Supervisory Skills Development Training IAS · The goal of the Supervisory Skills Development...

Supervisory Skills Development Training

“Developing Future Leaders”

A Customized program specifically designed

for

Colus Sdn Bhd THINK TRAINING, CALL US

Introduction

Based on the survey conducted from January 26, 2009 to February 1, 2009, the following Supervisory Skills Development training, which will be conducted in 3 phases, is recommended for employees of Island Aviation Services who serve in supervisory capacity.

The goal of the Supervisory Skills Development training is to equip identified “Potential Leaders” with effective corporate conduct skills in three broad areas:

(1) Personal Attributes (2) Communication Abilities (3) Leadership

• In each phase, the program comprises of 3 Training programs. • The programs would correspond to the areas above. • The duration for each program would be 1 – 2 days. • In each phase, two groups of participants would undergo the programs.

The program design asserts the theme “continuous development” and the methodology will echo the same through the administration of assignments and assessments. Participants will be guided and supervised in their assignments.

Phase

Area

Program

Duration

Month

Personal Attribute

The Supervisor’s Role

1 day

Communication Abilities

Productive Meeting Management

1 day

1

Leadership

Leadership Styles

1 day

April


Building Effective Relationships through Communication Skills

1 day


Managing Conflicts at Work

1 day

2

Leadership

Managing for Performance at Work

2 days

July


Art of Managing People Problem at Work Building

1 day


Training Employees to help them meet or surplus their goals

1 day

3

Leadership

Performance Appraisal at Work

2 days

November

Total Training days per group 11 days

Phase 1 Programs

Program 1: The Supervisor’s Role (Skills) (Day 1)

Synopsis This program focuses on three main themes for aspiring leaders/ supervisors and is the final program in the series of programs for Junior Managers also ties in the concepts from the previous programs.

Personal Development

The personal development component introduces learners to the following topics:

a) The Supervisor’s role b) Time Management c) Managing Change d) Skills: Decision Making

Effective Communication

Building and sustaining relationships or networks of contacts at the workplace is essential to the individual’s and the organizations’ success. In this component of the program, participants will discover the essentials in effective communication. The topics covered in this component include:

a) Effective Communication Skills b) Conducting Productive Meetings c) Praise & Criticism d) Resolving Conflicts

Leadership Skills for Supervisors

Leadership occurs at all levels in any organization. The role of leaders includes setting visions, communicating the vision and to sustain profitability, productivity and good customer relations. In the competitive business world today, supervisors are expected to demonstrate initiative in preparing themselves to assume a leadership role. Supervisors need to inspire those they lead towards achieving the organization’s goals as well as take the initiative to develop leaders in the organization. The topics covered in this component include:

a) Delegation b) Training & Developing a Team c) Understanding the Needs of Your Employees & The Business

The methodology used in this program includes lectures, case studies and group discussions and presentations.

Objectives

Upon completing this program, participants will be able to

o Effectively manage change in their team o Apply techniques in effective decision making o Use techniques to resolving conflicts among team members o Delegate jobs effectively

Schedule

Time Schedule Outline

The Supervisor 0900 – 1030 � Activity: Assessing your Supervisory abilities

� Video: “Supervisor: Skills for Success” (Part 1)

� Time Management

� Managing Change

� Skills: Decision Making

1030 – 1050 Morning Break

Communication 1050 – 1300 � Video: “Supervisor: Skills for Success” (Part 2)

� Communication: o Praise & Criticism o Resolving Conflicts

� Activity: Case Study

1300 – 1400 Lunch

Presentation & Delegation

1400 – 1530 � Presentation

� Discussion

� Video: “Supervisor: Skills for Success” (Part 3)

� Delegation

� Activity: Case Study

1530 – 1550 Evening Break

Presentation & Summary

1550 – 1700 � Presentation

� Discussion

� Summary of program

Program 2: Productive Meeting Management (Day 2) Synopsis Meetings are an effective way to communicate the goals and targets of an organization to employees. There are effective ways to conduct meetings. For a start, you have to decide if there is a need to meet. This program will help participants to:

(i) Prepare for meetings (ii) Plan the meeting agenda (iii) Lead meetings effectively

The methodology used in this program includes videos, case studies and discussions.

