Supervisory and management

Of all the key competencies for supervisors and managers, two of the most important are learning to manage individual performance on a daily basis and learning to delegate. Both represent difficult learning curves. Without mastering delegation, it is impossible to expand your range of responsibility, to empower others or to grow into your role and responsibilities. For many, it is a difficult transition from being paid for doing it yourself to getting the work done through others. Delegation is a critical skill to assist time-starved supervisors and managers in becoming more effective for themselves, their teams and their organizations. This course offers a mix of self-awareness, guidance, skills, ideas, tools and methods to master this critical competence.

Managers’ report they would rather lead an all-remote team or an all in-person team. Organization, alignment, team building, decision making, information sharing, collaboration and more are just more difficult in a hybrid world. But it doesn’t have to be that way! This course will give you the tools you need to successfully lead in a hybrid world.

It is seldom easy to assume a position of authority over those who have previously been your colleagues and peers. This workshop will help you address the challenges and difficulties of making the transition from co-worker to boss. You’ll learn tools and techniques to achieve a balance between your existing relationships with co-workers and the requirements of the new management role. The workshop is interactive and fun, making use of case studies and role play.

This course introduces new managers and supervisors to the skills needed to lead their teams effectively and in addition to meet the expectations of senior management. Many new supervisors and managers achieve their success on the basis of their technical or operational merit but then need to achieve superior results through others. This training is designed to help you to make this important transition. The course is interactive and participative. The practical exercises are designed to help you to transfer the learning you gain during the course, back to the workplace.

It is said that organizations can only develop to the extent that their people develop. This is critically true for those with management responsibilities. This program is designed to stimulate understanding, skill and insight for those who have already mastered the basics of supervision. It integrates the complexity of the human dimension with the challenges of task and operational delivery, and does so in a strategic context. This interactive workshop combines theory with group, individual and team activities while allowing time for discussion and debate.

This two-day workshop will provide you with an overview of how to understand financial information, without requiring an in-depth knowledge of math or bookkeeping. In addition to providing a Plain Language version of the basics of financial statements, you will also learn how to organize key information in a way that will support your financial management objectives. You will receive practical tips on how to analyze reports to identify the key elements requiring your attention, and you will gain insight into the strengths and weaknesses of standard accounting systems, so you are better able to evaluate the quality of the information you are receiving from your financial data.

Almost 50% of employees are disengaged in many of today’s businesses. That increases the risk of productivity losses, safety issues, quality slippage and especially job satisfaction. These risks result in real costs for business leaders. Studies indicate that the most important influence on daily engagement is that of a front line supervisor. This session will help you to recognize the importance of being a more positive model as a supervisor or leader in order to have more engaged and productive team members.

More and more organizations are faced with the challenge of maximizing the time they spend attracting, inspiring and retaining top performers. That’s why the interview itself is such a critical step in the employee selection process. Quoting Dr. Paul Green, a pioneer in developing behavioural interviewing processes: “past actions predict future performance.”  Behavioural interviewing focuses on the applicant’s past actions and behaviors, and not subjective impressions that can sometimes be misleading. This type of interviewing improves your organization’s overall hiring ROI (cost of hire or re‐hire, training and productivity costs, impact on morale, etc.) and competitive edge in today’s market. It also reduces risk in potential bias and is more legally defensible than any other type of interview. This one-day workshop provides a comprehensive guide to understanding and incorporating behavioural interviewing techniques to identify, hire and retain quality talent every time.

Most people hate performance appraisals. They think they are a waste of time and just try to get them over with. At their worst they can demoralize staff and damage relationships. It doesn’t have to be that way. When done right, PA’s are an enabling tool that operates at the center of your management practices. They help to recognize and reward staff. They set operational and competency development directions for the coming year. They serve as the framework for coaching, mentoring and feedback throughout the year. When done right, they save time, add value and create accountability in all the right places. 

Viable organizations need to be ready for emergencies because they are a fact of doing business. The worst plan is not to have any kind of plan at all, and the best plans are tested and adjusted so that they work over time. Fortunately, you do not need separate plans for fire, weather disasters, and all the different kinds of crises that can occur. One solid plan will help you to prevent, respond, and recover from all crises. This two-day course will help you ensure your organization is ready to manage any kind of crisis.

As human beings, we often hunger for feedback. However, many people will tell you that when they do get feedback, it’s often because of something they have done wrong. This one day course is designed to help workplace leaders learn how to provide feedback any time that the message is due. Whether feedback is formal or informal, and whether it is provided to employees, peers, or someone else, there are ways that it can be structured to be effective and lasting. This course will help participants learn why the way we deliver is feedback is important, how to deliver a message so that people accept it and make changes that may be needed, and how to accept feedback that we are offered.

In this one-day training workshop, you will learn accountability strategies that will help you, and your team, stay on track to achieve results. Participants will have an opportunity to explore the impact that accountability has on employee engagement.  This hands on workshop will discuss the value of ownership, and will discuss methods on how to self-realize your full potential.  Attendees will have a chance to discuss successful methods to motivate, recognize, and collaborate as a team to achieve responsibility and accountability in the workplace.

How do you manage a poor performer? What do you do if your feedback is ignored? How do you manage an individual who seems to lack a work ethic? How do you define the shortfall in an individual’s performance? How do you ensure that any positive change in work performance is permanent and lasting? This workshop gives you practical help and guides through a collaborative process that will produce many lasting benefits. Interactive and fun, you’ll learn a motivational style that you can practice in a risk-free setting.

Learn how to successfully lead and manage individuals and teams who work in different locations. Acquire the tools, skills and methodologies that will help you to overcome the significant obstacles that are created by working in this way. The result is high performing teams that are highly aligned around shared purpose, processes and culture.

Employee engagement is not a new concept. Lessons from psychology and the sociology of organizations have been with us for decades. What is new is the realization that various issues of policy, program, culture, leadership and several other factors form a strategic whole which can either maximize the full potential of “employee engagement” or detract from the psychological contract that drives performance. Surveys in Canada suggest that only two or three employees out of 10 are fully engaged in their work, yet 90% welcome challenges that allow them to grow. This stunning contradiction gets to the heart of the importance of employee engagement. This workshop deals with the broader issues of employee engagement but focuses specifically on equipping Managers and Supervisors with the understanding, tools and behaviours to maximize engagement within their area of responsibility. Tapping into discretionary effort is a critical management skill in our competitive world. This workshop will equip you to significantly enhance your ability to leverage actions and behaviours into high levels of commitment and engagement.

Encouraging individuals to achieve their highest potential can be a challenging endeavor. Effectively managing for peak performance involves mastering the art of creating an environment where motivation thrives and individuals exceed their own expectations. This comprehensive one-day workshop is designed to equip you with essential skills and strategies to achieve just that.

This workshop is for people who are new supervisors or who are interested in a supervisory position, as well as those who are team leads or part-time supervisors without a great deal of authority. This two-day course is designed to help participants overcome many of the supervisory problems that they will encounter as a workplace leader. Dealing with the problems that a new supervisor encounters isn’t easy, but it doesn’t have to lead to discouragement.

Strong employee onboarding and orientation practices have become an expectation of new hires and the message is clear: first impressions matter. The purpose of this program is to get comfortable with effective onboarding practices. Recognizing that many teams now work remotely, this program explores both in-person and virtual onboarding and orientation solutions.  Participants of this workshop will be well equipped to “wow” new hires, helping them achieve immediate results. By reviewing an onboarding basics model, learners will recognize the necessary steps required before a new team member’s first day.