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Navigating the Transition to a Supervisor Role

90 Minutes
6 months
Webinar Id:
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Recorded Version

$199. One Participant
$399. Group Attendees

Group Attendees: Any number of participants

Recorded Version: Unlimited viewing for 6 months ( Access information will be emailed 24 hours after the completion of live webinar)


The use of this seal confirms that this activity has met HR Certification Institutes (HRCI) criteria for recertification credit pre-approval.
This activity has been approved for 1.5 HR (General) recertification credit ...more

HSRM HRTrainOnline is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®. ?
1-hour educational program = 1 PDC.
1-hour and 15 minute concurrent conference session = 1.25 PDCs.
3-hour e-learning course = 3 PDCs.

Transitioning from an individual contributor to a supervisory role is a critical and challenging phase in a professional's career.

This transition involves a significant shift in responsibilities, requiring new skills and a change in mindset. As a supervisor, one must effectively manage people, processes, and projects, moving beyond personal task completion to ensuring their team's success.

Supervisors are tasked with setting clear goals and expectations, providing constructive feedback, and fostering a positive and inclusive work environment. Effective communication becomes paramount, as supervisors need to convey information clearly, listen actively, and resolve conflicts. Building trust and credibility with the team is essential, often requiring a balance between maintaining authority and being approachable.

Additionally, supervisors must master time management and delegation, prioritizing tasks to meet deadlines while empowering team members by assigning responsibilities appropriately. Conflict resolution skills are also crucial, as supervisors frequently navigate interpersonal issues within their teams.

Performance management is another key responsibility. Supervisors must conduct performance reviews, set realistic goals, and address performance issues constructively, ensuring that the team aligns with organizational objectives. This involves recognizing individual strengths, providing development opportunities, and motivating team members to achieve their best.

The transition to a supervisory role can be daunting, and without proper training and support, new supervisors may struggle to adapt. This training course is designed to equip aspiring and new supervisors with the essential skills and knowledge to navigate this shift successfully.

Participants will learn practical techniques for effective leadership, communication, conflict resolution, time management, and performance management. By the end of the course, supervisors will be prepared to lead their teams confidently, fostering a productive and positive work environment that drives organizational success.

Why you should Attend: A manager should attend this training for several compelling reasons:
  • This training equips managers with the tools to lead effectively, fostering a productive and motivated team
  • This training helps managers develop skills to convey expectations clearly, provide constructive feedback, and listen actively, leading to better team dynamics and performance
  • This training provides strategies for constructively identifying, addressing, and resolving conflicts, promoting a harmonious work environment
  • This training offers practical techniques for prioritizing tasks, managing workload, and empowering team members through delegation
  • This training emphasizes ethical leadership, integrity, and methods for building and maintaining trust within the team
  • This training covers setting clear goals, conducting performance reviews, addressing performance issues, and ensuring the team meets organizational objectives
  • This training provides the foundational skills and knowledge necessary for career growth and leadership development

Areas Covered in the Session:
  • Introduction to Supervision:
    • Understanding the role and responsibilities of a supervisor
    • Differences between individual contributors and supervisors
    • Common challenges faced during the transition
  • Developing a Supervisory Mindset:
    • Leadership vs. management principles
    • Building self-awareness and emotional intelligence
    • Adopting a proactive and strategic thinking approach
  • Effective Communication Skills:
    • Techniques for clear and effective communication
    • Active listening skills
    • Providing constructive feedback and handling difficult conversations
  • Decision-Making Skills:
    • Understanding decision-making processes
    • Analyzing risks and benefits
    • Making informed and timely decisions
  • Building Team Cohesion:
    • Techniques for team building and fostering collaboration
    • Managing diverse personalities and work styles
    • Creating a cohesive and united team
  • Goal Setting and Planning:
    • Establishing short-term and long-term goals
    • Planning and executing team objectives
    • Monitoring progress and adjusting plans as needed
  • Feedback and Coaching Techniques:
    • Providing effective, constructive feedback
    • Techniques for coaching and mentoring team members
    • Supporting professional development within the team
  • Emotional Intelligence in Leadership:
    • Understanding and managing your emotions
    • Recognizing and responding to the emotions of others
    • Using emotional intelligence to improve team dynamics
  • Stress Management for Supervisors:
    • Identifying sources of stress in supervisory roles
    • Techniques for managing and reducing stress
    • Promoting a healthy work-life balance

Who Will Benefit:
  • Small Business Owners
  • Leaders
  • Managers
  • Team Leaders
  • Project Managers
  • Department Heads
  • Supervisors and Anyone in Leadership Role

Carolyn D. Riggins Carolyn D. Riggins founded CDR Consulting Services, LLC, a consultancy firm focusing on helping businesses and organizations enhance their performance and leadership teams for success. With Ms. Riggins' 35 years of experience in the financial industry working with businesses and 24 years of experience in management roles, her consultancy service provides invaluable insights and expertise to clients looking to improve their business and leadership capabilities.

CDR Consulting Services offers a range of services, including training, coaching, team development, and critical gap detection. Ms. Riggins works with CEOs, business leaders, and managers to identify areas of improvement within their organizations and provides customized solutions to address these areas. Her training and coaching programs are designed to help individuals and teams develop the necessary skills and knowledge to succeed in their roles.

Ms. Riggins' team development services focus on creating a culture of collaboration and communication within organizations. Through her team-building programs, she helps teams develop a shared vision, enhance their problem-solving abilities, and increase their productivity. Her critical gap detection services enable clients to identify and address gaps in their business performance and leadership teams, ensuring that their organizations are well-positioned for growth and success.

With CDR Consulting Services, clients can benefit from Ms. Riggins' extensive knowledge, experience, and expertise in the financial industry and leadership development. Her consultancy service provides customized solutions that help organizations build strong, successful leadership teams, and achieve their goals.

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