2. I. Effective Leadership Makes a Difference.
II. Effective Leadership is Difficult to Develop!
III. A Flexible, Comprehensive Solution!
IV. Next Steps!
4. Best Managers create
“Best Workplaces”
The GallupThe Gallup
OrganizationOrganization
These work places deliver:
Productivity
Profitability
Employee Retention
Customer Satisfaction
Safety Records
Effective Leadership Makes a Difference
5. “Roughly 50 to 70 percent of how
employees perceive their organizations
climate can be traced to the actions of one
person: the leader.
More than anyone else, the boss, creates
the conditions that determine people’s
ability to work well”
“Primal Leadership”
Daniel Goleman, Richard Boyatzis & Annie McKee
Effective Leadership Makes a Difference
6. 19%
14%
9%
0
2
4
6
8
10
12
14
16
18
20
Bottom 30% Middle 60% Top 10%
AveragePercentTurnover *Results from
a large
insurance
company
Turnover
36%
Better
Results
Leadership Effectiveness
* Based on research published in “The
Extraordinary Leader” by Jack Zenger
& Joe Folkman, 2003.
Effective Leadership Makes a Difference
9. Effective Leadership Makes a Difference
Given…
today’s technology,
today’s employee profile,
and today’s fast pace,
Leadership quality continues to
make a difference?
10. Society for Human
Resource
Management
“83% of employees
surveyed said it was
extremely likely or
somewhat likely they
would actively seek
new employment once
the job market and
economy improves.”
Quality of
Leadership
Continues to be
the #1 Factor
Positively or
Negatively
Impacting
Employee
Retention
Effective Leadership Makes a Difference
12. Impact of Key Elements on
Leadership Performance
Developing Others
Hiring Right
Daily Leadership
Project Leadership
26%24%
27%17%
Other Elements
6%
16. 14
Provides direction
to the organization
Leverages
organizational
capability
Represents the
organization on
critical strategic
issues
Exercises power
for the benefit of
the organization
Sponsors individuals
to prepare them for
leadership roles
Strategist:
Leading Thru Vision
Stage IV
Increase in breadth
— sees a larger
business picture
Supports and
coaches others as a
manager, mentor, or
idea leader
Represents the work
group effectively to
management and
customers
Builds a strong
internal and external
network of
relationships
Leader:
Contributing Thru Others
Stage III
Assumes
responsibility for
important work
Relies less on
supervision; works
independently
Produces significant
results
Develops credibility
and a reputation
Increases in technical
competence and
ability
Builds a good
internal collegial
network
Specialist:
Independent Contributor
Stage IIStage I
Willingly accepts
supervision
Demonstrates
competence on a
portion of a larger
project
Effectively performs
detailed and routine
tasks
Shows “directed”
creativity and
initiative
Delivers under
time/budget pressure
Learns how “we” do
things
Learner:
Helping and Learning
Difficult Transition
Effective Leadership is Difficult to Develop
Becoming a great leader is one of the most
difficult and complex transitions
17. TIME available
to develop
much needed
leadership skills
is in short
supply.
Effective Leadership is Difficult to Develop
19. The Leadership Curriculum provides practical…
Strategies to Increase Employee Performance
Techniques to Improve Communication
Approaches that Advance Working Relationships
Methods that Increase Team Collaboration
Practices that Help Develop Skill in Others
Processes to Increase Employee Involvement
Procedures that Efficiently ID & Resolve Problems
A Flexible, Comprehensive Solution
20. A Flexible, Comprehensive Solution
The fundamental elements of how to be an effective leader.
“Essential Skills of Leadership”
How to build an effective and open communication environment.
“Essential Skills of Communication”
How to ensure you promote continuous performance improvement thru feedback.
“Providing Performance Feedback”
How to increase the levels of team member engagement and ownership.
“Developing Performance Goals and Standards”
Methods to effectively address habits that impede top performance.
“Improving Work Habits”
Techniques to ensure team members are able to perform their job.
“Coaching Job Skills”
21. A Flexible, Comprehensive Solution
How to deal with objections and grievances effectively.
“Managing Complaints”
How to apply control and authority and be successful.
“Effective Discipline”
An approach to disagreements that is healthy and team oriented.
“Resolving Conflict”
How to enlist responsibility, effectively and responsibly.
“Delegating”
Helping team members effectively handle a constantly evolving work environment.
”Supporting Change”
Ensuring those above you are effectively informed and involved.
“Communicating Up”
22. A Flexible, Comprehensive Solution
Successful strategies to effectively motivate members of your team.
“Motivating Team Members”
How to successfully address systemic opportunities in your work environment.
“Solving Workplace Problems”
How to implement a successful and structured approach to hiring.
