Frontline Leadership Skills Training

Leadership skills trainingFront Line Leadership Skills Training is a development process that includes a series of ten 4-hour training sessions, on-the-job activities, coaching, and assessment of performance. The process equips participating supervisors with the skills necessary for creating a positive, productive workplace environment where their people want to perform.

One of the unique features in our leadership training is that learning occurs at multiple levels of the organization. As your supervisors learn new concepts, they will be transferring their learning to key individuals they want to develop, and their team. At the same time, you will be learning about the same concepts in an abbreviated process that keeps you informed about what your people are experiencing.

ROLE OF THE SUPERVISOR

  • The supervisor projects a level of professionalism in line with his / her position as leader. This professionalism is reflected in appearance, work habits, and interactions with others.
  • The supervisor models the type of behavior and work habits expected of the employee.
  • The supervisor treats each member of the team fairly and respectfully, avoiding favoritism with regard to how work is assigned or evaluated.
  • The supervisor understands, respects, and follows the chain of command. They teach the importance of “chain of command” to each member of the team.
  • The supervisor begins to practice effective communication with team members.

MANAGING DIFFERENT PERSONALITIES

  • The supervisor is aware of the personality difference that occur in the workplace demonstrates respect to those styles different from his / her own.
  • The supervisor understands the impact his/her style of communication has on others, and adapts that style when necessary to be more effective.
  • The supervisor changes his/her communication approach according to the personality or need of the person with whom he/she interacts.

BUILDING COMMUNICATION EFFECTIVENESS

  • Supervisors will utilize effective listening skills to ensure clear communication with their employees.
  • Supervisor will utilize a “feedback loop” to insure that they heard their employees correctly, and vice versa.
  • Supervisor will adjust their communication style based on the personality of their employees.
  • Supervisor will plan and utilize a “one-on-one” process for formal communication with their employees.

MOTIVATING AND ENGAGING EMPLOYEES

  • The supervisor knows what motivates his/her employees to do their best work, and meets those motivational needs whenever possible.
  • The supervisor understands what builds trust on his or her team and adjusts behavior to build trust with individual staff members.
  • The supervisor knows the warning signs when employees are unhappy at work and intervenes to address the situation.

TEAMWORK AND COLLABORATION

  • The supervisor creates and environment where team members feel safe, trust one another, and work effectively together.
  • The supervisor knows the characteristics of effective teams and uses that knowledge to continuously improve the performance of his/her team.
  • The supervisor ensures that each team member understands his or her role on the team and the important contribution each person makes to the success of the company.

MANAGING PERFORMANCE

  • The supervisor will provide clear work direction to his/her employees.
  • The supervisor learns and avoids behaviors that may negatively impact employees cooperating with work direction.
  • The supervisor will communicate expectations regarding appropriate dress, behavior, and work habits to employees on his/her team.
  • The supervisor will monitor employee performance, providing feedback as needed.

COACHING FOR COMMITMENT

  • The supervisor routinely uses coaching as a tool for improving an employee’s performance.
  • The supervisor is patient when coaching others, and spends the time necessary to help them learn the correct way to accomplish a task or goal.
  • The supervisor prepares for important coaching discussions (such as corrective or disciplinary discussion) by writing down what will be said.
  • He/she makes sure to have the necessary documentation (examples of behavior, company policies, etc.) to support the discussion.

MANAGING CONFLICT

  • The supervisor knows the warning signs of conflict within his/her team and immediately intervenes to address a problem when it occurs.
  • The supervisor avoids behaviors (such as favoritism, treating employees disrespectfully, or talking down to employees) that cause conflict within the team.
  • The supervisor has (and uses) the interpersonal skills needed to resolve a conflict with another person or between team members.

MANAGING CHANGE

  • The supervisor effectively communicates to his/her team what they need to know about major change when it occurs in the organization.
  • The supervisor effectively manages his/her own emotions during times of change so that he/she is able to lead others confidently and calmly.
  • The supervisor understands the emotions employees go through during times of change and effectively listens to them and addresses concerns whenever possible.

TIME MANAGEMENT

  • The supervisor effectively plans and schedules his/her own work and the work of his/her team.
  • The supervisor prioritizes own work and the work of others so that tasks can be done efficiently.
  • The supervisor delegates work appropriately to team members according to the skills abilities of each individual.