Embedded Files
WORKSHOP
WORKSHOP
FIELD TIME
FIELD TIME
SUPPORT
SUPPORT
Learning in Classroom
•Learn some basics
•Learn things you didn’t know
•Learn by practicing
•Experience learning
•Effective team work
•Setting expectations
Experiential Learning
•Find a Mentor
•Boss, Peer, and Worker feedback
•Set Goals and Objectives
•Job Shadowing
•Apply learnings
•Facilitate Team Learning Activities
•Develop a leadership growth plan
Ongoing Support (In house)
•Regular Open discussions
•Start Coaching Others
•Assist with breakdowns
•Keeping yourself and others to account
•Challenge yourself
•Focus on improving things vs Status Quo
Target Audience: (1) Anyone in an authority role; (2) Anyone in a role technical or support role required to influence others (leading without authority)
In our workshop, we do cover and focus a lot on the people skills, but those alone will not make you or your organization successful. In my experience, most organizations spend little time really developing practical hands role defining material. We assume someone will know how to do their job when they are hired or promoted from the ranks. The typical HR job descriptions are inadequate to onboard someone into their new role. We need to be clear on the purpose of the role , What Good Looks Like, how they can do the job and how we will support them to excel in their role. It is not easy, it will require some hard work to create and develop these tools but they will help ensure consistent, long-term sustainable success. Most programs focus on the "What", hence the reason they fail.
Example Workshop Layout:
Once you become a leader, it's all about people. It's about you learning to lead those who actually do the work and enabling them to do it safely and efficiently. You probably got promoted because you were the best at doing the work. You must learn to direct and coordinate the team activities and let others do their jobs. Those that require assistance require your help. This is where you show them what good looks like and show them how to do the work.
Do you remember how you felt when your boss TOLD you how to do something you already knew how to do well? Why not ask your experienced team members how they are planning to do the work, and add to their approach. Over the years I have developed 4 leadership styles for workers at different readiness levels. I use 3 criteria (Will, Skill and Confidence) for each of my direct reports. I also maintain a basic competency matrix containing skill/experience/knowledge sets that I believe the role requires to do their job well. Most organization don't have any of these. As a person in charge of a team, you will have 2 choices - Lead or be led. No one will create these for you. The time invested in developing this material is well worth. It will help your team shine. If your team shines you will too.
Remember it is no longer about you!!
Remember it is no longer about you!!
Setting Yourself up for Success
Setting Yourself up for Success
•Defined Business Processes and Standards
•Clear roles and accountabilities
•Clear expectations by leadership
•A Culture of asking questions and understanding why
•Reward good behaviour and challenge poor behaviours
•Keep it simple!!
It’s all about people
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