Supervising Others Sample Powerpoint

Page 1

Supervising Others


Module One: Getting Started Welcome to the Supervising Others workshop. Supervising others can be a tough job. Between managing your own time and projects, helping your team members solve problems and complete tasks, and helping other supervisors, your day can fill up before you know it. This workshop will help supervisors become more efficient.

Good management consists in showing average people how to do the work of superior people. John D. Rockefeller


Workshop Objectives

Set expectations

Delegate appropriately

Resolve conflicts


Module Two: Setting Expectations First things first: your employees need to know what you expect of them in order to succeed. In this module, we will work through the four steps of setting expectations. 1. Define the requirements. 2. Identify opportunities for improvement and growth. 3. Discuss the requirements. 4. Put it all in writing.

Management is nothing more than motivating other people. Lee Iacocca


Defining the Requirements

Tie into organizational goals? Key parts to the task? End result look like?


Identifying Opportunities for Improvement and Growth

Encourage growth Provide support Try new things


Setting Verbal Expectations Ho w Wh y

Wh o 5 W’ s Wh ere

Wh at Wh en


Putting Expectations in Writing

Recorded

Shared with employee

Refer back to it


Module Two: Review Questions 1.The following is NOT a question you would ask when Defining Requirements for a task: a)What are the key parts of the task? b)What steps will be involved? c)Why are we doing this task? d)None of the above 2.The best expectations are those which: a)Bog employees down with work b)Encourage growth and development c) Encourage team work d)Are easy to fulfil


Module Two: Review Questions 3.Leadership and encouragement is essential for: a)Employee development and growth b)Task delegation and retribution c) An action plan d)Both b and c 4.The following statement is TRUE: a)Expectations can be verbal b)Expectations can be written only c) Expectations can be both written and verbal d)Expectations should be written in silence


Module Two: Review Questions 5.Which of these best fits the 5 W’s and H? a)Who, What, Whether, When, Why and How b)Who, Whether, Why, When, Where and How c) Who, What, Why, When, Where and How d)All of the above. 6.When noting expectations you should: a)Write them down then throw the document away b)Keep the document on record c) Never put anything in writing for legal reasons d)None of the above


Module Two: Review Questions 7.The following statement is FALSE: a)The first step is to define requirements for the task b)The third step is to discuss requirements for the task c) The fourth step is to talk to the employee about the task d)The second step is to identify opportunities for improvement and growth 8.Which is NOT one of the four steps for Setting Expectations? a)Identifying Opportunities for Improvement and Growth b)Defining Requirements c) Setting Tasks d)Discussing the Requirements


Module Two: Review Questions 9.The first step in Setting Expectations is: a)Identifying Opportunities for Improvement and Growth b)Defining Requirements c) Setting Tasks d)Discussing the Requirements 10.After you have developed a set of criteria you should: a)Review it with yourself b)Implement it straight away c) Review it with the employee in question d)Both b and c


Module Two: Review Questions 1.The following is NOT a question you would ask when Defining Requirements for a task: a)What are the key parts of the task? b)What steps will be involved? c)Why are we doing this task? d)None of the above 2.The best expectations are those which: a)Bog employees down with work b)Encourage growth and development c) Encourage team work d)Are easy to fulfil


Module Two: Review Questions 3.Leadership and encouragement is essential for: a)Employee development and growth b)Task delegation and retribution c) An action plan d)Both b and c 4.The following statement is TRUE: a)Expectations can be verbal b)Expectations can be written only c) Expectations can be both written and verbal d)Expectations should be written in silence


Module Two: Review Questions 5.Which of these best fits the 5 W’s and H? a)Who, What, Whether, When, Why and How b)Who, Whether, Why, When, Where and How c) Who, What, Why, When, Where and How d)All of the above. 6.When noting expectations you should: a)Write them down then throw the document away b)Keep the document on record c) Never put anything in writing for legal reasons d)None of the above


Module Two: Review Questions 7.The following statement is FALSE: a)The first step is to define requirements for the task b)The third step is to discuss requirements for the task c) The fourth step is to talk to the employee about the task d)The second step is to identify opportunities for improvement and growth 8.Which is NOT one of the four steps for Setting Expectations? a)Identifying Opportunities for Improvement and Growth b)Defining Requirements c) Setting Tasks d)Discussing the Requirements


Module Two: Review Questions 9.The first step in Setting Expectations is: a)Identifying Opportunities for Improvement and Growth b)Defining Requirements c) Setting Tasks d)Discussing the Requirements 10.After you have developed a set of criteria you should: a)Review it with yourself b)Implement it straight away c) Review it with the employee in question d)Both b and c


Module Three: Setting Goals Goal setting is the single most important life skill that, unfortunately, most people never learn how to do properly. Goal setting can be used in every single area of your life, including financial, physical, personal development, relationships, or spiritual growth.

