Dr. Larry Iverson
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Exceptional Supervisor
Team Effectiveness
Time Mastery

The Exceptional Supervisor

Optimizing Your Potential and
Achieving Outstanding Results

A Professional Development Program
Tailored for Your Team



(206) 772-9277

Roles of a Skillful Supervisor Include:

  • Trust Builder
  • Team Leader
  • Motivational Partner
  • Diversity Strategist
  • Employee Mentor/Counselor
  • Time Manager
  • Skilled Communicator
  • Collaborative Coach
  • Tension/Conflict Manager
  • Options Generator
  • Results Evaluator
  • Creative Problem Solver

Training Objectives Which Assist Supervisors
in Achieving Greater Professional Effectiveness

  • Use proven practices for better time management which also empowers employees.
  • Know specifically how to use verbal and non-verbal communications more masterfully.
  • Create an atmosphere of collaboration for improved supervisor to employee relations.
  • Know how to immediately apply the 5 foundational principles of the consultative management process, creating a partnership with your employees.
  • Encourage diversity through appropriate management attitudes and actions.
  • Learn proven coaching techniques supervisors can use immediately to improve employee performance and morale.
  • Learn methods for overcoming conflicts which block supervisory effectiveness.
  • Apply knowledge promoting buy-in through needs analysis and values alignment.
  • Learn how highly effective supervisors encourage employees to set, and then reach, their goals.
  • Know how to break-through low productivity and build team synergy.
  • Learn strategies which diminish mis-communications and reduce conflicts.
  • Use a step-by-step disciplinary plan that gets the employee actively involved.

Purpose of This Training

This program is designed to give supervisors essential skills for effectively managing employees. Working as a consultative partner, supervisors can keep productivity high, while building greater job satisfaction for employees. This program incorporates strategies beneficial to anyone in a supervisory type leadership role. It's a synthesis of research on what it takes to become an exceptional supervisor.

This highly interactive workshop provides tools for becoming an exceptional supervisor. It's structured for maximum learning effectiveness and retention. People learn best by a combination of seeing, hearing and doing. Therefore, participants will experience a carefully designed combination of:

  1. Information that is innovative, engaging and thought provoking.
  2. Evaluation instruments that will give insights into their personal patterns.
  3. Specially designed exercises, brainstorming and experiments which give hands-on experience so the participants enhance their supervisory effectiveness.
  4. Written exercises and interactive discussions for clarification and skill development.

Workshop Approach

Keeping the class size to 20 to 25 participants per session will facilitate maximum involvement of the attendees. This allows them to have a significant amount of one-to-one interaction with the instructor. At the conclusion of this program, participants who completed all sessions will receive a certificate of completion for their achievement.

This supervisory seminar is an integration of proven supervisory, conflict management, team building and communication strategies for creating a winning team. For supervisors to achieve a high level of productivity with their team, and employee satisfaction from their working relationship, new models and the principles associated with consultative partnering will be developed. These skills blend together to improve communication, counteract low productivity and increase employee proactiveness. This training doesn't just give what to do, it delivers the best practices on how to do it, and the reasons why these strategies work.

Learning Goals & Objectives of the Training

Through skillful application of the principles and practices learned in the 12 modules, supervisors can greatly increase their effectiveness. This training provides insightful applications of the traits and skills documented to be of highest value to exceptional supervisors.

1. The Effective Supervisor

Knowing and using effective supervisory strategies separates mediocre performance and team work from those who achieve excellence. Developing critical management skills is no accident. There are three key traits of great supervisors which are automatically applied by the best. Supervisors must be able to rapidly evaluate what's needed for both the people and the project. They must utilize the simple, but effective steps to help manage time more effectively. In this is also how to avoid the most common traps in delegation work and having follow-through lead to the desired outcome. The basics of great supervisory skills lead the team ever closer to achieving their goals and producing great results.

