Great Supervision ©

Overview | Naslund Consulting

Our Courses Are
Engaging, Interactive, Practical, and Useful Personally and Professionally!

 

Why Train Your Supervisors?

Trained supervisors have skills  to build teams, communicate effectively, address conflict quickly, problem-solve, provide affirmative and corrective feedback, encourage and coach employees, empower staff toward independent action, and support staff through ever-changing expectations on service delivery.

Trained Supervisors are:

  • Confident and perform their duties independently.
  • They increase staff retention which in turn maintains a strong reputation with stakeholders, ensures client and donor trust, makes certain quality service in an innovative environment and helps secure a positive financial bottom line.

Why Choose Naslund Consulting?

Our instructors are from the world of nonprofit and therefore know the challenges facing these organizations. Through storytelling and a variety of teaching methods, participants learn how to lead teams to win. Engaging and knowledgeable, our instructors are determined to make the learning experience as enjoyable as possible.

Who Should Take Great Supervision?

  • Existing and up and coming supervisors from human service organizations.  However, other industries are encouraged to attend since the information is relevant to ALL managers.  The only difference you will note is that examples and stories come from the nonprofit arena.
  • Entry level to experienced supervisors.  No prerequisite is required for any of the courses. However, we encourage participants to start with Course One for the best flow of information

Course Completion Requirements

  • In Great Supervision © Classroom, participants receive a certificate after participating in 95% of the course and completing a course evaluation.
  • In Great Supervision © Online, participants receive a certificate after completing the course and course evaluation.
  • Participants receive a Certificate of Achievement upon completion of all four courses. 

Great Supervision ©

Our Signature Training Series

Building Confident Supervisors

(Available Classroom, In-house & Online)

  • Module 1: Introduction to Supervision
  • Module 2: Four Styles of Supervisory Leadership
  • Module 3: Dealing With the Grapevine
  • Module 4: Improving Employee Satisfaction & Retention
  • Module 5: Feedback & Progressive Discipline
  • Module 6: Teamwork

Learning Objectives

  • To identify a minimum of three important responsibilities of a supervisor.
  • To define four styles of supervisory leadership by skill and motivation.
  • To explain how positive practice and safety minimizes the organizational grapevine.
  • To identify a minimum of five factors impacting staff retention and morale.
  • To list the steps of providing constructive critical feedback.
  • To name the four stages of team.

Nurturing Team Collaboration

(Available Classroom, In-house & Online in 2017)

  • Module 1: Communicating at Your Best
  • Module 2: Learning to Talk About the Tough Stuff
  • Module 3: Working Thru Tough Times
  • Module 4: Our Changing Work Place: Four Generations at Work
  • Module 5: Managing Change and Transition

Learning Objectives

  • To define active listening and assertive expression as it applies to communication.
  • To apply the “stump speech” in resolving interpersonal conflict.
  • To name the four stages of interest-based conflict resolution as it applies to interpersonal conflict.
  • To explain the process for using the force field analysis.
  • To list the three keys for stress management.
  • To identify four generations and at least two values of each.
  • To diagram the change process.

conflict 5

Learning To Work With Conflict

(Available Classroom, In-house & Online in 2017)

  • Module 1: Warming Up to Conflict
  • Module 2: Our History with Conflict
  • Module 3: What Makes it Conflict
  • Module 4: The Nuts and Bolts of Resolving Conflict
  • Module 5: The Model – Collaborative Approach
  • Module 6: Three Process Options Using the Model

Learning Objectives

  • To define conflict.
  • To name the five traditional strategies for resolving conflict.
  • To identify the four indicators of conflict.
  • To describe the three goals of resolving conflict.
  • To define issues, position, and needs, interest, and values (NIV’s).
  • To identify the four stages of mediating conflict using the interest-based approach.