Objectives


o Decide effectively if a meeting is necessary o Prepare for the meeting o Write An Clear Meeting Agenda o Use the strategies in effectively leading meetings

Schedule


Pre – test and Need for Meeting 0900 – 1030 � Pre – test

� Video: “Better Meetings”

� The need to meet


Preparing for Meeting/ Planning the Agenda

1050 – 1300 � Preparing for the meeting

� Planning the Agenda for the meeting

� Activity: Writing an agenda for meetings

1300 – 1400 Lunch

Leading Meetings

1400 – 1530 � Effectively leading meetings

� Activity: Role play in effectively leading meetings


Follow – up action & Summary

1550 – 1700 � Discussion

� Follow – through after meetings


Program 3: Leadership Styles (Day 3) Synopsis

Leadership occurs at all levels in any organization. In an organization, effective leadership is important

to set visions, communicate the vision and to sustain profitability, productivity and good customer

relations.

Leadership is everyone’s responsibility. In today’s organizational setting, employees are expected to

demonstrate initiative in preparing themselves to assume a leadership role.

Managers and leaders need to take the initiative to develop leaders in the organization as well as

inspiring those they lead towards bigger achievements. In this program, participants will be introduced

to:

1. Different styles of leadership 2. The leadership styles that is most appropriate when dealing with urgency, variety of tasks and

even with people who exhibit different levels of skills and motivation.


Objectives


o Apply the appropriate leadership style in different circumstances o Apply the appropriate leadership style when dealing with people with different levels of skill

and motivation

Schedule


Leadership

0900 – 1030 � Video: “Being Prepared to Lead” (Part 1 & 2)

� Activity 1: “What is most appropriate style of leadership when dealing with people with different levels of skill and motivation?”


Leadership

1050 – 1300 � Video: “Being Prepared to Lead” (Part 3)

� Activity 2: “Analyzing and Appraising behavior styles”

1300 – 1400 Lunch

Leadership Case Studies

1400 – 1530 � Case studies


Beyond Psychology

1550 – 1700 � Leadership & Integrity


Phase 2 Programs

Program 1: Building Effective Relationships through Communication Skills (Day 1)

Synopsis Communication is the key element of success irrespective of the business that we are engaged in. Because we so often do it, communication is also an aspect that we take for granted. Coupled with the advancement of technologies that is ever evolving and influencing the way we communicate, there is potential for communication breakdown. In order to remain competitive and to maintain your position as an asset in the organization, you have to constantly develop and practice skills in communication. This program is designed to show you how to develop your communication skills that can help you build winning relationships. The methodology used in this program includes videos, case studies and discussions.

Objectives

Upon completing this program, participants will be able to:

o Apply techniques to verify their own perceptions o Apply skills to improve their listening o Apply strategies to build trust in Interpersonal Relationship o Network effectively with clients and colleagues

Schedule


Communication & Perceptions

0900 – 1030 � The importance of Communication

� Video: “Communication Skills” (Part 1)

� Techniques to verify perception

� Activity: Case studies


Listening Skills

1050 – 1300 � Video: “Communication Skills” (Part 2)

� Activity: Listening Skills

1300 – 1400 Lunch

Trust Building

1400 – 1530 � Video: “Interpersonal Skills” (Part 2)

� Strategies to build trust & increase network

� Case study




� Presentation of group solutions to Case Studies


Program 2: Managing Conflicts at Work (Day 2) Synopsis People have different personalities, beliefs and values. In the workplace environment, these differences interact. When these interactions move unidirectionally, people are happy and motivated to contribute in that environment. However, in most workplace settings, conflicts are bound to surface when differences interact. The challenge lies in confronting these conflicts confidently and managing them effectively. This program introduces participants to:

1. Techniques to resolve conflicts successfully 2. How to apply these techniques in special conflict areas

The methodology used in this program includes videos, case studies and group discussion.