  • Learn the management skills of highly successful supervisors, and how you can apply them to your management style.
  • Know the ten key distinctions between supervising and leading so you can better move between those essential roles.
  • Learn to utilize the primary elements on which credibility is built.
  • Implement the four strategic abilities of highly successful team leaders.
  • Create an environment that nurtures the respect and support of others.
  • Know seven proven ways to get your job done faster and more easily.
  • Improve your ability to make decisions on the most appropriate course of action.
  • Learn effectiveness strategies for managing the administrative aspects of the supervisory role.
  • Understand the eight question framework for building alignment with the project to be done.

2. Building Commitment from Collective Vision, Values & Goals

Achievement is the result of clear goals and a strong drive. An inspiring vision creates sustained commitment to a path of action. Supervising in its best form steers employees on the best path, assists them in figuring-out course corrections and empowers them to take action. Supporting employees in developing ownership in their work and relationships are basic skills of effective supervisors. Understanding how to find the de-motivators of the team is a prerequisite. By learning how to draw out the unique strengths of the employees the supervisor saves time and energy, and has a happier and more productive team.

  • Know five ways to effectively communicate your expectations to employees for superior results.
  • Apply strategies for employee motivation which helps them excel.
  • Learn how to ask clarifying questions which align your people with the vision and goals to be achieved.
  • Understand how to uncover an employees' passion.
  • Learn to distinguish between "means" and "ends" goals and values for increased productivity and personal empowerment.
  • Know supervisory techniques which drive out fear and resistance while building trust and collaboration.
  • Become more flexible in adapting to the needs of a changing situation.
  • Follow one simple habit that lets you better control your time.

3. Successful Partnering Produces Consistent Results

Partnering is for any person who deals directly with others. Supervisors and managers working as consultative partners is a requirement for 21st century organizations to succeed. There are times when the supervisor has to counsel or coach a "partner". Or they'll have to take disciplinary action. Every contact a supervisor has with an employee helps or hurts your organization. Partnering is establishing and maintaining great communication and service excellence, leading on to the pathway of success. Incorporating strategic elements essential to supervisory style flexibility builds satisfying, long-term partner type relationships. Not all parts of managing others are fun. But when you have the respect of employees, and work with them as a partner would, team effectiveness and productivity takes a major step forward.

  • Refine skills for moving assertively into consultative management/partnering.
  • Know the two primary ways to promote passion in employees.
  • Know how to make every contact an "interpersonal marketing" opportunity--building alliance and goodwill.
  • Deliver course correction messages about performance to employees so they don't become defensive and still feel valued.
  • Gain techniques for "educating" your way out of a problem instead of just haggling.
  • Learn facilitation strategies which build encourage accountability and responsibility by all team members.
  • Apply communication strategies for building win/win relationships.
  • Build more effective relationships through applying the four nested frames of personal performance.
  • Rapidly overcome blocks to accomplishment through three step leverage.

4. The Psychology of Language and Behavior

Supervisors who communicate accurately have an edge over those who don't. Motivation, performance and teamwork all thrive in an environment of rich communication. During this part of the training, supervisors will get a handle on how they can communicate better within themselves, and between them and others. Outer relationships are a mirror of the resources a person has within that they can draw upon. Becoming the best they can be is required for creating great working relationships. All business revolves around interpersonal relationships--leader to employee, employee to employee, or employee to client. Interpersonal relationships are founded on communication. If the communication is effective and accurate, the relationships will grow and achieve the desired results. If the communication foundation is not good the relationship will founder. Great communication is part of the essential bedrock of effective supervisory skills.

  • Learn nine ways to rapidly build rapport with others.
  • Know how to "read" people better so you have less mis-communication.
  • Develop the ability to correctly focus your communications direction for the person.
  • Understand the skill of listening people into course-corrections.
  • Learn to use the nonverbal side of communication to get more from employees.
  • How to effectively use the two types of true motivation, and avoid the 3 de-motivators, with your employees.
  • Know what to do to persuade uncommunicative employees to listen.
  • Ensure you can break down the barriers that block communication.
  • Maintain your power base through strengthening your ability to influence in all 4 areas in which conflict can occur.
  • How to get your ego out of the way so you don't become defensive if someone is negative or is giving you a hard time.
  • Know how to speak so that synergy is built between you and others.
  • Learn how to communicate with your body language so the interaction flows.

