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Front Line Supervision Training
Training & Organizational Development
Front Line Supervision Training
A forum for exchanging ideas about skills training, leadership training, management training, compliance training, e-learning, as well as organizational development and effectiveness.
What training/resources have you used that have given you good results for building competencies (and therefore improving performance)for front line (team leaders & supervisors)leaders? What did y
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Forums » Topic Forums » Training & Organizational Development » Front Line Supervision Training
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Front Line Supervision Training
posted at 2/5/2001 11:30 PM EST
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Posts: 4
First: 2/5/2001 Last: 4/4/2001 |
What training/resources have you used that have given you good results for building competencies (and therefore improving performance)for front line (team leaders & supervisors)leaders? What did you do beyond the training to facilitate success? |
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Front Line Supervision Training
posted at 2/11/2001 5:50 PM EST
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Posts: 495
First: 9/30/2000 Last: 8/19/2011 |
Can I ride on your coat-tails here? I am looking for the same information as you are.
We've had supervisors attend courses on supervison skills, leadership, time managment - but to be honest we have not seen any measurable improvement. Your input is greatly appreciated. |
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Front Line Supervision Training
posted at 2/14/2001 3:58 AM EST
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Posts: 1
First: 2/14/2001 Last: 2/14/2001 |
We have found that one of the most critical keys to first line supervision success is in selecting the right people to fill the job. Selection is a two-way street. It is not only incumbent on the selecting official to ensure he or she has identified the
compentencies required and desired in the person, but it is also incumbent on the person applying for the position to be sure that this is the right step for him or her to be making. The single biggest factor identified as reason for lack of satisfaction and success in management ranks is explained as "not understanding what was REALLY required." This can be alleviated by having candidates in your organization who are well informed about the pros and cons of supervision prior to moving into the role. No amount of training will make a difference if the person in the job is just not the right person. Providing a training opportunity, for individuals who are at a place in their career where management could be a possible next step, to explore and understand the requirements of management and supervision could be a tremendous step toward increasing the success factors of your front-line supervision. Consider enhancing your supervision curriculum with a one-day workshop around the idea of "Is Management For Me?" Organizations that have their employees participate in this workshop have found that when a position is posted, the candidates have made an informed career decision and are ready to undertake supervision. It could be the best thing you ever do for future supervisors, future subordinates and the ultimate success of your organization. For further information see www.transitionmatters.com for a course offered on this subject. Vilma Colón Transition Matters (703) 425-4259 |
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Front Line Supervision Training
posted at 2/18/2001 2:10 AM EST
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Posts: 50
First: 11/2/2000 Last: 12/3/2003 |
Competences are built in ways other than training and facilitating a coaching process for worker and lead worker/supervisor can be quite beneficial! Beyond training, performance can be improved through incentives in a number of ways. Career development tools are one--use of individual development plans. There is a software suite of tools for improving performance that supports a performance improvement initiative. I can give you information privately if you want to send an e-mail to claytongibson@juno.com.
We often wonder why training does not transfer back to the job. Sometimes training is just not the answer OR it is not presented in such a manner as to make transfer occur. Phyllis |
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Front Line Supervision Training
posted at 2/26/2001 12:56 AM EST
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Posts: 2
First: 2/26/2001 Last: 4/3/2001 |
After years of frustration with manager or supervisor training that failed to deliver, we've developed a new process called outcome-based leadership development. We help supervisors look at the specific outcome they are seeking and then we provide a one-day workshop to teach the thinking process of outcome based leadership. We then use follow-up coaching to support people as they work toward their unique business outcome. When we teach people the process for reaching outcomes they are more able to determine their competency gaps on their own and improve their own performance in the future. If you want more information check out www.leaderstrength.com or send me an e-mail. Good Luck |
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Front Line Supervision Training
posted at 2/27/2001 9:12 AM EST
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Posts: 5
First: 2/27/2001 Last: 4/3/2001 |
I couldn't agree with you more!! I would definitely like more information about this management assessment as I do honestly believe that people are either made or not for supervisorial responsibilities. Just because you have an MBA or other advanced degree in management does not predict how successful you will be in fostering a climate conducive to teambuilding and creating top performers. In fact, those individuals with heightened interpersonal (communication, teambuilding, etc.) generally make for better supervisors, in my humble opinion. You can train people in finance, project management, budgets, and other "hard skills", but it's more difficult to train people to want to communicate and build bridges between people. |
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Front Line Supervision Training
posted at 2/27/2001 9:22 AM EST
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Posts: 5
First: 2/27/2001 Last: 4/3/2001 |
I would definitely like more information on this approach. I work in the public sector in LA County with public health workers, and we have been contracting with our Department of Human Resources to provide a two-day supervision and performance management workshop, However, we've done only short term follow up to date, and I'd like to do more long term and, as you say, outcome-based evaluation.
Thank you. |
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Front Line Supervision Training
posted at 3/5/2001 3:23 AM EST
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Posts: 110
First: 1/6/2000 Last: 9/23/2002 |
One of our goals in our 2001 Business Plan is to have less than 5% turnover. Previously, we addressed salary & benefits and are now working on improving management skills since a few employees left last year because of their manager. I designed a two-part management questionnaire for all our employees to complete. First, they were given 12 management skills and were asked to rate their importance to them (1-12). Then, I provided 24 questions that related to the 12 management skills and asked them to rate their manager (strongly agree, somewhat agree, somewhat disagree & strongly disagree). I then tabulated the results; found out what the top 6 skills were that the employees felt a manager should possess; determined how the managers rated in those top six skills via the questions and began training in the areas where improvement was needed. The first skill that the managers received the lowest rating was "respect"...respect in listening to their opinions/suggestions; caring about them personally & professionally, etc. After the training session, the managers were given an assignment where they had to come to the next meeting with at least one example where they used some technique we discussed at the training session to help improve that skill. They all felt it was very beneficial. We are going to address one skill each month and work on improving ourselves in that area rather than cram everything into a one or two-day session. So far so good! |
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Front Line Supervision Training
posted at 4/3/2001 8:20 AM EDT
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Posts: 5
First: 2/27/2001 Last: 4/3/2001 |
This sounds very intriguing. I wok in the health care industry in civil service. What industry are you in?
I would like to know your continued progress and how you are holding these managers accountable. Thank you. |
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Front Line Supervision Training
posted at 4/12/2001 2:21 AM EDT
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Posts: 43
First: 1/22/2001 Last: 12/28/2005 |
Very interesting. I've done something similar to this. It seemed to work. I'm not sure why we stopped doing it. Thanks for the refresher!!
BTW, help me make sure I understand. Are you saying you allowed participants to rate their managers on these skills. Then you gave the managers an assignment relevant to the skill. Or you gave the participants assignments relevant to the skills. Did I miss something? |
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