Objectives

Upon completing this program, participants will be able to:

o Use the techniques to resolve conflicts. o Apply the techniques to resolve conflicts successfully in special conflict areas

Schedule


Resolving Conflicts

0900 – 1030 � Resolving conflicts – “Applying techniques to Resolve Conflicts” � Video: “The Art of Resolving Conflicts in the Workplace”


Applying techniques in Resolving Conflicts

1050 – 1200 � Activity 1: “Practice using the techniques”

Resolving Conflicts

1200 – 1300 � Video: “The Art of Resolving Conflicts in the Workplace”

1300 – 1400 Lunch

Applying Resolving Conflicts

1400 – 1530 � Activity 2: “Using the techniques to resolve conflicts”


1550 – 1700 � Case discussions � Discussion � Summary of program

Program 3: Managing for Performance at Work (Day 3 & 4) Synopsis Performance Management involves three basic areas:

(i) Performance and Development planning (ii) Coaching and Review of Progress (iii) Appraisal and Review of Developments

Managing performance at work involves informing employees on what is expected of them, how they are performing and areas for improvement. The methodology used in this program includes videos, case studies and discussions.

Objectives


o Write Clear Objectives o Construct a Performance and Development plan o Provide effective coaching during performance feedback o Conduct Progress Review Meetings o Conduct Annual Performance and Development Reviews

Schedule Day 1


Goals & Objectives

0900 – 1030 � Benefits of Performance Management at Work

� Activity: Writing Objectives at Work

� Discussion


Planning & Meetings

1050 – 1300 � Video: “Effective Performance Management” (Part 1)

� Activity: Construct a Performance & Development Plan

1300 – 1400 Lunch

Coaching

1400 – 1530 � Activity: Role Play – “Meeting the Employee”

� Coaching techniques

� Case studies: Using Praise & Criticism constructively


Presentation & Summary of Day 1


� Presentation of group solutions to Case Studies

� Summary of program for Day 1

Schedule Day 2


Performance Analysis

0900 – 1030 � Using Performance Analysis Model at Work

� Activity: Writing Improvement Plans

� Presentation


Coaching for Improved Performance

1050 – 1300 � Presentation and Discussion

� Video: “Effective Performance Management” (Part 2)

1300 – 1400 Lunch

Progress Review Meetings

1400 – 1530 � Activity: Conducting a Progress Review Meeting

� Case studies: Conducting Annual Appraisal & Development Reviews


Presentation & Summary of Program

1550 – 1700 � Presentation of group solutions to Case Studies

� Discussion


Phase 3 Programs

Program 1: Art of Managing People Problem at Work (Day 1)

Synopsis At the work place, you deal with people with different personality, ethnicity and skills. Day in and day out, you use basic social skills to get by most interpersonal relationships. When you interact with people, you learn about different personalities and behaviors. This learning process forms the basis of the way you interact with others. There are some people at the workplace with whom you get along well. You look forward to meeting them at work. You have lunch and coffee breaks together. You also probably hang out with them after work. You support them in their work and stand up for them when they are in difficulty. There are also people at the work whom you just abhor. Besides not looking forward to meet them at work, you also try to limit interactions with them. These people exhibit behaviors that are annoying or intimidating. Examples of these behaviors include falling behind in work and letting the team down, wasting time by being petty and talking about personal issues, backstabbing, intimidating, power seeking, making jokes at the expense of others, seeming to know it all and complaining. This program introduces participants to problematic behaviors at work and how to deal with them The methodology used in this program includes videos, role plays and case discussions.

Objectives


o Identify the common problematic behaviours at work. o Use techniques to deal with each of the common problematic behaviours at work o Apply the guidelines for changing someone’s behaviour

Schedule


Identifying & Handling Problematic Behaviors

0900 – 1030 � Introduction

� Activity: Dealing with problematic behaviors (Part 1)


Problematic Behaviors (Part 1)

1050 – 1130 � Presentation by groups

1130 – 1200 � Solving People Problem on the Job (Part 1)

� Video: “Solving People Problem on the Job” o Getting to know The Deadweight, The Gabber, The Backstabber &

The Intimidator

1200 – 1300 � Activity: Dealing with problematic behaviors (Part 1) – Review

� Discussion

1300 – 1400 Lunch

Problematic Behaviors (Part 2)