5. Managing Conflict and Interpersonal Difficulties

Disagreement in human relationships is a natural and normal part of dealing with others. How long a disagreement lasts, how far it escalates and how frequently it occurs is within your control. Without conflict there would be no progress. Solving problems and overcoming conflicts is a core skill required in effective management. Tension is like a propellant driving human heat seeking missiles. Without it work is boring, relationships stagnate, creativity is low and satisfaction of accomplishment just doesn't feel as fulfilling.

Being able to manage the levels of tension required for team effectiveness is a highly refined skill (because individuals require varying levels of it to work up to their potential.) Does this mean you want to be out there wrecking havoc on employees so they feel the tension? No, yet you need to provide background stimuli so they feel motivated to achieve. The skills to manage conflict and the skills to trigger motivation are intertwined. The most effective supervisors know how to manage each.

  • Learn precisely what to do to manage the "trigger" responsible for over 80% of all conflicts.
  • Gain a strategy for using conflict to bolster change and transformation.
  • Add new appropriate responses for managing diversity issues.
  • Know how your attitude (good or bad) shows during a conflict, and how to make sure you are giving the signals that enhance effectiveness.
  • Understand the 4 areas of conflict and what is required to resolve each of them.
  • Assess your own primary style of conflict, and how to move from it into other styles which may be more appropriate for a given situation.
  • Learn how to move people from a grumpy deadlock into a positive action-plan.
  • Use the 6 steps to giving "constructive direction" (versus constructive criticism ) for assisting your people to become the best they can be.
  • Discover a formula for quickly diffusing an emotionally charged situation.
  • Be able to adapt the root sources of influence to your situational management style so you persuade more effectively and enhance personal credibility.

6. Supervisory Strategies which Get Results

Great relations between employees and management do not happen automatically. Employees work primarily to get the tasks done, while supervisors and managers work to organize and keep employees on track. This can become a highly charged situation. The managing of the relationship makes a major difference in effectiveness and productivity. Each contact between supervisors and their employees is an opportunity to foster the relationship and strengthen the team. This session will help supervisors learn today's best supervisory techniques.

  • The essentials--what, why, how and when of relationship management.
  • What to do to keep yourself from being caught in the middle between your employees and other management co-workers.
  • Know how to ethically influence others.
  • Understand how to project a "can do" attitude people respect and admire.
  • Understand the central principles for making deposits into another person's "emotional bank account." Also understand key factors causing withdrawals from the "emotional bank account" which damages the relationship.
  • Learn strategies which assist in building a winning image of you and your organization in your employees' minds.
  • Apply the "Drip Watering Strategy" to building strong relationships with employees and making sure their needs are being met.
  • Maximize your question asking abilities so you quickly and easily elicit needed information.
  • How to project a persona that enhances your credibility and professionalism.
  • Refine your ability to mentor employees into making changes with less stress.

7. Make Your Team Sizzle Through Coaching

"If it is to be, it's up to me" is the motto of achievers. This doesn't mean that you do it all yourself. Or that you have to be on fire every moment of every day. Proactive thinking leads to action and stimulates innovation and creativity which are essential in the competitive arena today. Your perspective and skills can be effectively transferred to your team through effective coaching. The supervisor and team need to build on the resources of each member and work synergistically. They innovate so they don't become stuck in just doing a routine. Together the team leader and team are greater than the sum of the parts. There's passion through collaboration while supporting the vision and working toward worthwhile goals.

  • Know how to avoid the fatal flaws of failed coaches.
  • How to promote "buy-in" to the organizational goals and goal setting.
  • Clarification of a no-nonsense method for developing a vision that is truly shared by all your people.
  • How to sell your team on itself to build deeper pride and professionalism.
  • Capitalize on three things that keep most teams stuck.
  • How to set realistic deadlines and make sure they're met.
  • Implement the 20 question method for stimulating innovation and creativity.
  • How to coach your people into being better self-managers.
  • Learn the 7 Step Coaching Model, proven effective for thousands of managers.
  • Know the right and wrong ways to say "no" so the relationship isn't damaged.
  • Manage complaints (instead of just reacting to them) for maximum satisfaction and faster resolution with an upset employee.
  • Learn the 6 things all questions do that help or hinder your discussions.
  • Avoid overwhelm and maintain your professionalism in tough situations.

