Middle Manager, Supervisor, & Team Leader Development



Management, at every level, continues to take on new and complex dimensions, and this trend is likely to continue.

Almost every management group faces an identical dilemma. Develop an organization that can meet the challenges of tomorrow while continuing to meet the goals of today.

Great middle managers, seasoned superintendents, savvy supervisors, and fantastic team leaders understand why and how their role is essential to achieving organizational goals. They recognize the wisdom of the notion- Knowledge is not power; applied knowledge is power.

Great leaders and managers maintain the linkage between achieving organizational goals and the individual contributors who must accomplish those goals.

The best willingly demonstrate how to:

  • Achieve goals
  • Develop people
  • Solve problems
  • Overcome obstacles

Many senior executives express frustration because not all their managers are up to the necessary tasks.

Today, many people, who hold supervisory positions, were promoted from being a super-worker to being a leader without receiving the benefit of formalized management training and development. As a result, the organization has people who are struggling to make the transition from being a do-er to a manager of tasks and leader of people. In every sense, the under-utilization of organizational assets is the result.

Team Leadership

Development Tailored to Your Circumstances

When done well, management development goes beyond training. We help instill the specific desired attitudes, interpersonal skills, goal achievement techniques, and time management habits your organization craves. As development does occur, this shared information and knowledge becomes internalized, easily accessible, and highly profitable.

Whether we are working with a limited number of participants at a single-site organization or executing large projects on a global basis, we work with you to decide the frequency and duration of your implementation sessions. Our seasoned team helps ensure you have a successful development process.


Elements Typically Utilized for Middle Management, Supervisor, and Team Leader Development

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SUCCESSFUL TEAM LEADERSHIP

Regardless of your actual job title, as a leader, you are responsible to oversee the work and output level of fellow employees within your organization.

  • Examining your role in planning, organizing, staffing, motivating, directing, and evaluating your team
  • Developing yourself as a coach, mentor, and staff development specialist
  • Learning how to achieve the willing cooperation of others
  • Understanding the four core activities needed to function effectively

THE EVER CHANGING MANAGERIAL ROLE

Organizational managers must possess and exercise managerial talent to develop others and be adaptable to ever-changing conditions.

  • Understanding the dynamic role of a manager
  • Accepting responsibility and accountability to create organizational excellence

YOUR LEADERSHIP JOURNEY

Leadership skills and attributes can be identified and then honed to produce a high level of overall effectiveness or, they can remain unrecognized, untapped, and squandered. How you develop and channel your potential into specific directions can significantly impact your future.

  • Resolving the age-old discussion – are leaders born or made?
  • Unleashing your leadership potential
  • Practicing self-leadership – owning your choices
  • Building on your strengths and always learning from your mistakes

LEADERSHIP SUCCESS

Effectively leading people and managing tasks positively influences actions and behaviors toward achieving the desired results, outcomes, or goals.

  • Digging deep to discover success within yourself
  • Understanding authority vs. power – there is a difference
  • Recognizing the three types of formal leadership and taking stock of your behaviors
  • Examining when you become an enhancer, a neutralizer, or a diminisher of others

ACHIEVING GOALS FOR SUCCESS

An influential component of leadership behavior is ensuring goals are not just set but achieved. Become a master goal achiever and not just a master goal setter.

  • Understanding the various types of goals, their best applications, and their elements can lead to more results more often
  • Internalizing the critical components and criteria of the goals achievement process
  • Learning when to properly apply the four different types of goals personally and professionally
  • Working through our copyrighted goal planning process, your action plans, and necessary action steps

MANAGING YOUR TIME

Since you cannot get more time, you have to get more out of the time available. Often, the more time you invest upfront preventing crises, the less time and money you will spend scrambling and reacting to them.

  • Internalizing the concepts of outstanding time management and developing appropriate delegation techniques and attitudes
  • Identifying and eliminating the most common time-wasting habits and traps, including procrastination
  • Making the most of your time - planning with a purpose and putting together time plans that work
  • Effectively managing paperwork and accomplishing routine tasks

MAKING DECISIONS AND SOLVING ISSUES

Effective decision making is like a sharp knife that cuts clean and straight. Inadequate problem-solving capability combined with indecisiveness is like a dull knife that hacks and tears and leaves ragged edges behind.

  • Understanding the linkage between decision making, issue resolution, and our habits of thought
  • Making prompt but not rash decisions – mastering the elements of a sound decision-making process
  • Reaching high-quality decisions more often
  • Gathering important information without procrastinating

PROJECT MANAGEMENT

Because so much of our progress comes through successfully managing projects and process change, a fresh approach allows you to avoid the common traps.

  • Understanding the discipline called project management
  • Understanding the distinction between project management and production management
  • Mastering the Critical Path Method (CPM) and Critical Chain Path Method (CCPM)
  • Understanding Theories of Constraints and managing buffers

COMMUNICATIONS

Communications is a two-way process that involves multiple layers of emotion and frames of reference being understood and successfully managed to get the desired outcomes.

  • Successfully communicating ideas and reducing miscommunication
  • Tying principles of communication and emotions together
  • Mastering listening aggressively and enhancing listening via questions
  • Building stronger relationships through communication

UNDERSTANDING AND AFFIRMING YOU

In a real sense, you are more than just one self. You are a composite of several different selfs that surface and recede according to your daily circumstances.

