Supervisor's Academy
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We are pleased to offer the following Supervisor's Academies:
September 30, 2010 - December 16, 2010 -- Marana, AZ
October 20, 2011 - January 26, 2011 -- Phoenix, AZ
March 3, 2011 - May 12, 2011 -- Phoenix, AZ
For individual module descriptions
-- click here
The
Supervisor's Academy, Marana
1:30-5:00
1:30-5:00
1:30-5:00
The
Supervisor's Academy, Phoenix
12:30-4:00
12:30-4:00
The
Supervisor's Academy, Phoenix
12:30-4:00
12:30-4:00
September
30, 2010 - December 16, 2010
New
Location! Marana Municipal Complex,
11555 W Civic Center Dr, Marana, AZ 85653
Date
Time
Class
Instructor
9/30/10
8:30-5:00
Supervision &
Temperament Type
Chloe Ann Hanken
10/07/10
8:30-5:00
Selection Interviewing
Chloe Ann Hanken
10/14/10
8:30-5:00
Communication Skills
Janet
Welch-McGrath
10/21/10
8:30-5:00
Teams, Team Building, &
Conflict Management
Jim Temme
10/28/10
8:30-12:30
Valuing and Managing Diversity
Chloe Ann Hanken
11/04/10
8:30-12:00
Coaching Skills
Mike Ingersoll
11/18/10
8:30-12:00
Performance
Management Overview
Laura Royal
12/02/10
8:30-12:00
Introduction to
Leadership
Susanne Drury
12/09/10
8:30-4:00
Equal Employment
Opportunity
Michael Wade
12/16/10
8:30-4:00
Time Management
for Supervisors
Jim Temme
12/16/10
4:05-5:00
Graduation Ceremony
October 20,
2010 - January 26, 2011, Wednesday
New
Location!
Ottawa Phoenix Campus, 10020 N 25th Dr, Room
2050, Phoenix, AZ 85021
Date
Time
Class
Instructor
10/20/10
8:00-4:30
Supervision &
Temperament Type
Chloe Ann Hanken
10/27/10
8:00-4:00
Communication Skills
Janet
Welch-McGrath
11/03/10
8:00-4:00
Teams, Team Building, & Conflict Management
Susanne
Drury
11/10/10
8:00-11:30
Introduction to
Leadership
Susanne Drury
11/17/10
8:00-4:00
Selection Interviewing
Chloe Ann Hanken
12/01/10
8:00-3:00
Equal
Employment Opportunity
Michael Wade
12/08/10
8:00-12:00
Performance Management Overview
Laura Royal
12/15/10
8:00-11:30
Coaching Skills
Mike Ingersoll
1/12/11
8:00-12:00
Motivation and
Delegation
Laura Royal
1/19/11
8:00-12:00
Valuing and
Managing Diversity
Chloe Ann Hanken
1/26/11
8:00-3:00
Time Management
for Supervisors
Jim Temme
1/26/10
3:05-4:00
Graduation Ceremony
March 3,
2011 - May 12, 2011, Thursday
New
Location!
University of Phoenix Hohokam Campus,
4635 E Elwood St, Phoenix, AZ 85040
Date
Time
Class
Instructor
3/03/11
8:00-4:30
Supervision &
Temperament Type
Chloe Ann Hanken
3/10/11
8:00-4:00
Communication Skills
Janet
Welch-McGrath
3/17/11
8:00-4:00
Teams, Team Building, & Conflict Management
Jim Temme
3/24/11
8:00-11:30
Introduction to
Leadership
Susanne Drury
3/31/11
8:00-3:00
Equal
Employment Opportunity
Michael Wade
4/07/11
8:00-4:00
Selection Interviewing
Chloe Ann Hanken
4/14/11
8:00-12:00
Performance Management Overview
Laura Royal
4/21/11
8:00-11:30
Coaching Skills
Mike Ingersoll
4/28/11
8:00-12:00
Motivation and
Delegation
Laura Royal
5/05/11
8:00-12:00
Valuing and
Managing Diversity
Chloe Ann Hanken
5/12/11
8:00-3:00
Time Management
for Supervisors
Jim Temme
5/12/11
3:05-4:00
Graduation Ceremony
Supervision and Temperament Type
Each individual has his/her own leadership style. How well that style is managed will determine the level of success and fulfillment experienced as a supervisor.