8. Emotional Intelligence for Sustained Success

Emotional intelligence is being widely studied by universities worldwide. It is now being applied to business, art, medicine, sports, communications, and much more. Through applying the five dimensions of EI, you can enhance your chances of success in all areas of your life, and increase your level of personal satisfaction exponentially. Napoleon Hill, author of Think and Grow Rich said, "Success leaves tracks which we can follow." He also said, "Sustained success is no accident." During this session the "practice" of supervisory success will be integrated with the other information which came before. Sustained successful action results only when success has first been believed and experienced within the individual. There are 3 core beliefs which the ongoingly successful in every field run their lives by. Participants will explore these and learn to use them as signposts for determining if they (and their employees) are on-track.

  • Understand how to apply the 8 foundational principles of success.
  • Know how to keep strong personalities from dominating everyone else.
  • Learn how to use emotional intelligence to generate influence when appropriate.
  • Breathe life into the organization's values. Take it beyond "Just my job ."
  • How to ensure cooperation and communication between team members and between different teams.
  • Know 7 decisive steps for leader/employee/team collaboration.
  • Learn unsuspected ways an "us versus them" culture gets created and how to break or reverse the pattern.
  • Understand how to supervise an overachiever without killing their motivation.
  • How to eliminate worry and doubt which may cause absenteeism, frequent sickness, drug or alcohol problems, relational difficulties, and low morale.
  • Know how to implement emotional intelligence within all of your relationships.
  • Learn how you and your team can "win all the time".

9. Inspiring Your Team to Reach High and Take Action

If you experience a lack of proactiveness within your team, faulty buy-in is at least 50% of the problem. There are 5 distinct components in the team buy-in process--and very few people consistently and gracefully move through these with success. Harvard Business School research found that 86% of the people feeling dissatisfied with their jobs listed misaligned values and no passion for their work as a major contributor. Is that any wonder when there is confusion about the specifics of work? Policies, procedures, empowerment, authority, attitudes and actions all blend together to create a motivated, satisfied work force. Getting team members to "step-up" to personal proactiveness is the result of appropriate attitudes and actions of the management team. Knowing how to connect with employees facilitates belief in the manager and possibilities of achievement.

  • How to involve someone who would rather be left alone.
  • Learn pacing skills to rapidly energize project collaborators.
  • Apply the critical ingredients of self-management which self-starters use.
  • Understand how to use a problem to grow the team relationship.
  • Know techniques to encourage team contribution while still recognizing individual achievement.
  • Learn a blueprint framework to help your partners creatively problem-solve together.
  • Know the seven characteristics of highly effective and personally empowering partnerships.
  • Manage conflict or obstacles so effectively that the team gets an energy boost (instead of energy drain) from going through the process.
  • Make continuous quality improvements in less time--at no additional cost.

10. Decision Making Strategies & Delegation Skills

If you experience miscommunications and misunderstandings, faulty discernment is at least 50% of the problem. There are 5 distinct components in the communication discernment process--and very few people consistently and gracefully move through these with success. Harvard Business School research found that 74% of the people feeling dissatisfied with their jobs listed poor communication and interactional skills as a major contributor. Is that any wonder when the top 500 words in the English language have over 14,000 dictionary definitions? Without effective communication skills, effective relationships are very difficult to create and maintain.