1400 – 1500 � Activity: Dealing with problematic behaviors (Part 2)

1500 – 1530 � Presentation by groups


1550 – 1615 � Solving People Problem on the Job (Part 2)

� Video: “Solving People Problem on the Job” o Getting to know The Power Monger, The Joker, The Know-It-All

& The Complainer

1615 – 1700 � Activity: Dealing with problematic behaviors (Part 2) – Review

� Discussion


Program 2: Training Employees to help them meet or surplus their goals (Day 2)

Synopsis The Leader’s role besides managing for performance and appraising is also training and coaching employees. The benefits of training go beyond developing skill sets. It also helps develop a goal – oriented amongst employees. The benefits of training employees are: (i) Enabling them to set realistic targets, (ii) make appropriate decisions and (iii) Stay focus on the business goals. The methodology used in this program includes videos, case studies and discussions.

Objectives


o Train employees to set the right goals o Train employees to make Smart Decisions o Train employees to Handle Challenges

Schedule


Training to Set Goals

0900 – 1030 � Goal writing o Productivity Projections o Peer to Peer accountability

� Using Write – ups

� Motivating Others and Providing Concrete Techniques


Training to Make Smart Decisions

1050 – 1300 � Three Step Decision Making Process

� Recognizing achievements

� Video: “Training to Win”

1300 – 1400 Lunch

Training to Handle Challenges

1400 – 1530 � Training to overcome challenges: o Overcoming Obstacles o Channel frustration into positive action o Respond positively to challenges

� Training Exercises



1550 – 1700 � Presentation of group solutions to Training Exercises


Program 3: Performance Appraisal at Work (Day 3 & 4) Synopsis Performance Appraisal is usually viewed as a daunting task. In the final analysis, the attitude, planning and approach of the person conducting the review makes the world of a difference in performance review exercises. This program will help participants to:

(iv) Plan the Appraisal Process (v) Conduct the Appraisal Session with confidence (vi) Encourage growth in their employees performance


Objectives


o Write An Action Plan for Improvement o Apply techniques in conducting the appraisal effectively o Apply techniques in post appraisal follow – up

Schedule Day 1


Introduction and Self – Analysis

0900 – 1030 � Benefits of a Well – Planned Performance Appraisal

� Case study 1: “Who will conduct Performance Appraisal Effectively”

� Discussion

� Establishing the right climate

� Helping Employees stay on the course of the job


Effective Appraisal

1050 – 1300 � Goals and Standards

� Developing and Action Plan

� Video: “Effective Performance Appraisal” (Part 1)

1300 – 1400 Lunch

Effective Appraiser

1400 – 1530 � Case study 2: “What made the employee upset?”

� Discussion

� Characteristics of Effective Appraiser


Presentation & Summary of Day 1

1550 – 1700 � Presentation of Action plans

� Summary of program for Day 1

Schedule Day 2


Techniques in Beginning the Appraisal Discussion

0900 – 1030 � How to begin the discussion?

� Using questions that facilitate discussions

� Getting an Employee to talk freely


Into the Discussion

1050 – 1300 � Discussing Unsatisfactory Performance

� Personal Growth and Development

� Video: “Effective Performance Appraisal” (Part 2)

1300 – 1400 Lunch

Effective Closing of Discussion

1400 – 1530 � Case situations

� Discussion

� Closing the Appraisal Discussion


Follow – Up & Summary

1550 – 1700 � Follow – up

� Developing a checklist for Performance Appraisal


Profile of Resource Person

Christopher Raj Anthony M.Coun (Malaya); B.Sc (Malaya); PG Cert in Dist Ed (Indiana)

Registered Counsellor (Malaysian Board of Counsellors)

Christopher Raj holds a Masters degree in Counseling and an Honours Degree in Biochemistry. He also attained a Post Graduate Certification in Distance Education from Indiana University, USA and is a Registered Counsellor with the Malaysian Board of Counsellors. His work experience includes:

i) Business Development and Operations Manager – Centre for Continuing Education, University of Malaya (UMCCed)

ii) Manager (Programme Management & Operations) – Institute of Professional Development, Open University Malaysia.

