1. Excelling as a First-Time Manager or Supervisor
Presented by
SkillPath Seminars

2. Take Charge and Put Your Best Foot Forward From the Beginning
Listen and learn
Use hands-on techniques to learn
Make time to get to know your employees
Avoid making sudden changes
Be available and visible
Be confident

3. Establish Your Authority, Boost Your Credibility and Earn Respect
Be fair and consistent
Communicate effectively
Involve team members in decisions
Have a thorough understanding of department procedures
Have a positive, enthusiastic attitude
Confront and deal with poor performance
Give employees recognition for a job well done
Be proactive
Do unpleasant duties right away—don’t procrastinate
Accept responsibility for mistakes
Be respectful toward your employees
Enjoy your job

4. Why Bosses Turn People Off— and Leaders Turn People On
Push workers
Manage solely with policies and procedures
Punish
Hold power
Leaders
Have vision
Encourage creativity
Communicate
Empower
Motivate
Challenge
Demonstrate confidence and integrity
Encourage ownership

5. The Advantages of Being Available and Visible to Workers
You’re able to develop relationships
You learn what goes on outside your office
You’re able to spot problems early
You’ll see a decrease in “goofing off”

6. Reasons to Delegate
To allow managers to spend time on tasks to which they can add the most value
To divide work among team members so it can be done more efficiently
To increase employee commitment to the company
To develop team members

7. Benefits of Delegation
Frees your time for other tasks
May produce better results
Enriches and challenges other people
Is cost effective
Educates and trains other people
Increases your span of accountability

8. A Nine-point Checklist to Help You Delegate Effectively
Does the employee have all the necessary skills?
Be sure you give the employee the necessary authority to carry out the job
Employees must have the resources needed to carry out the task
Hold your employees accountable
Reward success
Be sure your expectations are clear
Gain acceptance
Evaluate
Give your employees ALL pertinent information

9. When Praising Praise with purpose Target your praise
Praise authentically
Praise with the right frequency
Praise as close to the action as possible
Praise in public
Reprimand in private

10. The Six Keys to Clarity Always use the simplest word available.
Avoid indefinite words.
Isolate your most important ideas into separate statements.
Follow grammar rules—within reason.
Be aware of your nonverbal skills.
Check in with the receiver periodically.

11. The 10 Keys to Leading Successful Meetings
Circulate an agenda at least two days before the meeting
Assign specific roles such as timekeeper, minutes taker and gatekeeper
Distribute handouts before the meeting starts
Be sure the meeting starts and ends on time
Cover problems first, planning second and miscellaneous third
State the meeting’s purpose at the beginning
Stick to your agenda
Summarize meeting decisions
Be sure everyone has a chance to contribute and that no one monopolizes the conversation
Begin to summarize the meeting 10 – 15 minutes before it is over

12. Six Keys To Listening Effectively
Tune in
Ask for an overview statement
Take notes
Notice the speaker’s delivery style, but don’t take it too seriously
Repeat the message back to the speaker in your own words
Take a moment to consider what was said before you respond

13. Overcoming Supervisor-Employee Communication Barriers
Watch for inadequate listening—on both your parts
Appeal to the interest of the receiver
Confront preconceived ideas
Beware of differences in meaning
Use bias-free language
Repeat messages and avoid communication overload

14. Common Reasons for Poor Employee Performance
The employee doesn't know what to do or what is expected
There is a mismatch between the employee’s skills and the job requirements
The employee receives no feedback and is unsure where he or she stands
There is low morale in the workplace
The employee lacks motivation
The employee has family, health or drug abuse problems

15. Six Steps You Must Take Before Termination
Develop and distribute the employee’s development plan (performance improvement plan)
Conduct regular performance appraisals
Document efforts to help the employee improve
Document verbal warnings or informal performance meetings
Issue and document a written warning as a result of a formal performance meeting
Consult with appropriate personnel to be sure that proper procedures have been followed

16. The Purpose of a Performance Review
Enhance your employee’s performance
Let employees know their strengths and weaknesses
Provide a review of past performance
Establish new performance goals
Provide an opportunity for communication
Aid in career development
Obtain formal documentation of employee performance which can lessen the risk of legal action for wrongful termination

17. To Address Tardiness and Absenteeism
Understand the root cause
Find out how frequently the behavior occurs throughout the organization
Establish consistent policies
Enforce the policy equally
Offer incentives for positive behavior
Publicize the policy and the incentives
Show your concern over the employee’s inability to practice positive behavior
Look for patterns
Take corrective action
Take disciplinary action if the behavior persists

18. When an Employee Makes a Mistake
Remain calm
Decide how serious the mistake is
Look to see if mistakes are made often and are widespread
Decide what your inclination is—assistance or discipline?
Don’t become consumed by the mistake
Listen to the employee’s side—privately
Ask the employee what he or she will do differently next time
Put the mistake behind you and forget it
Make it a point to praise the employee when he or she does something well the next time
Understand

19. When You’re the One Who Makes a Mistake
Don’t panic
Contain the damage—if possible
Decide the best way to fix the blunder
Be objective about the seriousness of your mistake
Tell your boss
Treat your mistakes as learning opportunities

20. Common Causes of Conflict
Competition for limited resources
Differences in values and goals
Different problem-solving styles
Rivalries
Jealousy
Pressure
Unmet promises

21. Interruptions, Procrastination and Other Time Robbers
Announce a time limit.
Get to the point assertively.
Use the “walk-talk” method.
Arrange your desk with your back to the door to discourage drop-ins.
Maintain your work posture.
Check voice mail and return calls in chunks of time.
Treat phone calls like meetings.
Slip a task you dislike between favorite ones.
Provide yourself mini-rewards for task completion.

22. How to Bear the Emotional Burden of Supervisory Nightmares
Don’t take it personally.
List your payoffs.
Manage your stress effectively.
Measure your problems.
Talk with someone trustworthy.
Work on your skills.
Care about your people and the work.

23. Developing an “I’m OK” Attitude
Schedule time for yourself
Make use of goal setting, affirmations and visualizations
Keep a positive focus
Build on your strengths
Take care of your physical self
Turn negative situations into positive challenges
Build a support group
Celebrate your victories and accomplishments

24. Excelling as a First-Time Manager or Supervisor
Presented by
SkillPath Seminars