Supervisory Skills

Does the scenario of poor productivity, far to many safety incidents and the finger of blame pointing at the supervisor or lead hand seem familiar? If supervisors have been placed in the role for which they're not trained, capable or competent, theniStock 000019432424Small the blame is not directly theirs but certainly is that of the general foreman, the superintendent, the manager, the Human Resources function and that of senior leadership (ultimately the CEO and President). It's not an uncommon scenario either, nor is the one of the superintendent ranting obscenely at the general foreman, in full public view and hearing, when something's gone wrong.

Does anyone in a company or organisation really know or understand what a supervisor has to do and just what 'A Day in the Life of a Supervisor' really looks like? It's certainly more than just getting the workforce to produce 'x' amount of widgets, or to ensure the dump-truck drivers maintain their distances from each other so as to prevent queuing at the shovel, or to make sure that the person appointed to do Safety Watch to prevent the track crew from being struck by a train is doing his job or ensuring that no incidents, accidents or near misses occur. It's a full day for the supervisor, and one that bears a heavy burden of responsibilities.

We can empower your supervisors with the skills, knowledge, competence and confidence they deserve.

With little in the way of supervisory skills training and development that is readily available, and with little or no coaching or skills applied to develop supervisors, most companies who desire to train their supervisors may turn to a supplier of 'death by presentation' materiel or might be able to purchase a dated supervisory skills video that doesn't fit with their industry or regimes, whilst the bigger, global entities have excellent internal supervisory, managerial and leadership programmes that are generally unavailable to outsiders. railworkersFor those non-global entities, help is at hand as Taylor & Taylor Consultants have 'The Competent Supervisor' solution to fit any industry in Canada, the US or overseas. We know what 'A Day in the Life of a Supervisor' really is can determine what it should be in any industry, company, organisation or environment.

Competency Framework

Our solution is based around the supervisor in your company, your organisation and on what he or she has to do to be safe, productive and successful, and where, in becoming successful, they earn the respect and rewards due and are prepared for further advancement. The uniqueness of our solution is founded on a competency-based approach, beginning with assessing/re-defining the role of the supervisor, producing 'A Day in the Life of a Supervisor', and leading into the development of a competency framework, the defining of the competency output and learning outcomes, building the input materiel and assessment methodology to prove competence. The process includes application and demonstration of new knowledge, skills and competence in the field, on the shop floor or even in the office, assisted by coaching and mentoring. Clients can rule that all those who succeed can retain their jobs, and even be considered for pay increases, bonuses and future promotion! Those who don't perform well could re-enter the programme to try again, all of course according the employer's policy and procedures or discretion. It is a great 'levelling' mechanism to set the standard of performance for all supervisors, lead hands and even general foremen, shutterstock 174329027superintendents, managers and more!

Whilst it would be most unwise to create great supervisors when those above them are less than great themselves and who have perhaps, without relevant training and development themselves, risen to places where they shouldn't be (the Peter Principle "In a hierarchically structured administration, people tend to be promoted up to their level of incompetence," or, in simpler terms, "The cream rises until it sours”). To overcome such a scenario, clients could place their general foremen, superintendents, managers and even senior leadership on the same programme as the supervisors and lead hands. The advantages and benefits to companies and organisations of such a move is obvious and needs not to be stated here!

Competency Skills Sets

Critical supervisory skill sets fall under the three main categories of Personal and Interpersonal Skills; Technical, Professional and Operational Knowledge; and, Leadership Behaviours and Practices.

Each category addresses a variety of skill sets and sub-skills sets, typically addressing Natural Strengths, Adaptability, Winning Communication Styles, Workplace Communication, Managing Conflict, Technical Knowledge, Industry Experience, Productivity Management, Safety Management, Planning and Organising, Organisational Culture, Coaching and Mentoring, People Management, Decision Making, Self Management, Leading and Developing Teams; and, Promoting, Managing Change through to Implementing Improvements.

The Competent Supervisor

'The Competent Supervisor' is a training and development programme that will meet the skills and competencies as identified and defined in the competency framework. It provides an integrated approach to delivery of Competency-Based Training and performance outcomes throughout a variety of operational areas, and will permit scrutiny and comparability of results across the entire organisation.

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Competency-Based Training

The philosophy behind the desired outcome of producing 'The Competent Supervisor' is in a series of training interventions or modules designed for specific client companies and organisations, delivered at client sites by Taylor & Taylor Consultants during an agreed period, each with learning and competency outcomes. In effect, 'The Competent Supervisor' training programme demands commitment and dedication of time, effort and a willingness to succeed. Time per cohort will be required for training in the classroom and for coaching, mentoring and assessment in the field under working conditions. Each module would be repeated until all cohorts (or candidates) have completed them. Success for a candidate is determined by completing the module, passing a multi-choice exam for that module and by assessment of module learning outcomes and competency prior to moving on to the next module in the programme. New candidates will find it easy to join the programme, as will those candidates who are required to re-visit the training as the programme can be rolled along over any period of time and modules can be repeated as often as is required.

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Contact Taylor & Taylor Consultants to empower your supervisors with the skills, knowledge, competence and confidence they deserve.