Global Leadership Training Initiative

Our interactive classroom style training provides an excellent opportunity to learn management and supervisory concepts. Instructors with strong Management and Education backgrounds make the information applicable for your front line supervisors and team leaders.

With our leadership training program …

  • Is people-focused and person-centered
  • Aligns with your strategic approach
  • Fits with your culture and its unique needs
  • Provides high impact development with a high return on investment

You can anticipate and expect …

  • Increased morale and improved relationships
  • Higher job satisfaction and lower turnover
  • Increased job pride and ownership
Supervisory Leadership Training Level One

Level 1 provides a solid understanding of the Role of Supervisors. It introduces participants to Organizational Dynamics and Management Theories. This series of six (6) 4 hour courses – or twelve (12) 2 hour courses - provides an overview of supervisory and leadership styles. Participants learn foundational supervisory skills like Motivation, Leading, and foundations of communicating with their employees.

  • Introduction to the Role of Supervisors
  • Introduces Organizational Dynamics and Management Theories
  • Overview of Supervisory and Leadership Styles
  • Learn Foundational Supervisory Skills like
    • Motivation
    • Leading
    • Communicating with their employees

Participants should be able to accurately describe their role and responsibilities within the organization as well as identify several things they personally can take responsibility for improving relationships within their work area.

Supervisory Leadership Training Level Two

Level 2 Supervisory Training Course builds upon the foundation of Level 1. There are six (6) four hour courses - or twelve (12) 2 hour courses. In Level 2, participants begin to learn more advanced theories of leadership. They will have a more in-depth understanding of organizational operations. The course will also provide them with very specific communication tools for improving their interactions with their employees. They will learn to identify problems, and create healthy alternatives to dealing with conflict for their employees, coworkers, and supervisors. Level 1 is a prerequisite for Level 2.

  • Builds on the foundation of Level 1
  • Discuss more advanced theories of leadership
  • Describe techniques for effective team leading
  • Create Employee Development plans
  • Learn Conflict Management Skills
    • Identify problems
    • Create healthy alternatives
    • Target and correct negative behaviors

Participants should be able to accurately explain the process of (strategic) planning, and describe effective ways to lead and develop employees, and minimize conflict.

Benefits of Training

Research shows Team Leaders, Line Managers, Supervisors, and Managers:

  • "Take the lead in establishing a culture" that values behaviors supporting increased work performance
  • "disproportionately impact employee performance and retention"
  • "plays a critical role in organizational success"
  • "directly control a majority of the most effective drivers of employee performance and retention"
  • "ultimately impact employee performance through…direct management of the employee’s work objectives…(and) the environment in which employees carry out their work."
  • "can thereby improve performance through management of the employee’s relationship with the organization."

Companies that Provide Training that:

  • Creates a culture of communication
    • can increase the Intent to Stay (37%)
    • and increase Discretionary Effort of Employees (29%)
  • Improves internal communication and opens communication within the organization
    • can increase the Intent to Stay (38%)
    • and increase overall Performance (29%)
  • Trains Supervisors to provide fair and accurate feedback
    • can have an impact on Performance (39%)
    • and increase Discretionary Effort of Employees by (23%)
  • Clarifies Performance Expectations and Focus on Performance Strengths
    • can have an impact on performance (36%)
  • Advises on Career Development and Provides Job Opportunity Motivators
    • can increase the Intent to Say (37%)
    • and have an impact on Performance (25%)
  • Trains Supervisors to clearly define work objectives
    • can impact performance (32%)
    • and increase the Intent to Stay (36%)
  • Connects work and work products to organizational success
    • can increase Discretionary Effort (30%)
    • and increase Intent to Stay (34%)
  • Improves overall Organizational Culture
    • can have an impact on Performance (29%)
    • and increase the Intent to Stay (27%)

References Cited:

  • Catteeuw, F., Flynn, E., & Vonderhorst, J. (2007, Summer). Employee Engagement: Boosting Productivity in Turbulent Times. Organization Development Journal, 25(2), p. 151.
  • Corporate Leadership Council, Corporate Executive Board. (2005). Managing for High Performance and Retention: An HR Toolkit for Supporting the Line Manager.
  • Harter, J. K., Schmidt, F. L., & Keyes, C. L. (2002). Well-Being in the Workplace and its Relationship to Business Outcomes. In C. L. Keyes, & J. Haidt (Ed.), Flourishing: The Positive Person and the Good Life (pp. 205-224). Washington D.C.: American Psychological Association.
  • "Everybody needs to attend this class!"
  • "I think this is a good program and we need more of them."
  • "This class has changed my leadership to be more successful and have better performance."
  • "I’m so glad we had this class. It will help me do better in Quality Control. I’m going to work harder with my co-workers and help keep this company going and growing. Thank you all so much for teaching me."
  • "I wanted to work on being more approachable as a leader and connecting with people more effectively. I realized in this training that the message I’m intending to send isn’t always the message that comes across to people."
  • "What really connected with me are the simple things that no one really ever tells you about how to be a more effective leader. I think people kind of expect you’ll figure it out. But this training makes sure that you have the tools you need to succeed."
  • "As a new supervisor, there are so many things to keep in mind when making the move to this role. Balancing work and personal life, having confidence in myself, and improving my people relations skills are all things I now understand more clearly. I really needed this training. It hit me right where I am."
  • Ajin
  • Daehan
  • Daewon
  • Guyoung
  • Hanon
  • Hanwha
  • Mando
  • Rapa
  • Seijin
  • Seohan
  • SL-AL
  • Wooshin
Dr. Bill Sauser
Dr. Joe Collazo
Trish Thorne
Dr. Daniel Yu

Last Updated: April 21, 2017