“Hiring Winning Talent”
Effective techniques for leading on-time, on-budget, and on-target projects.
“Leading Successful Projects”
How to effectively and proactively manage employee retention.
“Retaining Winning Talent”
24. Our Leadership curriculum is designed for…
Managers
Team Leaders
Frontline Supervisors
Potential Supervisors
A Flexible, Comprehensive Solution
25. 1. Training that is effective will be Relevant
2. Training that adults use will be Practical
3. Training that works will focus on Doing
Vital Learning Leadership Development
solutions are based on three essential ideas…
A Flexible, Comprehensive Solution
The Goal is Confidence & Competence!
26. First, Build Personal Awareness
Clarify the recurring management challenges
and develop the participants need to learn
Next, Enable New Thinking
Present new ways to approach the challenge,
build understanding of the new method,
and develop knowledge of how
to apply the technique
Then Practice, Practice, and More Practice
Practice and rehearsal in a safe,
supportive, coaching oriented environment
building competence and confidence
A Flexible, Comprehensive Solution
27. COMPLIANCE COMMITMENT
POSITION POWER PERSONAL POWER
COMPANY PEERS/SUBORDINATES
COMMAND REQUEST
ONE WAY TWO WAY
GET BY QUALITY
HOLDS INFO GIVES INFO
DEMANDS COACHES
INDIVIDUAL TEAM
MY WAY/HIGHWAY INVOLVES WORKERS
FEAR TRUST
A Flexible, Comprehensive Solution
28. The C-Learning Solution
Straightforward 4-Hour Modules
User Friendly Instructor Kits (No Certification Required)
Foundation Built on Behavioral Modeling
Video for Both Office and Industrial Settings
Job Specific Customizable Practice
Extraordinary Job Aids (Troubleshooting Guides)
Ongoing Support & Research
www.supervisionseries.com
A Flexible, Comprehensive Solution
29. “After we started using Vitals’ materials we saw our turnover drop by almost
one third over the course of a year, and its now about half of what it was in
year one. We know from employee feedback and our measurement system
that Vitals’ training has a lot to do with our success."
What Participants Say…
Reduced Turnover
“I just wanted to say this was a needed class. I think everyone received
everything they needed to help them in their daily jobs in the work place."
Needed Help
A Flexible, Comprehensive Solution
30. The E-Learning Solution
1 to 2 Hour Online Modules
Fully Aligned With Classroom Workshop
Access on VL Site or Yours
Same Behavioral Modeling Foundation
Full Motion Videos with Skill Points
Highly Interactive Learning Throughout
Adult Learner/Workplace Oriented
A Flexible, Comprehensive Solution
31. Full Motion
Modeling Video’s
including:
• “Traditional Approach”
demonstrating
unsuccessful methods
• “New Approach”
demonstrating
recommended strategy
and techniques
• “New Approach”
demonstrating
recommended techniques
with Skill Points identified
A Flexible, Comprehensive Solution
32. Simulated
Practice:
• Provides simulated,
real world practice
situations
• Prompts open
submissions and
compares with
structured answers
• Multiple scenarios
provide variety
A Flexible, Comprehensive Solution
33. Pre & Post-Test:
• Promotes specificity
of learning
• Allows organization
to monitor progress
• Pre and Post
movement suggests
level of learning
• Post-Test acceptance
levels may be set by
organization
A Flexible, Comprehensive Solution
http://www.chartcourse.com/supervisory-training/
34. "My schedule is very hectic, so I loved the fact that I didn't have to commit to
a whole day of training. Instead, I could get valuable information when and
where I wanted it.
What Participants Say…
When and Where
"Resolving Conflicts" and "Essential Skills of Communicating" were two of
my favorites. They gave me additional points of view and specific procedures
to follow, which I found very helpful when dealing with others."
