The following are the topics covered in the Supervisor Leadership
Descriptions1. Introduction to Leadership
The first session is a brief overview of the program, activities and
expectations, and roles of key stakeholders. Assessments used in the program
will be introduced with the 360 getting assigned early (so that we can
discuss in session three). Content will touch on the history of leadership
and begin a dialogue around the learner's personal understanding and views
of leadership. An essay assignment will be made for the next session.
Learners will also identify possible Mentors for their learning in this
series (a 6-month role). 2. Leadership Communication
- In leadership communication, we explore language as the currency of
leaders, why it is so critical to effective leadership, what good
communication looks, and the ways communication typically falls short of
what the receiver needs. Topics covered include verbal and non-verbal
communication, storytelling, e-mail etiquette, public speaking, humor,
3. The 360: Discovering Our Hidden Selves
- In this
module, learners will get their 360 feedback reports back electronically and
we'll go through each section and discuss the meaning of the feedback.
Learners will also start thinking about their Individual Development
Plans (IDPs). This is viewed as a fluid document, but taking the feedback
from the 360, we'll start to establish learning priorities that represent
the greatest opportunity for improvement.
Finally in this session,
we'll talk about the Mentoring relationship, specifically the learners' role
as protégé's and how to get the most from that relationship.
4. Understanding Teams
- This session is designed to
explore the dynamics of teams. What is a team? What makes an effective and
high-performing team? How do teams generally and predictably progress
through stages? What dysfunctions destroy teams? This session will draw upon
the work of Tuckman and Lencioni. Learners will also complete an assessment
that shows how they interact with teams. 5. Managing
- In this module, we'll turn our attention to conflict, a
topic that most leaders unfortunately avoid to their detriment. We'll
explore the five major conflict styles that most people use (collaborating,
competing, avoiding, accommodating, and compromising). This session is
intended to examine not only the 'inevitability' of conflict, but the
leader's reaction and response to conflict.
We'll review the
feedback from the TK assessment and examine our own reaction patterns to
conflict, challenge our assumptions, and work on an approach that is natural
to our leadership style. 6. Emotional Intelligence
- the session will explore the importance of emotional intelligence, what it
is, how it impacts leadership effectiveness, etc. The conversation will look
at the various ways EI plays a role in one's leadership effectiveness.
Exploring diversity, resilience, persistence, optimism, emotional control,
and other emotions, -the learner's ability to 'manage' these emotions is at
the center. Learners will review their Bar-On EQi assessment and incorporate
the results into their IDPs. 7. Diversity, Equity, Inclusion,
- In this lesson, we explore the meaning of diversity
and inclusion in the workplace. As a leader, one no longer had the
prerogative to treat people differently. Aside from a legal requirement, the
leader's role is one of bringing out the talents, perspectives, and inputs
from each member of the team. Learners will explore the many ways groups may
feel (justifiably) slighted or offended by leaders/peers/organizations.
Sometimes it is deliberate, sometimes it is inadvertent. Regardless however,
the leader has a role to play in establishing the team's culture.
8. Performance Management
- This session is designed to
address the leader's role in assessing performance, giving feedback, and
discussing the development of their employee. While every organization may
have a nuanced approach to performance management, specifically the
performance conversation, there are some basic principles to understand. In
this session, we'll explore goal writing and giving feedback.
content will also explore the leader's role in meeting the employee's
psychological needs as it relates to their work role. Employee engagement
and attrition are closely integrated with the leader's approach.
9. Time Management, Delegation, and Flow
- This session
addresses how new leaders must gain a new competency around the way time is
managed. Everyone is busy these days, but the big mistake new leaders make
is that they continue to do the things that got them noticed or set them
apart from the pack. Learning how to delegate and work though others is a
The second part of this session will explore the
topic of flow. In our context, we're talking about each person's awareness
of when they are in their best psychological state for learning and
performing. An assignment will be made to examine and identify flow.
[FOR MENTORS ONLY]
Virtual session for Mentors (90
minutes) - Once the Mentors have been identified and have agreed to join the
process, the facilitator will set up a one-hour virtual session with the
Mentors. In this session, Mentors will gain an understanding of the
Mentoring role within the context of this program. They will learn about the
various assessments and how they are to be understood. Lastly, we'll teach
the Mentors about the Socratic method and how to have an effective
conversation with their protégé.