How to Supervise People

Example 1. How to Supervise People

Export to Outline

How to Supervise People
• Assess Performance and Take Action
  • Conduct a Lawful Discharge
• Provide Effective, Positive Discipline
  • Deal with Difficult People
  • Recharge Yourself, Reduce Your Stress
  • Manage Change With Confidence
• Avoid Common Management Mistakes
  • The Mistake
    • Mediocre Performance
    • Boring or Thankless Work
    • Money as a Motivator
    • Failure to Recognize and Praise Employees
  • The Four Step Praise Model
  • Create a Positive Work Environment
• Practical Motivational Techniques
  • Spark Employee Motivation
  • Build and Gain Employee Loyalty and Commitment
  • Recharge the Top Performer
• Improve Listening Skills
• Choose a Leadership Style
  • Key Issues to Consider
    • The job to be done.
    • Social/emotional relationships.
    • Willingness/ability to take initiative.
• Overcome the Early Problems of Leadership
  • Make the Transition Smoothly
  • Supervising Friends
  • Maintaining Peak Performance
  • Supervising Older/More Experienced Employees
  • Supervising Younger/Less Experienced Employees
  • Steering Clear of the Traps in Supervision
  • Set Clear Supervisory Boundaries
• Plan for Managerial Success
  • Component One
    • A favorable attitude toward authority and toward people who are in charge
  • Component Two
    • The desire to compete, especially with peers
  • Component Three
    • The desire to assert oneself and take charge of situations.
  • Component Four
    • A desire to exercise power and authority over other people.
  • Component Five
    • A desire to behave in a distinctive and different way, to stand out from the crowd.
  • Component Six
    • A well-developed sense of responsibility in carrying out routine work.
• Interviewing and Hiring
  • Recruitment Sources
    • Direct Sourcing
    • Referrals
    • Temp-to-Hire positions
    • Advertising
  • Reduce Employee Turnover with Researched Hiring and Interviewing Techniques
    • Behavior based interviewing
    • Open-ended questions
  • When Filling a Vacant Position
  • Interview Style and Formats
    • Panel
    • Group
    • Peer
    • Human resources representative versus hiring manager.
    • One-on-one.
  • The Interview Process
  • How Many Interviews are Enough?
  • Hire the Best Suited Candidate
• Building a Highly Productive Team
• Goal Setting and Productivity
  • Be SMART about Setting Goals
• Job Assignment and Delegation
  • Why Don't We Delegate
  • Why Do Some Employees Resist Taking On Assignments?
  • What Can You Delegate?
  • Make Job Assignments: No-Nonsense Delegation Guidelines
  • Additional Hints
  • The Delegation Dilemna
• Getting the Work Out: The Basic Work Plan
• Train New and Seasoned Employees
• Develop Advanced Communication Skills
  • Verbal Communication
  • Assert Yourself
  • Communicate Effectively

The Benefits for ConceptDraw MINDMAP Brainstorming Software

• ConceptDraw MINDMAP is effective for brainstorming, designing mind maps, idea generating, creative and lateral thinking, creativity and problem solving.
• ConceptDraw MINDMAP is ideal for team and personal work in Business, Marketing and Project Management.
• The libraries with large quantity of vector objects help to illustrate your mind maps and to make them bright, visual and comprehensible.
• Use of View Navigator tool lets create presentations from a mind map: you can simply select the map parts you want to present, sequence your slides, and preview the presentation.
• ConceptDraw MINDMAP provides wide capabilities of importing and exporting in various formats: Microsoft PowerPoint, Microsoft Word, MS Excel, Mindjet MindManager, image, HTML, PDF file.