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This section helps you identify what you want to be able to do as a result of implementing your program, for example, to qualify for a certain job, overcome a performance problem or achieve a goal in your career development plan. You are often better off to work towards at most two to four goals at a time, rather than many.

There are a variety of ways to identify your program goals, depending on what you want to be able to accomplish from the program.

The articles might be helpful in preparing you to identify your goals. Goals -- Selecting the Training and Development Goals. You cannot effectively supervise others unless you first can effectively supervise yourself. Consider goals from the Library's topic of Personal Wellness. This is a Microsoft Word document. Determine Your Learning Objectives and Activities to Achieve Each The purpose of this section is to help you to identify the various learning objectives you should achieve in order to achieve your overall program goals, along with the activities you should undertake to achieve each objective.

Consider, for example, getting books, signing up for courses, reserving rooms and getting trainers. Plan the Implementation of Your Program During the implementation of your program, you want to make sure there are no surprises.

Ultimate Guide to Training Your Supervisors | ERC

For example, how will you make sure you understand the new information and materials. Will your learning be engaging and enjoyable? Will you have all the support you need? Evaluation includes assessing both the quality of the activities during the program and also whether you achieved your goals soon after the program.

Follow-Up After Completion of Your Program It is a major accomplishment to design and implement a supervisor development program. Celebrate what you have done! Reflect on what you learned about developing the program -- and about yourself. Learning could be interpreted as new: Knowledge, which is information that is useful in accomplishing a certain activity that is important, for example, to solve a problem, achieve a goal or see a situation in entirely different light.

Skills, which is the expertise -- consciously or unconsciously -- to continually use the new information to accomplish that certain activity. Educators often refer to new abilities as a component of learning, but some admit that the difference between abilities and skills is such a fine one that it is often difficult to explain. Perceptions, which are new ways of seeing a situation. When people are continually stuck when trying to solve a problem or achieve a goal, it is often in the way that they see the situation. Consider Two Different Approaches to Learning About Supervision It is important to understand the different approaches you can take in increasing your learning about supervising.

Prepare for Your Learning About Supervision Get Acquainted With Organizational Context of Supervision Before learning more about supervision, you would benefit first from becoming acquainted with the organizational context in which supervision typically occurs, including understanding organizations as systems, their common dimensions, what makes each unique, their different life cycles and different cultures.

Organizational Structures and Design Get Acquainted With What "Supervision" Is Then, the next place to start learning about supervision is to get some sense of what supervision really is -- in particular, get an impression of the areas of knowledge and skills recommended for effective supervision in organizations. This Library topic is to a series of articles about managing performance, including performance gaps. Employee Performance Management Close any growth or opportunity gaps Growth gaps are areas of knowledge and skills need to achieve a career goal. Opportunity gaps are areas of knowledge and skills needed to take advantage of an upcoming opportunity.

These Library topics can help you think about the growth and opportunity gaps in your career. Career Planning Job Descriptions Conduct self-assessments Assess certain areas of your own supervisor abilities which are similar to leadership abilities. The following online, self-assessments might help.

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What Kind of Leader Are Yo? Task versus Relationship Leadership Theories Collect ideas from others Ask for advice from friends, peers, your supervisor and others about skills in supervision. Ask for their opinions about your own supervisor skills. Try get their suggestions in terms of certain behaviors you should show. Getting and Receiving Feedback Reference lists of suggested competencies Competencies are lists of the general abilities needed to do a certain job or perform a certain role. Reference the "How to" sections in the following Library topic: Typical Responsibilities of a Supervisor Reference publications about leadership There is a vast amount of information about leadership and leadership skills, which are similar to supervisor skills.

However, much of it is in regard to character traits that leaders should have. When determining your program goals, translate these character traits to behaviors that you and others can recognize.

First Time Supervisors

Guidelines to Understand Literature About Leadership Consider other sources for learning Identify traits and behaviors of your favorite supervisor Take strong participation in a course, apprenticeship or internship that involves persistence, risk and initiative Take a supervisor role in a management association Volunteer to supervisor a work or community project, or join a board of directors Read Activities for Informal Approach to Leadership Development Read Activities for Informal Approach to Management Development Guidelines for Formal Approach to Supervisor Development You are much more likely to develop skills in supervision from participating in a formal program approach than an informal approach.

Identify Your Overall Goals for Your Program This section helps you identify what you want to be able to do as a result of implementing your program, for example, to qualify for a certain job, overcome a performance problem or achieve a goal in your career development plan. See How to Plan Your Career. Did your previous performance review with your supervisor suggest certain improvements in supervision that you need to make? See Goal Setting With Employees. Are there certain opportunities that you could take advantage of if you soon developed certain new supervisor skills?

See How to Look for a Job. You might do some self-assessments to determine if there are any areas of supervisor development that you might undertake. See Assessing Your Training Needs. Ask others for feedback about your supervisor skills. See Giving and Receiving Feedback. Turn on more accessible mode.

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Please turn on JavaScript and try again. Date s Offered Face-to-face Online On-site. Overview Event Overview Details. As a team member, you mastered the technical skills of your job. Event Details. Leadership Skills Assessment Drawn from the Electric Cooperative Employee Competencies, our new Leadership Skills Assessment was designed to help you understand which of NRECA's supervisory, management and leadership courses and events may be most appropriate for you.

Anyone in a leadership position should attend. Relevant and important topics. Great networking opportunity as well. Good overview of topics that all supervisors should know.

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