Managing People In Groups

(Available Classroom & In-house)

  • Module 1: What Is Managing Group Process?
  • Module 2: Flip Charting Basics
  • Module 3: Skills of A Facilitator
  • Module 4: The Seven Levels of Working In Groups
  • Module 5: About Process – Getting It Done
  • Module 6: Getting Closure and Agreement

Learning Objectives

  • To know the role of facilitator as process manager, not director.
  • To know and use effective flip charting skills.
  • To establish an outline for facilitating.
  • To know the seven levels of working in groups.
  • To know how to manage three challenges faced by facilitators and practice the skills.
  • To define types of closure that can be obtained.

Great Supervision Revisited

(Available Classroom & In-house)

A fantastic opportunity to personalize your learning and gain perspective on what you already know.

Like all other courses in the Great Supervision Series, Great Supervision Revisited provides practical information that can be taken back to work and used.

This three-day course is designed for people who have already taken GS1-3.

Through three days; we expand on topics covered in previous courses such as Supervisor As Leader, Supervisory Leadership, Problem-Solving, and Conflict.  Two new topics are introduced: StrengthsFinder 2.0 and Time Management.

Bonus Included: Code for completing the StrengthsFinder 2.0 online so you can discover your top five strength areas and it’s hard covered companion book provided at the course.

Module 1: Being a Great Supervisor Includes Leading

  • Leading Means . . .
  • Similarities and Differences Between Leading and Managing
  • More of what it takes

Module 2: Employee Performance From Beginning To End

  • The Big Picture – From Beginning To End Performance Management

Module 3: Discovering Your Talents with StrengthsFinder 2.0 (new)

  • Learn Your Top 5 Strengths As Set Forward By Marcus Buckingham (you will receive a code to go through the test and the book will follow at the course)

Module 4: Supervisory Leadership Style Refresher

  • Your Leadership Style
  • The Model Refresher (Pushing, Coaching, Pulling, Delegating)

Module 5: The Model – Collaborative Approach

  • 10 Steps of Problem-Solving
  • Force field Analysis
  • Practise Facilitation of The Process

Module 6:  Time Management:  Nine Time Savers (new)

Module 7:  Provide Feedback to Staff (Bring A Real Situations To Use)

  • Progressive Discipline
  • DESC
  • Practise

Module 8:  More on Conflict (One Full Day of Review & Practise)

  • Meeting Staff Needs
  • Safety
  • Skill
  • Role Play
  • Interest Based Conflict Resolution Model
  • Practise – 3 scenarios – ½ each

“Knowing that we are able to send our new leaders to this type of training and can trust that they are being taught sound leadership skills is reassuring to the management team of our department. Retention at the Team Leader level is very high. We are happy with our ongoing relationship with Karin and her team and would recommend her Great Supervision Series to any organization that is looking to foster and grow the supervisory skills of new leaders within their ranks.”

Krista Stacpoole-Tucker

Manager Community Outreach and Disability Service, Catholic Social Services

Karin brought so many ideas that were new to my work style and was not afraid to challenge us and ask tough questions.  She made me really think about my future in this organization and how I can achieve those goals and help others to do the same.

Stacey Vinthers, January 2017

The value of this information is gold.  Not just for work, but life.”

Holly Williams, January 2017

During discussion on the Four Supervisory Leadership Styles, I had an AHA moment.  For a long time I had some feelings of shame over a job I had in my 20’s.  When Karin said “big mistakes aren’t made by people who are skilled and ready for the role” it actually helped me let go of the guilt I felt for professional failures.  I realized I was in a role that I wasn’t skilled to be in.  It wasn’t all my fault.  That statement, “Big mistakes . . .” helped me let go of that past mistake.

Holly Williams, January 2017.

NCG Inc. isn’t kidding with “Learned it, Lived it, Understand it!”  Blown away by the level of experience and the ability to transmit years of knowledge into a relatable understanding of problems affecting us now.  Stop looking for other options.  Karin is it.  She is the go-to answer for team building and confident supervisory training.

Holly Williams, January 2017

Great Supervision © Training

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