This course is for people who are new supervisors or who are interested in a supervisory position, as well as those who are team leads or part-time supervisors without a great deal of authority. This course is designed to help participants overcome many of the supervisory problems that they will encounter as a workplace leader. Dealing with the problems that a new supervisor encounters isn’t easy, but it doesn’t have to lead to discouragement. This will help you know how to:

Employees work better and more efficiently when their workspaces are well laid out. On the other hand, offices that are cluttered or chaotic tend to promote similar working environments. This principle extends beyond the workstation into how the office itself is organised. A well planned office leads to greater productivity with fewer interruptions and less time wasted each day. As a result, it is well worth your time to learn more about how to plan for the perfect office for your company’s needs.

With a host of new challenges and responsibilities to tackle, new supervisors need training that helps them adjust to their new role. Learning how to supervise your new employees on a trial and error basis can lead to discouragement. This course can help you overcome many of the problems a new supervisor may encounter, and to set the groundwork for a successful change in your working life! You will be able to:

“Time is money”, the saying goes, but lots of it gets lost in disorganization and disruption. Many people find that they flit from one task to another, trying to get everything done. By implementing the right time management tools and techniques you can become more efficient at work, reduce stress and enjoy a good work-life balance.

In this course, you will learn how to make the most of your time by setting your goals and identifying your priorities, getting a grip on your workflow and office space, using your planner effectively, and more.

OBJECTIVES

As a manager, you’re probably used to dealing with tough situations: employees who insist on being late, team members who miss deadlines, and staff members who can’t get along. But conversations about an employee’s personal appearance are a whole different ball game. It’s something that we often avoid talking about, or worse, make light of. This has two major themes. First, we’ll give you a framework for having those tough conversations. We’ll also give you some guidelines for customizing that framework for your organization.