Supervisory Leader Training



	Supervisory Leader Course Five Roles of the Supervisory Leader Successful leaders will tell you that having excellent skills in getting things done through and with people is not an option in the competitive and regulatory environment in which they work. The Mine Leadership Training Group has identified five critical roles of the supervisory leader: Leading People Communicating Effectively Supervising Work in Tough Environments Coaching for Improved Performance Handling Workplace Conflicts The Supervisory Leader Course is an intensive 3.75 day training experience in which participants are immersed in each of the five roles with a variety of learning experiences, including role plays, and simulations. There is never a dull moment. The instructor team knows that the training must be highly interactive and relevant. The pace is fast-moving, interesting, and motivational. Participants become skilled at communicating effectively, coaching, and handling difficult people and difficult situations. Audience: (U/G and Surface) Leadman / Step-Up Supervisors Production Supervisors & Managers Maintenance Supervisors & Managers Plant Supervisors & Managers Dispatchers & Transportation Coordinators Warehouse Supervisors & Managers Engineers & Engineering Managers HR & Safety Managers Mine Managers & Superintendents Operations Managers Continuous Improvement Coordinators & Managers Length: 3.75 Days Class Size: 12 – 18 Synopsis: Leading People When leaders adopt a situational approach to reaching out to employees at their challenge point…success happens! Leaders adopt a situational leadership approach to meeting employees at their point of need. They learn to distinguish between actual vs. expected performance by assessing the level of awareness a person demonstrates, the person’s motivation to succeed, his/her skills, and whether the person knows what is expected in a particular situation. Leaders are accountable, they inspire people, and they know how to empower others to be successful. Communicating Effectively You always hear, “it’s a communication problem.” It seems like everything is related to communication! This module describes communication as a people-engagement in which speakers and listeners strive for mutual understanding. In a practical on-the-job sense, leaders must use communication effectively to assert job expectations when an assertive message needs to be there, and to listen attentively when it’s time to listen. Participants learn basic, intermediate, and advanced communication tools and practice these skills in role playing simulations and small group exercises. Supervising Work In some circles today, supervising is no longer a politically correct term! The Mine Leadership Training Group believes that supervising is an essential fundamental function of managing people and that leaders need to know the basics: Communicate what needs to be done, get the work started, monitor the work in progress, and coach for improved performance. Supervisory leaders need to learn the practice of active supervision and how to get work done through and with people. They need to know how to supervise in a way that simultaneously builds a safe work environment, promotes productivity, and expects accountability for performance. Coaching for Improved Performance Supervisory leaders in the mining industries are continuously coaching. They know how to discern the performance and development needs of those in their charge. Successful supervisors coach for the future; that is, they don’t dwell on the failures of the past. They make known performance expectations and use a variety of effective communication tools and strategies to influence change. Handling Workplace Conflicts Conflict is a natural occurrence in human interactions. Outstanding leaders learn how to process conflict in a professional manner and influence it for positive outcomes. This starts with an inward understanding of one’s personal strengths and weaknesses in moments of stress and conflict and a practical familiarity with conversational techniques that can quickly turn a negative situation when needed.
	Transition Supervisor! Meeting the Challenge Meeting the Challenge Going from hourly to salary is a difficult adjustment for most people, especially in fast-moving and potentially hazardous environments. The worst case scenario is when someone is conscripted into the job and is then left on his own to figure out what to do and how to do it. Fortunately, in most cases, there is someone there to tutor and serve as a mentor to help the new leader learn the ropes, but this varies from company to company. Fast-track the transition Transition Supervisor! is one-day training that was specifically developed to fast-track this transition and prepares the newly appointed supervisor, lead man, or step-up person to adjust quickly and to build confidence in his//her ability to do the job. We talked to the new guys After working with, observing, and interviewing hundreds of new supervisors, lead men, and step-ups, we know the key issues confronting new leaders. These include how to communicate and interact with diverse groups of people in difficult situations (including generational issues), how to gain respect and build credibility quickly, and how to respond situationally to the everyday interactions and conflicts that come up. Audience: Newly promoted Supervisors Leadman & Step-Up Supervisors Length: 1 day Class Size: 6 -18 Synopsis: Do’s and Don’ts for Supervisors Making the transition Preparing yourself mentally What do supervisors do? The role of leadership Being a supervisor and a leader too The practical side of the job Gaining the respect of others Proven ways to build your credibility Managing your time and priorities Working on the right things Eight-step self-development exercise Setting your personal action step Handling conflict