Setting goals is the first step in turning the invisible into the visible. Anthony Robbins


Understanding Cascading Goals Executives - Increase profits by 10% Marketing Director - Increase market share by 5% Supervisor of Print Advertisements - Run 25% more ads with same cost Newspaper Advertisement Representative - Increase ads without increasing costs


The SMART Way Specific Measurable Achievable Relevant Timed


The Three P’s

Positive

Personal

Possible


Helping Others Set Goals In line with the organization Prepared with some ideas SMART way Three P’s


Module Three: Review Questions 1.Which of the following is FALSE with regards to Goal setting? a)It can be used in every single area of your life b)Most people never use it properly c)It includes financial and physical aspects – and many others d)None of the above 2.According to Brian Tracy’s book Goals: a)Fewer than 3% of people have clear, written goals, and a plan for getting there b)More than 3% of people have clear, written goals, and a plan for getting there c) More than 3% of people have clear, written goals, and no plan for getting there d)Fewer than 3% of people have clear, written goals, and no plan for getting there


Module Three: Review Questions 3.What is a Cascading Goal? a)When executives set a goal and it stays with them b)When executives set a goal and it flows down to their inferiors c) When executives set a goal and it flows down through the organization d)Both b and c 4.The SMART Way stands for: a)Specific, Measurable, Asinine, Relevant, Troublesome b)Specific, Measurable, Achievable, Relevant, Timed c) Specific, Measurable, Approachable, Relevant, Timeous d)None of the above


Module Three: Review Questions 5.The Measurable Part of SMART means: a)You should set deadlines for your goals b)You should define your core values c) You should be clear on what you want d)You should implement an objective measuring system 6.The Relevant Section of SMART means: a)You should set deadlines for your goals b)You should define your core values c) You should be clear on what you want d)You should implement an objective measuring system


Module Three: Review Questions 7.What are the Three P’s of long-term goals? a)Positive, Probable, Personal b)Positive, Personal, Problematic c) Positive, Personal, Possible d)Positive, Possible, Probable 8.Before setting goals for others, one should: a)Write a memoir on your own goals b)Set your own goals using the SMART and PPP guidelines c) Ignore personal development goals d)All of the above


Module Three: Review Questions 9.When setting goals for the employee, one should: a)Be prepared with several goals for the employee b)Ask the employee to come without any goals c) Don’t meet with employee d)Demand that the employee come to a meeting right away 10.In the meeting with the employee, the employee should: a)Add action steps for each goal b)Write down the goals you have decided upon c) Finalize the document and send you a copy d)All of the above


Module Three: Review Questions 1.Which of the following is FALSE with regards to Goal setting? a)It can be used in every single area of your life b)Most people never use it properly c)It includes financial and physical aspects – and many others d)None of the above 2.According to Brian Tracy’s book Goals: a)Fewer than 3% of people have clear, written goals, and a plan for getting there b)More than 3% of people have clear, written goals, and a plan for getting there c) More than 3% of people have clear, written goals, and no plan for getting there d)Fewer than 3% of people have clear, written goals, and no plan for getting there


Module Three: Review Questions 3.What is a Cascading Goal? a)When executives set a goal and it stays with them b)When executives set a goal and it flows down to their inferiors c) When executives set a goal and it flows down through the organization d)Both b and c 4.The SMART Way stands for: a)Specific, Measurable, Asinine, Relevant, Troublesome b)Specific, Measurable, Achievable, Relevant, Timed c) Specific, Measurable, Approachable, Relevant, Timeous d)None of the above


Module Three: Review Questions 5.The Measurable Part of SMART means: a)You should set deadlines for your goals b)You should define your core values c) You should be clear on what you want d)You should implement an objective measuring system 6.The Relevant Section of SMART means: a)You should set deadlines for your goals b)You should define your core values c) You should be clear on what you want d)You should implement an objective measuring system


Module Three: Review Questions 7.What are the Three P’s of long-term goals? a)Positive, Probable, Personal b)Positive, Personal, Problematic c) Positive, Personal, Possible d)Positive, Possible, Probable 8.Before setting goals for others, one should: a)Write a memoir on your own goals b)Set your own goals using the SMART and PPP guidelines c) Ignore personal development goals d)All of the above


Module Three: Review Questions 9.When setting goals for the employee, one should: a)Be prepared with several goals for the employee b)Ask the employee to come without any goals c) Don’t meet with employee d)Demand that the employee come to a meeting right away 10.In the meeting with the employee, the employee should: a)Add action steps for each goal b)Write down the goals you have decided upon c) Finalize the document and send you a copy d)All of the above


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