Learning Outcomes:
By the end of this program, you will be able to:
Explain what is meant by temperament type.
Identify individual temperament types and the strengths each brings to the table.
Better understand yourself and others by keeping temperament differences in mind.
Improve how you interact with others.
Develop employees based on their natural skills and temperament preferences.
This module was designed to provide you with an overview of the communication process and to stress the importance of effective interpersonal communication to supervisory success.
Learning Outcomes:
By the end of this program, you will be able to:
Describe specific behaviors of effective communication.
Assess your current communication skill level.
Identify the major barriers to effective communication.
Identify and practice powerful listening and communicating techniques.
Explore the role and importance of feedback in effective communication.
Identify and practice assertive communication skills.
Explore the nature and role of nonverbal elements in the communication process.
Teams, Team Building, and Conflict Management
In order to be effective in modern organizations, a supervisor must be a team leader and facilitator, not just the boss.These new roles require a whole new set of skills. This workshop focuses on developing these skills.
Learning Outcomes:
By the end of this program, you will be able to:
Identify the structure and characteristics of high performance teams.
Understand the stages of team development.
Identify specific supervisory tools for building team alignment, creating mutual respect, and fostering clear communication.
Describe the dynamics of team problem solving and decision making.
Develop methods for resolving conflict.
Use a proven model for conflict resolution.
Leadership, so necessary in today’s work environment, is learnable. In this powerful half-day workshop, you will be able to Identify and build skills in Kouzes and Posner’s five critical leadership practices.
[The Leadership Challenge®, 2000-2008, John Wiley & Sons, Inc. All rights reserved.]
Learning Outcomes:
By the end of this program, you will be able to:
Identify leadership best behaviors.
Explore ways to improve your effectiveness in creating a shared vision, modeling the way, experimenting and taking risks, enabling others, and encouraging the heart.
Identify areas to improve your leadership practices.
Develop an action plan for becoming a better leader.
In today's fast-paced and rapidly-changing work environment, managers at all levels are charged with the responsibility of implementing change. Dealing with change can be daunting-everyone is familiar with the line "We tried that once, but it didn't work."
The good news is that change can be successfully managed with a solid understanding of the dynamics of change and by using proven leadership techniques in dealing with them.
In this half-day program, you'll learn everything you need to know to implement change with a minimum of pushback and a maximum of success.
Learning Outcomes:
By the end of this program, you will be able to:
Explain the need to be able to change quickly in today's work environment.
Identify common mistakes in implementing change.
Understand the key stages in the change process and identify leader behaviors that foster positive change.
Utilize proven methods for reducing resistance and building buy-in to change.
Analyze and plan for a change project.
This module has been designed to provide a general understanding of Equal Employment Opportunity (EEO), including the role of the supervisor in carrying out both the letter and the spirit of the law, and in preventing costly litigation for his/her organization.
Learning Outcomes:
By the end of this program, you will be able to:
Distinguish Equal Opportunity from Affirmative Action and Diversity Management.
Focus on the central question of most EEO investigations.
Respond to federal or state enforcement agencies.
Identify the main issue in an age discrimination case.
Identify the main issue in a disability discrimination case.
Determine when a personal appearance complaint becomes a valid discrimination case.
Analyze a religious discrimination case.
Spot the key elements of sexual harassment.
Spot potential institutional discrimination problems.
Distinguish between effective Affirmative Action and illegal Affirmative Action.
When done well, coaching, the second step in the performance management cycle, can greatly improve the productivity and morale of individuals and work teams. In this half-day program you will learn the powerful techniques of coaching for improved performance and enhanced motivation.
Learning Outcomes:
By the end of this program, you will be able to:
Explain the difference between coaching, counseling, and discipline.