Specific Procedures
A Flexible, Comprehensive Solution
35. The B-Learning Solution
Combine “Best of Both Worlds”
Cognitive Learning Online at Personal Pace
Classroom to Review, Discuss & Rehearse
1 to 2 Hour Online Modules
Shortened Workshop Session (1-2 Hrs)
Job Specific Customizable Practice
Extraordinary Job Aids (Troubleshooting Guides)
Ongoing Support & Research
www.supervisionseries.com
A Flexible, Comprehensive Solution
38. l e a d e r s h i p s a l e s s e r v i c e p r o d u c t i v i
t y
If You Are Interested In Knowing More
Please Contact:
Greg Smith
770-860-9464
www.ChartCourse.comwww.ChartCourse.com
http://www.chartcourse.com/supervisory-training/
Hinweis der Redaktion
Reason # 2 to act NOW to train your supervisors and managers is because there is now a Comprehensive, Practical, and Relevant solution available. Here to discuss that solution in Roger Wenschlag. Roger has over 38 years of experience in the Training and Development field, he’s authored two books, created many employee development programs and has consulted and developed talent with an outstanding number of organizations including; Cargill, Schneider North American (Square D), Harmon Inc., and 3M Corporation. Roger, over to you… ============================================================== Thanks Dave… Recently, one of my customers who had done a “high level,” conceptual leadership training program came to me with a problem. Their comment went something like this, “We’ve invested a lot in this program about leadership , but we need to train our people in how to do leadership . And, oh yes, we need to do the training on three continents, while minimizing T & E expenses. Do you have anything?” After further discussion and doing a pilot session of of the Vital foundation modules they decided to adopt the entire 12-module Supervision Series , both online and classroom, and deliver it in a blended learning approach on three continents. They liked Vital’s Supervision Series as a solution because it offered them: Practical training that focuses on skill development Portability Fresh, up-to-date materials and video User friendly materials that their field managers can teach. High impact at low cost Comprehensiveness in scope The Vital Supervision Series is one of those products, that when you open it up and look at it, you say….”This is g-o-o-o-d stuff!” Let’s take a look on Slide 8 to see the scope of the Supervision Series
Those trained in the Supervision Series get just the right mix of content and skills -- they know WHAT to do in given situations, and they know WHY they’re doing it. And because of this, over time they are able to nurture more productive, committed, and skillful team members -- all essential to the high performance workplaces we all want. Let me give you a few examples of how I have seen the training work: Beset with significant organizational change, a team leader in a software company, trained in Supporting Change, turned a team of fearful members into an energized team focused on the future. When trained in ES of L a hard-bitten senior supervisor had an “epiphany ‘Aha’” when he realized that his command and control approach was creating only “compliant” team members when the opportunity existed to move them to “committed” people. He made the change. At performance planning time a supervisor who had usually only developed vague, perfunctory goals for her people was trained in DPG&S . She then shifted to developing S.M.A.R.T goals (Specific, Measurable, Actionable, Results Oriented, and Time-Framed) with her people . The change in focus and participation of her people has been dramatic. A hard-charging supervisor, who assumed that all his people were as skilled and committed as he, routinely delegated work “on the fly” without much thought. When he was trained in Delegating he saw a huge opportunity and put it to work. His people now are more clear and confident about their projects and tasks, and are developing better as well Those are some experiences I’ve had with the curriculum. We also have on the call Robin Durant, HR Assistant at Slimfast Corp. of Covington, TN. Robin’s going to tell us about her experience with Supervision Series. Robin… Thanks Robin. Now let’s take a look on Slide 11 at how the Supervision Series is “wired” together to give you maximum flexibly in responding to the needs of your organization and its people.
In designing the Supervision Series we created a program that can be used at all levels of an organization. The design allows for modifications to enhance the program for upper levels while retaining the basic information and structure needed for new supervisor/team leaders or potential supervisor/team leaders. Done well, in the right setting, I’ve had very senior people come up after a session and say, “That was the best training I’ve ever had on the topic. It was so practical.” Likewise I’ve had new, inexperienced supervisors come up and say after training, “That was really helpful! I now feel much more confident and skillful to conduct those important discussions with my team members. I was worried at first” Let’s look at slide 9 while and some examples of how others have applied and had success with the Supervision Series.
The classroom solution combines a powerful design with relevant materials. The typical flow of the SS modules follows a well-tested approach to maximize learning – Know, Show and Do : Optional pre-read Optional pre-test The Know Component: Opening comments and video to set the tone and importance of the topic Statement and discussion of learning objectives Discussion of key terms Awareness exercise of issues and concepts related to the topic Brief exercises to reinforce concept learning “ Teach backs” of key content by the participants The Show Component: Traditional “Wrong Way” video – Discussion and analysis problems and their consequences Positive “Right Way” video – Discussion and analysis of skill steps used and their consequences Behavior model the positive video model; discussion and feedback The Do Component: Practice the skill steps of the module using job-specific applications Practice additional optional skill practice Overview of workbook application resources: forms, TS guides, reference materials, etc. Optional post-test Summary and Closing What do others say?....Let’s look at Slide 13…
Whenever we provide training we hope for some improvement….some impact. Customers, like these two, regularly tell us what a difference the Supervision Series has made. As Dave said earlier in the discussion, the potential for measurable impact in using the Supervision Series is very real. Clearly it is up to us to structure, deliver and reinforce the learning in ways that make that potential a possibility. And now, to discuss how the Supervision Series Online Curriculum has been developed, I’d like to introduce Connie Beavers who heads up Product Development at Vital Learning. Connie’s dedication and efforts associated with developing this Online curriculum have helped Vital offer its customers a premier online learning option. Connie…
Thank you Roger, I am excited to share with everyone some of the enthusiasm we have here at Vital Learning for our new Online Supervision Curriculum. I think its important to note that everything you will see in our online curriculum is brand new, and developed in full alignment with our classroom curriculum that Roger has talked about. Our Online modules will take 1-2 hours each to complete. The two Essentials courses take the longest as they lay the ground work or Essentials of the program. The Online Learning follows the same cognitive classroom learning plan as the classroom component except for the Skill Practice Sessions and the Peer interaction, which I will expand on in the upcoming blended learning segment. We make it easy for you to offer this online learning courseware with access through your own site or online learning campus, or through ours. We have full motion video that offers moving video and sound and provides reinforcement of the skill points. We offer a variety of adult learning methods that keep the online extremely interactive. Including activities that will use drag and drop, multiple choice, short essay, etc…. You will find that these courses very easy to adapt to your workplace environment.