  • Learn how to utilize the five stages of the effective delegation process.
  • Know the ten factors crucial to determining if a task should be delegated or not.
  • Refine abilities to build a collaboration which eliminates the 10 most common "people problems" team partnerships encounter.
  • Take the Delegation Skills Assessment to evaluate your current delegation practices.
  • Understand how to use the delegation process to build employees esteem and vision.
  • Know how to set the employee up for success in taking on the delegated responsibility.
  • Understand the ramifications of the six different debrief reporting systems.
  • Implement a debriefing process so you can assure the delegate is on track and achieving.
  • Learn the nine traits of great decision makers.
  • Know how to avoid the eight types of "information drift" which warps a decision.
  • Learn the six hats critical thinking strategy for improving the effectiveness of any decision to be made.
  • Begin building a "golden gut" for more rapid and insightful decision making.

11. Managing the Rapids of Change

Imagine this. Your travel agent calls and tells you about an exciting vacation package. They admit it's a bit different than other trips they've offered. To start with, they can't tell you where you're going. Nor can they be certain that you'll arrive at your destination. The trip will be fun, exciting, challenging, and to a degree--dangerous. Finally, they tell you that the trip starts tomorrow and you need to buy your ticket immediately. Most of us would reject that offer out of hand, without even thinking about it. But the truth is that we are all on that journey. The journey is the future. We are embarking into the future, and the trip has many uncertainties. The only difference between the imaginary trip and reality is that we have no choice. We are on that trip and change is the only certainty.

  • Manage each of the 3 core phases of change and have a more cohesive team.
  • Understand how to use the only 2 reasons why people are motivated to take action.
  • Know 5 techniques which effectively deal with resistance to change.
  • Learn how to "season" partners into flowing through transitions.
  • Know how to use motivation strategies for promoting "buy-in" from the very top to the bottom of the organization.
  • Understand the convincer strategy process by which someone is convinced.
  • Understand techniques for increasing personal proactiveness.
  • How to promote harmony, synergy and innovation in your team.

12. Handling Stress & Pressure so You Increase Personal Satisfaction and Avoid Burning-Out

Psychosocial stress and pressure in our culture has become a dangerous problem, unremitting in its effects. One tragic consequence of this is that stress-related psychological and physical disorders have become the number one social and health problems in the last decade. Stress induced health problems have long since replaced epidemics of infectious disease as the major medical problem of today. During recent years, four disorders have become especially prominent in the United States, Western Europe, and Japan. Described as the afflictions of civilization, they are heart disease, cancer, arthritis, and respiratory illnesses. These four disorders are most prevalent in the sophisticated, developed areas of the world. Standard medical textbooks used in the United States and European medical schools state that between 50-80% of all illnesses are related in some way to chronic stress. Proactive stress management is crucial.

  1. Know how to manage stressors which block peak performance.
  2. How to curb the peaks and valleys of handling people and smooth out emotions.
  3. Learn how to decrease stress, stimulate motivation and boost morale.
  4. Learn 6 ingenious ways to more easily disconnect from things that push your buttons.
  5. How to strategically align values to reduce interpersonal tension.
  6. Know how to tell when stress is mounting so you can diffuse it before it gets you.
  7. Enhance your ability to maintain professionalism while dealing with difficult people.
  8. Overwhelm occurs for only 4 reasons--learn how you can beat them all.
  9. How to increase your energy level and keep it higher in all situations.
  10. Understand the 3 phases of burnout and the stress signals for each.
  11. Transform burnout potential into productive energy while you stay relaxed.

Four-Week Assimilation Process

There will be an assimilation strategy implemented for participants of this training. During that time the program participants will have homework to assist them in incorporating the learning into their everyday supervisory experience. They will have a partner from the class who they work with during the four weeks. His/her partner will challenge and encourage them to work on their Action Plan learning goals, which they will set at the end of each training session. The manager of the attending supervisor will know the goals set by the training participant, and will be involved in carrying on the learning process after the course is completed.

  • Reinforce and ingrain program concepts during the weeks following the training.
  • Ensure lasting change in your organization through individual Action Plans.
  • Target your professional development goals for optimum results.
  • Have a coach to keep the process on-track.
  • Create a time-line for implementation so team and individual outcomes are achieved.

Contact The Institute for Advanced Development today for pricing or more detailed information.
(206) 772-9277 or email our Customer Service Representative

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