Our Approach to Manager & Supervisor Training
When Tomorrow’s People designs Manager and Supervisory training modules for our clients, we use answers to questions like those listed below to gain a more complete understanding of how to structure the training, so it delivers the most immediate and long-term impact:
- What are the key areas you’d like to see improved in how your supervisors manage their reportees?
- What do associates in your organization need from their supervisors to help them succeed?
- How would you characterize the work atmosphere in your organization?
- How would you characterize the level of cooperation and comradery within and between departments?
- What is your process for evaluating employee performance?
- How are employees recognized for superior performance?
- What steps does your organization take to improve employee performance that falls short of expectations?
- How many managers will participate in the training?
- What is the reporting structure (level, number of reportees, and span of control) of your management team?
- How many participants are new to managing people?
- How many participants are now supervising a team of people who used to be part of their peer group?
The two most essential skills that managers and supervisors must learn are motivating people to reach their full potential and developing teams that are thoroughly invested in the mission of their organizations so they can achieve success.
Oftentimes, newly appointed supervisors are not prepared for the complex managerial responsibilities they assume when they are promoted. We have also found that experienced supervisors often lack the people skills and administrative discipline necessary to be as effective as they could be.
Tomorrow’s People provides supervisor training to help managers elevate their leadership skills so they can provide more value to their teams and their organizations.
Training modules are designed around the specific needs of our clients; however, the following topics are part of our primary curriculum and focus on major themes of People Skills, Operational Skills, and Mission & Vision as detailed below:
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- Developing your people in order to tap their talents, their energy, and their commitment to maximize their contribution to the success of the organization
- Developing highly functioning teams
- Initiating change, implementing new initiatives, establishing a new corporate culture, and managing ambiguity
- Using performance evaluations to benefit reportees and the organization
- Identifying best approaches to disciplining a reportee
- Delegating work appropriately—determining how much autonomy reportees have
- Ensuring fairness and objectivity
- Identifying effective leadership styles
- Handling difficult employees
- Making difficult decisions
- Managing people who used to be peers
- Running effective meetings
- Determining what training and career enrichments opportunities would benefit your reportees and enhance the organization
- Creating, improving and maintaining a positive work environment
- Boosting morale
- Engaging reportees in planning for the future and owning their commitments
- Ingraining a sense of “safety comes first” in all facets of the organization
- Ensuring that employees are knowledgeable of the organization’s emergency/safety procedures and protocols and know how to respond in various emergency situations
- Determining appropriate metrics to measure the quantitative elements of the operation such as work volume, accuracy, quality, and timeliness
- Determining valid methods to capture the qualitative elements of the operation such as customer loyalty, public perceptions, exemplary service, and memorable experiences
- Managing work assignments and work flow
- Handling customer complaints
- Improving and measuring quality
- Maintaining accurate & timely records and reports
- Ensuring that policies, procedures & rules are followed
- Working on continuous improvement
Mission & Vision
- Ensuring that your people’s performance aligns with the mission and vision of the organization
- Ensuring that the culture of the organization is aligned with the mission and vision
- Ensuring that team members understand organizational & departmental goals