utilize Management Strategies That Promote Effective Member Motivation, Performance Management, and Delegation
• Improve Workplace Time Management and Conflict Resolution Effectiveness

Setting Yourself Up for Success

• Distinguish Between the Roles of Individual Contributor and Supervisor
• Describe the Three Phases of Change
• Discuss the Challenges and Pitfalls for New Supervisors
• Explain What Your Organization and Critical Stakeholders Expect of You in

Your New Role

• Identify Short-Term Wins and Critical Issues to Be Addressed
• Identify Expectations Versus Personal Development Needs

Leveraging Your Behavioral Style

• Determine Your Leadership Characteristics
• Identify Your Behavioral Style
• Identify the Behavioral Styles of Others
• Distinguish Behavioral Clues That Identify a Person’s Behavioral Style
• Identify Behavioral Styles for Bosses, Peers, and Staff Members
• Develop Adapting Strategies to Interact Effectively with Bosses, Peers, and Staff Members

Managing Employee Performance

• Set SMART Goals for Yourself and Others
• Use a Five-Step Model to Train Your Employees
• Deliver Feedback That Is Both Supportive and Corrective
• Distinguish Employee’s Current Skills Versus Needed Skills

Managing Conflict

• Differentiate Between Conflict and Disagreement
• Acknowledge That Some Conflicts May Make a Positive Image
• Describe Techniques and What to Say to Defuse a Conflict

Delegating Work to Your Team

• Apply Effective Delegation Techniques
• Assess Personal Barriers to Delegation
• Develop a Delegation Plan to Use with Team Members

Managing Your Time

• Describe the Time Priority Model for Time Management
• Identify Strategies to Manage Your Time Effectively and Protect One’s Time from Infringement by Others

High-Impact Action Planning

• Identify Three High-Impact Action Items for Immediate Attention Back at Work
• Develop a SMART Goals for Each of These Action Items

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Outline for online

LESSON ONE (The Foundation)

Giving Feedback

• Recognize What You Have to Let Go of, What You Have to Learn, and Develop Strategies for Doing So
• Describe Three Phases of the Change Process
• Identify the Greatest Challenges for New Supervisors, and the Pitfalls to Avoid
• Determine What Your Boss, Employees, Peers, and Senior Management Expect from You in Your New Role

Setting Goals for Yourself

• Set SMART Goals for Yourself and Others
• Delegate Tasks with a Focus on Quality Standards
• Assess What Tasks You Can Delegate and How

LESSON TWO (Personal Insights)

Defining Your Personal Behavioral Style

• Identify Your Own Behavioral Style Preferences
• Demonstrate the Best Way to Communicate with Bosses, Employees, or Peers Whose Style Preferences Differ from Yours
• Build Better Working Relationships with Others By Identifying and Adjusting to Their Personal Behavioral Styles

Managing Your Time

• Distinguish Urgent from Important
• Use a Prioritizing Tool to Clarify Your Priorities
• Practice Specific “Quick Hits” for Managing Time Effectively
• Demonstrate Techniques for Protecting Your Time from Infringement By Others

LESSON THREE (Guiding Performance)

• Motivating Others
• Explain What Motivates Others
• Create a Motivating Environment

Understanding Adult Learning Styles

• Describe Your Obligation to Train Your Employees
• Meet the Needs of Visual, Auditory, and Kinesthetic Learning Styles
• Demonstrate a Five-Step On-the-Job Training Model

LESSON FOUR (Continuous Growth)

Giving and Receiving Feedback

• Describe the Criteria for Giving Effective Feedback
• Deliver Both Supportive and Corrective Feedback Using the Instant Feedback Method
• Demonstrate How to Receive Feedback Effectively

Developing Legal Awareness

• Identify the Basic Laws Governing All Aspects of the Performance Cycle
• Discuss Your Obligation Under These Laws
• Demonstrate Your Legal Awareness By Participating in an Activity

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Sponsor Background:

The American Management Association was founded in 1923. They have built a content control check into every one of their professional seminars. Plus a series of checks and balances to ensure that the content of every AMA seminar is precisely targeted to:

• provide comprehensive, hands-on training that is of practical use when you return to the job
• focus on need-to-know specifics, relevant to the demands of global business today
• offer the expertise and personalized attention of top-ranking instructors
• facilitate your career development and business savvy

Whether you're looking for a solid foundation of business fundamentals or strategies to help you seize growth opportunities for your company, AMA offers expert instruction to help you:

• manage your priorities effectively
• cultivate more productive working relationships
• increase your on-the-job value
• align your skills with marketplace demands
• bring out the best in people, processes and yourself

Cancellation Policy

Transfer, Cancellation and Refund Policy

For Classroom, Live Online, and Webinar programs, you may transfer to a future session, send someone to take your place or cancel without penalty at any time up to three weeks prior to your program. If you provide AMA with less than three weeks notice, or fail to attend, you will be liable for the entire program fee.

100% Satisfaction Guaranteed—At AMA, we guarantee the quality of our seminars. In fact, 98% of our participants say they would recommend the course they have taken to their colleagues. If, for any reason, you are not satisfied with a seminar for which you have paid, AMA will give you credit toward another seminar of comparable price or will refund your fee.