Leveling Up Your Emerging And Existing Managers
Training
Supervisor Development Series
Whether some of your managers are new to the role of supervising others or have been doing the job for years, foundational and ongoing training opportunities are important in continuously developing emerging and existing leaders.
In this 4-session workshop, we will be bringing new ideas, shared experiences, and real-time scenarios to the group. This is an opportunity to learn and collaborate with other managers from various companies.
Our next session is starting in April!
Dates: Thursdays April 24, May 1, 8, 15
Time: 9 – 10:30am MST
Cost: $475 per person (Invoice will be sent after registration.)
Session 1: Understanding Your Role
When you are put in a management role supervising others, there needs to be clarity around what is expected of you from leadership and from your team. In this session, we will lay out what it means to be a leader and a manager, while still balancing your “normal” workload.
- Being a Leader vs Being a Manager
- Company Expectations vs Team Expectations
- Balancing Roles, Accountability & Time
Session 2: Communication
Most issues on a team start with a lack of communication. We typically talk to our team as needed throughout the day; however, having a clear intentional plan makes it easier to navigate. In this session, we will build a basic communication plan that covers the lifecycle of an employee from onboarding to exit.
- Communication Styles
- The Employee Lifecycle
- Building a Communication Plan
Session 3: Conflict & Difficult Conversations
When issues arise, how we react and handle them is important. In this session, we will walk through different situations to better understand how we react to conflict and best practices in managing them.
- Recognize Conflict Styles
- Pause & Evaluate
- Managing Next Steps
Session 4: Coaching
As a manager, providing feedback is key, however it may look different for everyone. In this session, we will share ways to find out what’s most important to our teams, as well as how we get them engaged long-term.
- Re-Direction for Needed Change
- Recognition Languages
- Succession or Growth Opportunities