The Holt Supervisory Series I is comprised of six courses presented over a 6-8 week period. It addresses the professional development of supervisors and develops their skills in maximizing the performance of the people they manage. Topics include interviewing skills, coaching, counseling and discipline, and conducting performance appraisals.

The Role of the Supervisor

At the end of this class, participants will be able to:

• Define what they think determines a good supervisor.
• Identify the competencies exhibited by good supervisors.
• Examine and evaluate their supervisory abilities.
• Identify and understand their MBTI preferences, their strengths and limitations.
• Understand and appreciate the style differences that exist among people.
• Create effective interactions with staff based on an understanding of these differences.
• Identify their leadership styles and how it impacts their work environment.

• Identify the differences among coaching, counseling, and discipline.
• Explain the benefits and purpose of coaching, counseling, and disciplining.
• Explain how motivation and training impact performance.
• Conduct an effective coaching session.
• Conduct an effective counseling session.
• Understand the potential legal issues related to disciplining for poor performance.

• Identify the three phases of the interviewing process.
• Identify job specific requirements of an open position.
• Evaluate potential applicants' resumes.
• Design effective questions for the interview.
• Conduct an effective interview following a set interviewing agenda.
• Evaluate applicants against the job specific requirements.
• Understand the EEO and legal issues relevant to interviewing.

• Explain the purpose of the performance management process.
• Identify the four primary activities of the performance management process.
• Complete a performance evaluation form.
• Conduct a performance evaluation discussion.
• Demonstrate how to handle difficult situations that arise during evaluation discussions.
• Explain how to create an environment where employees feel motivated.

• Understand what goals are and what they do for a team.
• Develop SMART objectives that communicate performance expectations.
• Explain the different elements of the Communication Model.
• Demonstrate active listening skills.
• Understand different barriers to effective communication.
• Explore how others might see their communication skills differently.
• Identify characteristics of passive/aggressive/assertive communicators.

• Realize that they cannot change a "Difficult Person's" behavior, only influence it.
• Analyze a difficult relationship.
• Determine how to discourage offensive behavior and encourage acceptable behavior.
• Create a Personal Plan for dealing with a difficult person.
• Determine an action plan for continuing to develop as a supervisor.

Project Management Workshop - Optional

At the end of this class, participants will be able to:

• Determine clear objectives for a project
• Identify project tasks, regardless of the level of specificity
• Select appropriate team members and/or work effectively with pre-assigned team members
• Illustrate the “big picture” for the project
• Draw the “close-up/detailed” map for the project
• Identify the tasks or activities on the critical path
• Create and use effective monitoring tools

Upon completion, participants involved with PMIR and the Project Management Institute's Project Management Professional (PMP) program, are awarded 7 PDUs or "Contact Hours". TSE's Global Registered Education Provider, REP Code is 1270.

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