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Supervision

ANALYZING POOR PERFORMERS             Length: 22:42

If every one of your employees does 100% of their job—up to standard—100% of the time, then you don’t need this course. However, surveys from supervisors show that even they estimate that no more than half their people regularly do all their job well every day and, more importantly, that they don’t know what to do about it. This class teaches managers how to diagnose performance problems using the simple Can Do/Will Do Grid. From that analysis, a plan emerges to improve performance from every employee—or to decide it is time to find someone new for the job.

MOTIVATING WON'T DO'S                           Length: 22:47

Motivation is not a difficult subject to understand...once you learn how the process works. Motivating Won't Do's shows that the two step process (1. define the desired action and 2. determine what reason will cause a person to want to take that action) really works. The class teaches that the four motivators (incentives, fear, environment and need-satisfaction) each have their strong and weak points. To achieve the goal of 'motivation' participants learn how to create a quick motivation plan for a poor performer. A good course to complete before taking this one is: Analyzing Poor Performers.

PROGRESSIVE DISCIPLINE & PRODUCTIVITY THROUGH PRAISE (2 modules)

Progressive Discipline           Length: 9:46   From time to time you will have discipline somebody. If you do it progressively, it will work better for you. Productivity Through Praise      Length: 14:22   It is the least complicated motivator available. It works almost every time on almost every person. It is lightning fast to use. It’s free. And, it’s easy to use. But most team leaders use it sparingly; some use it not at all. It is Praise. When leaders properly praise, self-esteem of the work force rises productivity rises along with. Work force self-esteem is set and maintained, in large part, by the supervisors. Those who know how to use this management tool correctly.

EFFECTIVE PERFORMANCE REVIEWS           Length: 14:30

One of the key tools in improving the performance of your subordinates is the performance review. More than simply a grade for last year’s performance, the review provides leaders an opportunity to formally document behavior, to listen to needs, to reinforce strengths, to identify coaching opportunities, to create development plans, and to improve employee satisfaction and motivation. This program provides guidelines for conducting a productive performance review that supports ever improving employee performance. NOTE: This program is an excellent companion program to the Coaching series.

COACHING SKILLS

Introduction              Length: 6:16   The goal of this series is to teach you how to coach others to higher performance. This initial program focuses on the need to adapt your leadership style to the specific coaching situation … based on the seven different kinds of performance … and explains the basic concepts for the rest of the series. NOTE: It is highly recommended that the Coaching program series be viewed in order the first time through.

Leadership Styles      Length: 9:53   This program introduces the “leadership grid” for analyzing the coaching opportunities, and shows how employees can be coached from beginning as a “rookie” to a “captain” on the job. NOTE: It is highly recommended that the Coaching program series be viewed in order the first time through.

Adapting Your Style       Length: 13:39   This program explains exactly how to coach in each subordinate situation … rookie, contributor, key player, and captain. It also explains the “gotchas” that can harm the process, and what to do about them. NOTE: It is highly recommended that the Coaching program series be viewed in order the first time through.

The Coaching Process      Length: 9:27   This is the program that puts everything together about coaching. It explains a simple four-step process for coaching others to higher performance, and covers how to conduct a coaching conversation. NOTE: It is highly recommended that the Coaching program series be viewed in order the first time through.

Giving Feedback             Length: 10:20 This wrap-up program covers the most difficult skill in coaching others … providing feedback. The program explains how to use first-person “praise” statements and second-person “teach” statements. It also discussed how to maintain the proper balance between the two depending upon the coaching situation. NOTE: It is highly recommended that the Coaching program series be viewed in order the first time through.

SUPERVISING A PRONOID                           Length: 13:21

The opposite of "paranoid" (delusions of persecution), "pronoids" have delusions of acceptability. They think they're doing great even as they create conflict and problems around them. This is one of the most common types of "Why isn't the job getting done?" subordinate, and nearly everyone knows one or has one working for them. The problem is that these individuals just don't see the world and their performance in it the same way others do. As a result, pronoids have a hard time adjusting their approach with others. Improving this requires a special coaching tactic. This program explains a step-by-step process for how managers and supervisors can help a pronoid start picking up on feedback he/she is missing, and improve performance and people skills.