Table of Contents – Module 1 of the Complete & Industrial Supervisor – virtual-CANSCOTT©:

  1. What it is to be an Agent of the Employer.
  2. Workplace privacy law and the Supervisor.
  3. Why documentation is important? “How to” effectively document.
  4. The respectful workplace.
  5. Occupational health & safety “Due Diligence”.
  6. Communication skills & crew talks.
  7. Coaching & feedback. An introduction to performance management.
  8. Employee relations introduction.
  9. The fundamental skills of effective supervision & leadership.

Table of Contents – Module 3 of the Complete & Industrial Supervisor – virtual-CANSCOTT©:

  1.  Advanced Performance Management (*What is performance management?, *Coaching, Positive Coaching, the 2-Minute Challenge, *Productivity & the Self-Fulfilling Prophecy – “The Pygmalion Effect”, *Rosenthal’s “Four Factor Theory”, *Accountability Meetings, *What drives organizational performance (i.e. nine key drivers)
  2. Effective Communication & Influence (*The Power of Questioning, *Active Listening, *“I” messages vs. “You” messages, *Dealing with Difficult People, *How to Conduct an Effective Meeting
  3. Team Development (*The Importance of Group Decision Making, *The Desert Survival Exercise)
  4. Performance Planning & Review (* How to Effectively Appraise Employee Performance,*How to Conduct an Effective Appraisal Interview)
  5. Effective Use of Time (*How to Get Time on Your Side, *How to Get the Monkey’s Off Your Back, *Delegation Techniques)

Another round of our hallmark Complete & Industrial Supervisor series delivered virtually and to the public. Why CANSCOTT? Our training programs include a blend of human and hard skill training to create a foundation of practical knowledge for front-line leaders. Ensure your supervisors understand their rights, roles and responsibilities as an Agent of the Employer.

At $2400/min cost, you know where the fingers will be pointed.
Picture this. You are a night-shift production supervisor and after a few tough months, the plant is finally producing consistently. All of a sudden, a main piece of equipment goes down; allegedly for mechanical issues. If this is not frustrating enough, you feel you have it under control when you soon realize that the Plant Manager is talking on the phone with the maintenance crew members. You think: “I just updated my superintendent and I need my crew safely fixing the equipment”. Instead, your perception is the PM does not trust your judgement and abilities and reverts back to micromanaging. And at $2400/min cost for being down, you know where the fingers will be pointed. Sound familiar? If so, you are not alone.

We recommend a standard work procedure for all upset conditions. Why? Because during these upsets is when your management systems need to be most effective. An SWP that not only gets everyone on the same page, it ensures everyone is competent on their rights, roles and responsibilities. Imagine, in the above scenario where the supervisor takes control and: (1) communicates the expectation to the group: “doing this job safely, with proper hazard control, please troubleshoot the problem and “John Doe” please give me an initial assessment within 15-mins”. (2) the Supervisor communicates up the initial assessment to the Superintendent, (3) the Superintendent communicates up to the PM and so on. The PM has the info they need, chain of command is followed, the team is supported, and the work gets safely done ASAP. Excellence is a habit and an SWP is habit forming.

For all your training needs, contact your trusted go-to provider of all thing’s Supervisor……

Module 2 – The Industrial Supervisor March 11 to 12, 2021

Module 3 – The Industrial Supervisor April 19 to 20, 2021

More recently, we have been hearing from supervisors and managers that the pandemic along with the trend of emphasizing employee rights, has resulted in management rights being ‘lost in translation’. In one case, it was stated that: “I am not even sure if we have much for rights anymore”. Although management does have rights, this is a concerning statement for sure.

In reality, during these challenging disruptive times, strong leadership is even more important. Management allows reserves the right to manage and sometimes we need to reinforce this with those key people responsible for completion of work. Do your supervisors understand the work now, grieve/complain later principle applies in all situations when directing except when a worker has reasonable cause to believe the direction is either unsafe or illegal?

Do your supervisors need a refresher? Are you reopening and have new front-line personnel? No problem. Contact CANSCOTT for all your supervisor training needs.

In our virtual Module 3 program we place an emphasis on performance management with a key learning being the “Pygmalion Effect”. Known as the self-fulfilling prophecy, the Pygmalion Effect tells us that if we have high expectations of employees, they in turn will live up to those expectations leading to high levels of performance. We will be reviewing and debriefing the film: the Pygmalion Effect: Managing the Power of Expectations. A quote from psychologist Rensis Likert: “If a high level of performance is to be achieved, it appears to be necessary for a supervisor to have high performance goals and a contagious enthusiasm about the importance of these goals”. For executives who are concerned with the productivity of their organizations and the careers of their employees, the challenge is clear: to speed up the development of managers who will treat their workers in ways that lead to high performance and improved self-images.

Join us for our next round of the Industrial Supervisor – M3 on February 22 – 23, 2021; a virtual-CANSCOTT© production.

 

At CANSCOTT, we believe respectful workplace disagreements are healthy to ensure effective group decision making. But disrespectful, abusive behaviour is unacceptable. Do your employees know it is a condition of employment to be respectful towards others and to work as and where assigned? Do your supervisors understand their role in leading a respectful workplace? To: * lead a respectful workplace, *not tolerate abusive behaviour, *coach employees to solve their own problems whenever possible, *learn and use a simple conflict resolution process when team members are unable to solve their differences.