Slide 15: The full motion video gives you the complete scope of the learning process. The first video you see demonstrates the traditional “wrong way” method of supervising. The second video you see introduces you to the new positive “right way” approach. The third video you see identifies the skill points as they are occurring in the video, showing you the best approach.
Slide 16: Here is an example of one kind of exercise used within the online courses. What you are looking at is a way we’ve developed to simulate practice of the skills learned in the course. As you know in an online only approach the most difficult thing to do is practice. With this simulation students are presented with three situations to choose from. After selecting one, they type in what strategies and plans they would use to handle the situation. When the student submits their strategies they will are shown best case strategies based on the teachings in the module that they can compare their answers to. Other types of exercises we use in our online courses are short essay, multiple choice correct answers a,b,c,d, single choice correct answers – which includes True or False – Yes or No. We also incorporate additional interactivity by using a drag and drop feature – You are given a word and must drop the correct definition on the word to get a match. These multiple forms of interaction keep adult learners engaged and they make the learning FUN!
Slide 17 – The online course provides you with measurement by offering a Pre- and Post-Test. You may also want to consider setting a company policy for the Post-Test that participants must have a 80% or better score. The Post-Test can be taken several times so that participants can meet their company’s criteria. The questions will be given in a random order each time.
Here are two examples of what participants say about our online curriculum. The first quote points out how flexible the online training can be for very busy people. The second quote I think demonstrates that real solid learning can be transferred effectively using our online curriculum… and, by the way, I agree with this CPA, Resolving Conflicts and the Essential Skills of Communication are two of my favorite online modules too.
We also offer, for your consideration, the possibility of Blending Online learning with Classroom learning to bring you, what we think, is the “best of both worlds”. Online time can be used to learn the cognitive information parts and participants can do it at their own personal pace, at times that interrupts their work flow the least. Classroom sessions can then be used to focus on review of the learning completed online, discussion of how those ideas can be applied inside your particular company environment, and then working together to “rehearse” the use of the skills in real life situations. All this is done in a learning environment that is safe, supportive, and has solid coaches available to help. This builds competence and confidence in the participants so they are ready to apply the skills back on the job. The online modules take anywhere from 1 to 2 hours to complete. By completing them before the classroom, you are able to reduce off-the-job classroom time, yet still have job specific practice. Our participant manual that each Blended participant receives is, as Roger said, chock full of Job Aids to help once participants are back on the job. As always, we provide ongoing support and research on www.supervisionseries.com. We believe it’s the most comprehensive blended package learning solution available.
Slide 20 lays out a road map of how the process of Blended learning might work. This is but one variation. We recommend that your leadership hold a kick-off session where Senior Management stresses the importance of leadership and the key fundamentals that your people will be exposed to through this curriculum. Participants then take any number of online modules. For example, if they took one or two modules prior to coming to class, their time in class might be 1 to 2 hours to review, discuss, and rehearse. They then move on to more online modules. Then once again participants return to class for review, discussion, and rehearsal. This is also a great opportunity to discuss the successes and complexities of actually implementing the skills learned earlier. Once all modules are completed through this cycle, we recommend that participants be asked to develop an action plan for how and when they will use the skills and strategies in the Supervision Series. There can also be one-on-one coaching on how they are progressing. Because they have access to the online learning for 1 year, it and the participant manual remain available for reinforcement and use as application tools. Now, let me turn it back over to Dave.
One other item of note about the Supervision Series is that any of the Supervision Series Modules can qualify for College Credit for participants, and they are accepted as a precursor to the Institute of Certified Professional Managers program run by James Madison University. We know that many of your organizations encourage continuing education, and these options may be of interest to you. We said there were three reasons to Train Your Supervisors and Managers Now, but actually there is a fourth reason also… it’s a special offer.