  • Acquiring a deeper understanding of your three selfs
  • Choosing among your three ego states in a professional environment
  • Focusing on the positive and affirming yourself
  • Developing positive habits can yield positive results

MOTIVATION AND COURAGE

Success and motivation are interdependent and inseparable. You can’t have one without the other.

  • Tapping into both emotion and logic as you lead yourself and others
  • Understanding human needs, common methods of motivation, and personal values drivers
  • Reducing motivation killers - managing worry and handling frustration
  • Sustaining the courage to stay on course

THE POWER OF EMOTIONAL INTELLIGENCE

Researchers estimate that as much as 75% of a person’s ability to succeed can be related to understanding and consistently demonstrating high emotional intelligence.

  • Understanding Emotional Intelligence and its importance to your organization
  • Recognizing behavioral characteristics of high and low emotional intelligence patterns
  • Tying together self-awareness and social awareness
  • Mastering self-management and relationship management

UNDERSTANDING DIVERSITY WHILE CREATING INCLUSION

Almost any conversation and discussion about diversity or inclusivity can trigger an intense emotional response. Considering how prominent this focus is in our everyday environment, we need to know how to handle this subject matter personally and professionally and effectively communicate our thoughts.

  • Understanding what diversity means and involves
  • Recognizing how unconscious or implicit bias can impact our attitude toward diversity
  • Creating the attitudinal change required for course correction
  • Making the power of inclusion happen

BUILDING A SUCCESSFUL TEAM

An effective leader builds the best, most productive team possible. Organizational results - outstanding or poor - often reflect the cohesiveness of your team.

  • Understanding the linkage between technical and interpersonal competency for team success
  • Analyzing and developing trust as a critical component
  • Effectively delegating to others is not abdication
  • Managing Up. Understanding the relationship with your boss

CREATING AND MANAGING PERFORMANCE

Every year an employee is with an organization, they cost more in wages and benefits. It is only fair that their worth and contribution grows in proportion.

  • Developing an environment supporting performance improvement
  • Implementing highly effective training techniques
  • Sustaining performance by providing continuous feedback and reinforcement

EMPLOYEE EVALUATION AND DISCIPLINE

When properly implemented, employee evaluations and disciplinary conversations are never about punishment but rather about direction, redirection, and growth.

  • Conducting the performance evaluation
  • Determining and measuring standards
  • Understanding and implementing the development cycle
  • Taking corrective actions -understanding the proper role of discipline and the disciplinary interview

DEALING WITH NEGATIVE BEHAVIOR

No constant interaction among people will be without problems. An effective manager creates conditions where problems will surface and be dealt with openly and objectively.

  • Understanding how to properly handle subordinate challenges and emotionally charged complaints
  • Learning to receive negative feedback and handling non-team players
  • Creating a problem-solving environment.

YOUR ACTION PLAN – Your Tools for Personal and Professional Achievement

PERSONAL GOALS PROGRAM

  • Dream Inventory (Like a "Bucket List")
  • Self-Evaluation Sections to Develop Yourself as a Total Person
    • Encompasses Mental, Social, Physical, Financial/Career, Family Life, Ethics and Beliefs Development Areas
    • Each section includes a: Self-Evaluation Questionnaire, listing of Past Achievements/Mental Strengths, narrative to capture Where I Stand Now, place to generate personal Goal Categories and establish Priorities

GOAL PLANNING SHEETS WITH AN EXAMPLE AND INSTRUCTIONS

ORGANIZATIONAL GOALS PROGRAM

  • Capturing overall Organizational Goals
  • Creating Divisional - Departmental - Team Goals
  • Position Description including instructions & Worksheet

PRODUCTIVITY

  • Defining Personal Productivity
  • Productivity Evaluation Questionnaire
  • Generating Productivity Goal Categories, establishing Priorities and setting Goals

TIME MANAGEMENT

  • Time Evaluation Matrix and Analysis
  • Time Management Evaluation Questionnaire
  • Generating Time Management Categories, establishing Priorities and setting Time Use Goals

GOALS SUMMARY & GOALS ACCOMPLISHED AREAS

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Components Available to Achieve Results

  • Written Materials - to ensure everyone starts with the same level of knowledge.
  • Audio Materials - to help knowledge become internalized through reinforcement and spaced repetition.
  • Action Planning Workbook - to help distill thought processes and challenges.
  • Participant Interaction - to develop a high level of consensus and commitment.
  • Professional Facilitator - to maximize the beneficial outcome.

Information on Executive & Individual Coaching and Assessment Services

As a direct result of a client request back in 1987, we began working with individuals on a one-to-one basis. Coaching is a direct, highly interactive way for individuals at all levels to take advantage of assistance in developing their own abilities to their fullest potential. It puts action behind the belief that people are the most valuable asset of a business.

After many years of searching, we have found three assessments that are congruent with our people development processes. We were looking for something that without question was quantifiable, valid, reproducible, and objective. They are state-of-the-art versions of the Attribute Index, DISC Index and Values Index.

Paradigm Associates offers the combination of personal assessments along with individual coaching. This can help any individual identify and play to their strengths, identify what land-mines they should avoid, and achieve personal and organizational goals more often.