Great Supervision ©Online Training | Naslund Consulting
Our Courses Are
Engaging, Interactive, Practical, and Useful Personally and Professionally!
About Great Supervision © Online
The Great Supervision © Online training series allows you to take advantage of courses no matter your location.
- Course access for one year from the time of registration.
- A comprehensive fillable training manual of over 100 pages that you download and keep.
- Opportunity to connect with other participant and the instructor through a private Facebook group.
- Monthly group discussions for online participants in an online meeting format with both audio and visual capability.
Getting Started Is As Easy As 1,2,3,4
- Click Below.
- Set Up Your Log In.
- Choose your course through the catalogue.
- Pay through the secured gateway.
. . . and you are good to go!
Great Supervision © – Our Signature Training Series Includes
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
- 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 Collaborative Teams
(Available 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
- 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.
Learning To Work With Conflict
(Available Online in 2018)
- 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
- 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
(The nature of the material requires face to face interaction and will not be offered online)
- 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
- 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.
Click Here For Helpful Hints
- Join the private Facebook group called GREAT SUPERVISION ONLINE setup for online training participants.
- Sign up monthly for our online group discussion using zoom meetings. We will have both video and audio connection. They are held the fourth Monday of every month.
- Set a regular schedule for completing the course. I suggest you put your time commitment in your daytimer and follow through. It is easy to delay it and soon, three months has gone you. Although you have access to the course for one year, retention of the material will quickly pass if you don’t focus on getting it done.
- Take the course alongside someone else. It gives you the opportunity to discuss the material and complete the exercises together. So, consider encouraging a colleague to register.
- Familiarize yourself with the site before you begin the training.
Talent LMS is the hosting platform, and you can access the training at https://greatsupervision.talentlms.com/index
- Set up your login.
- Register and pay.
- Check out how it works.
- Access the course at your leisure and start where you left off.6. There is a quiz at the end of each module consisting of five questions. You must get a minimum of three out five correct (60%) to pass. If you do not pass, you will have to try again. You cannot access the next module until you have completed the quiz.7. At the end of the course, you will be asked to complete a feedback form. We value your input and make adjustments based on your recommendations. You will receive a certificate once your feedback is received.
“I missed out on attending training when Karin came to our organization. Being able to take Great Super Vision: Building Confident Supervisors online allowed me to learn the tools I needed to deal with certain situations, ranging from what it means to be a leader to teaching your staff to be leaders themselves. Karin was helpful and quick to respond to questions or concerns I had. I recommend this course to anyone who has a busy schedule but has the room for a few hours a week to learn some valuable tools on improving how to supervise and lead employees.”Jessica Fraser
“I am a speech pathologist who became a supervisor three years ago and still feel like a newbie! I have taken three of the courses face to face and because of distance I took course one online. All the videos were short, anywhere from a few minutes to 25 minutes, and stopping and resuming was easy to do when it was convenient for me. I felt like Karin made the videos in a way that most closely resembled being in the room with her and she made herself available for questions when any arose. As usual Karin’s content was very pertinent to my position as a supervisor and I have taken many tips back to my job to help me better help my staff. Thanks Karin for all the great information!“Lana Goodman