Supervisor Training: Topics

Supervisor Training: Topics

So, what can be expected in and through these training programs and initiative, what does the curriculum cover and how does it help the person and business in the long run?

Here are some of the more advanced preventative measures, type topics to educate, prepare, empower and develop supervisory skills that can be applied throughout the organization with confidence:

How to avoid getting entrapped, or avoiding Supervisory Traps regardless of skill-level, age, gender, expertise etc. is one of the most critical things that supervisory training can provide. Sometimes the softer and interpersonal skills are the ones that make all the difference in the world in the supervisory capacity, within any business.

It is of the utmost importance that the supervisor specifically does not overlook, forgive, have double standards, not be consistent or allow others to jump or skip the gun, not take responsibility for their actions. Confrontation might be inevitable, as can be conflict, direct arguments etc. Evading the topic is not an option, sweeping things under the rug not allowed or recommended. It will come back to haunt and bite you in the back. How to know when and how not to back down from the confrontation due to excuses or sympathy-evoking tactics.

How to be consistent, not over-confident, confrontation yourself, heated rather controlled, straightforward and serious about the problems or issues at hand. At the same time how to illustrate, communicate and clearly convey care and concern, encouragement of/for the employee , feedback, follow-up, monitoring, coaching to help the employee to improve his or her performance.

Enabling and protecting employees, not giving consequences for or because of his/her actions are not options. These strategies although quite human and instinctive should be avoided. Supervisors are trained how to do this with clarity and certainty, however counterintuitive it may seem.

–    Addressing specifically that he/she is not meeting his/her responsibilities in a one on one discussion
–    Anger
–    Blaming  self, others or situations
–    Control
–    Demotion – moving him/her to a less important job.
–    Denial, Refusal to address the issue or covering up, providing alibis, making excuses
–    Developing reasons  that make things more understandable or acceptable.
–    doing an impaired worker’s work rather than confronting the issue
–    Not dealing with the issue head on
–    Rationalizing
–    Threats (empty, hollow, with no consequence or follow-up)
–    Withdrawing

Other forms of difficulty especially for inexperienced, young or new supervisors, include:

–    Distraction and diversion
–    Excuses and Apologies
–    Innocence or playing victim
–    Not getting involved with personal problems and circumstances
–    Pity, misplaced empathy or outright sympathy
–    Provocation and anger
–    Tearful, remorse, insincere display of emotion