Keys to a (Really) Successful New Supervisor Training Program

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Presentation transcript:

Keys to a (Really) Successful New Supervisor Training Program By Kevin Eikenberry Chief Potential Officer The Kevin Eikenberry Group

Why Does This Matter? The organization can’t grow and thrive without it Nothing happens without it Do you want the status quo? Leadership is leverage The best place to start is at the beginning

Why Now? Flatter organizations Experience drain Millennials Change in tech and expectations Faster change overall

What are your challenges?

It’s Broken The issues we’ve just identified The insanity problem Increasing the rate of insanity

Consider This Investment Model Have vague or even undefined desired outcomes Have few or no measurements (or the wrong ones) Because it is important you keep investing

What do you think?

This is how most develop new supervisors . . . Have vague or even undefined desired outcomes

This is how most develop new supervisors . . . Have few or no measurements (or the wrong ones)

This is how most develop new supervisors . . . Keep investing blindly or stop completely

Which leads to . . . Flavor of the Month Spray and pray Changing horses (programs/gurus/experts) Looking for the magic bullet Glimmers of hope Resignation Giving up

The title of this webinar is a lie

Keys to a (Really) Successful New Supervisor Training Program

Keys to Developing (Really) Successful New Supervisors

Keys to Developing (Really) Successful New Leaders

The Keys I Promised Clear goals Successful selection Clear expectations Complete engagement/integration Process not event

Clear Goals Why do we want to develop supervisors? What outcomes do we desire? Short-term Long-term What does success look like?

Successful Selection Selection criteria Start sooner Dialogue with potential candidates Clear inbound expectations

Clear Expectations

Complete Engagement? Individual Leader Organization

Complete Engagement = Integration Expectations clear across . . . Individual Leadership Organization

Process, not Event Leadership involvement Integrated with work & systems Includes engagement strategies Flexible Interactive design Accountability built in Coaching & mentoring Feedback & benchmarking Action planning Application focused

Where Are You? Clear goals Successful selection Clear expectations Complete engagement/integration Process not event

Important! You can’t afford not to do this You can’t do it alone You can’t completely outsource it

Free 15-Minute Consultation Just click the link below to schedule a free 15-minute consultation with the Bud to Boss team to: Assess your leadership pipeline Discuss tools available to you Learn more about help available for the new supervisors in your organization http://www.budtoboss.com/atdconsult

For More Information KevinEikenberry.com Kevin’s blog - blog.KevinEikenberry.com Bud to Boss blog BudtoBoss.com Facebook / Twitter (@KevinEikenberry)