Describe the three causes of performance problems.
Explain when and how to provide performance feedback.
Apply a powerful 6-step coaching technique in a coaching conversation.
Utilize a coaching checklist and conversation worksheet as coaching job aids.
Practice "getting to agreement" when addressing a performance issue.
For you as a supervisor, motivation and delegation will be key management tools for getting work done through others. In this powerful half-day workshop you will learn specific skills to enhance your effectiveness in these two key areas.
Learning Outcomes:
By the end of this program, you will be able to:
Describe the role of a supervisor.
Understand the key steps of delegation.
Identify what to delegate.
Practice a delegation conversation.
Use proven methods to increase your ability to encourage and motivate employees.
Customize your delegation and motivation techniques to the individual employee.
As a manager/supervisor, you are responsible for the "staffing" function of your organization. Most managers spend a small percentage of their time conducting selection interviews. Some may only engage in this process once or twice a year. However, this does not lessen the importance of the function. Skills in effective selection interviewing are necessary in order to hire the right person for the job. The goal of this session is to help you improve your interviewing skills.
Learning Outcomes:
By the end of this program, you will be able to:
Identify technical and performance skills for individual positions.
Objectively review resumes and applications and spot red flags.
Plan and ask targeted questions.
Structure a relaxed interview environment using the Behavioral format.
Evaluate the candidate using the standard form.
Check candidate references.
Abide by all state and federal hiring guidelines.
Performance Management Overview
This workshop is designed to help you develop a working understanding of the performance management cycle which will enhance management skills by providing a foundation for effective mentoring, coaching, and performance discussions. This session will review the performance management cycle and provide an opportunity to write performance standards, the basis of all performance discussions.
Learning Outcomes:
By the end of this program, you will be able to:
Describe the performance management cycle.
List and explain the "SMART" criteria for writing performance standards.
Write a complete performance standard.
Prepare and conduct performance discussions that encourage an exchange of information and produce better results.
Valuing and Managing Diversity
Valuing Diversity means accepting and
being responsive to a wide range of people unlike oneself. This spans any number of distinctions. The most obvious are race, gender, national origin, physical ability, and age. The less obvious are sexual orientations, religion, professional experience, education, personal preferences, work styles, and lifestyle preferences.
In today’s contemporary organizations, more and more people are placed in teams to solve problems as well as serve a diverse customer base. Workers in an environment receptive to diversity are empowered to use their full capacity.
Therefore, welcoming and valuing diversity affects the bottom line.
Learning Outcomes:
By the end of this program, you will be able to:
Define diversity and its impact on today’s workplace.
Recognize the impact that today’s changing demographics have on the workplace.
Identify our own personal attitudes and behaviors toward differences.
Identify and practice skills in leading diverse teams and serving the diverse community base.
Discipline and Corrective Action
Often the most important work a supervisor or manager performs is in one-to-one discussions with "problem" employees. These sessions are often concerned with resolving performance problems and/or conflict. Successful resolution of these situations can increase productivity, improve morale, reduce employee turnover, and avoid grievances.
Learning Outcomes:
By the end of this program, you will be able to:
Identify the necessary components of a disciplinary system.
Understand and apply the concept of "due process."
Take appropriate disciplinary action.
Describe common mistakes in disciplinary actions and how to avoid them.
Use disciplinary and corrective action as a supervisory tool to enhance employee performance.
Document employee behavior and disciplinary actions.
Time Management for Supervisors
Supervisors, managers, and other professionals are not only required to manage their own time well; they must help others use their time effectively. You can increase your value to your organization and improve the quality of your life professionally and personally by learning to manage your time well.
Learning Outcomes:
By the end of this program, you will be able to:
List tips and techniques for gaining greater control over your life and work.
Set priorities based on your values and mission.
Use proven techniques for staying focused and following through on priorities.
Explain how management by crisis occurs and how to put an end to it.
Use a scheduling and organization system to help you accomplish your goals and remember important information.
Identify specific time wasters and how to deal with them.