At the Centre for Continuing Education, University of Malaya (UMCCed), he pioneered the set – up of the centre’s operations. During his tenure at UMCCed, he also spearheaded the implementation of technical assistance and training programmes sponsored by International funding agencies such as the World Bank (WB) and Asian Development Bank (ADB) in Malaysia. Some of the prestigious projects he managed are:

i) The Agricultural Research Management Project, Bangladesh (WB) ii) Technical and Vocational Education & Training projects for the Ministry of Education,

Youth and Sports, Cambodia (ADB) iii) National University of Laos Planning and Reform projects (ADB)

At the Institute of Professional Development, Open University Malaysia, he was involved in the planning and implementation of programs in education and training for both local and international clients.

Presently, he manages a training & consultancy firm and software solutions business (collaboration, Chennai, India). As a psychologist, he conducts training programs in the area of human development and psychology. He also consults for various organizations in human capital development and coaching programs. His clients include government agencies as well as the private organizations in Malaysia and abroad.

Christopher is also a licensed facilitator of the Leonard Personality Inventory (LPI), being coached directly by the author and inventor himself, Profesor Dr. Leonard Yong. Christopher has assisted Professor Leonard in administering the instrument for individuals from various professional backgrounds and facilitated numerous LPI based training programmes.

Some of the organizations that Christopher has conducted training and consultancy are: Universities/ Educational Institution Government/ Civil Service/ NGO University of Malaya Open University Malaysia Sunway University College Methodist Pilley Institute (Sarawak) Chartered Institute of Management Accountants (CIMA) Curtin University of Technology (Miri) Majeediyya School (Maldives) Kalaafaanu School (Maldives) Focus Education Group (Maldives)

Veteran Services Department (Ministry of Defence, Malaysia) Sarawak State Government State Civil Sector Training Institute (Sabah) Kota Kinabalu City Hall (Sabah) Bintulu Development Authority (Sarawak) Worldfish (Malaysia & Bangladesh)

Oil & Gas Shipping/ Transportation Petronas Premier Lubricants (M) Sdn Bhd Shell Malaysia Berhad Titan Petchem (M) Sdn Bhd MSTS (Asia)

Island Aviation Services (Maldives) Malaysian Iinternational Shipping Corporation (MISC) Geniki Lines

Manufacturing Land & Property Development Hunza Properties Bhd Naim Cendera Bhd. Pembangunan Bandar Mutiara Sdn Bhd

Services FujiXerox (Asia Pacific) Elken Sdn Bhd Jobstreet.com IDC Market Research (M) Sdn Bhd PHHP Marketing Sdn Bhd Axon Solutions Sdn Bhd (Penang) Broadcasting/ Telecommunications

Sony Malaysia Osram Opto Semiconductor (Penang) Motorola (Penang/ Cyberjaya) Teradyne Connection Systems (Malaysia) Knowles Electronics (Penang) Jabil Circuits (Penang) Pensonic Sdn Bhd (Penang) VS Industries (Johor) McAlister Engineering (Johor) Komag USA (Malaysia) Ericsson Tan Chong Berhad Southern Rubber Bhd. (Penang) Eastern Oxygen (Sarawak) BM Nagano (Johore) Petra Resources Bhd

ASTRO ALL ASIA NETWORKS plc TM (previously known as Telekom Malaysia) Celcom Berhad Nokia – Siemens Network

Food Services Bank/ Financial Institutions Nestle (Vietnam) Golden Fresh Sdn Bhd (Penang) Central Cold Storage Berhad (Sarawak)

Southern Bank Berhad (presently known as CIMB Berhad) Malayan Banking Berhad VID Public Bank (Vietnam) Citibank (Jakarta) Prudential (Vietnam)

Plantation Hotels/ Resorts Eastern Plantation (Kulim Berhad) Sarawak Oil Palm Berhad. Sawit Kinabalu (Sabah) Sabah Land Development Board (Sabah)

Sutera Harbour Resorts

Supervisory Skills Development Training IAS · The goal of the Supervisory Skills Development...

Documents

Transcript of Supervisory Skills Development Training IAS · The goal of the Supervisory Skills Development...