The transition from peer to supervisor can be a challenging one. We’ve designed this training specifically for individuals or groups of new supervisors and managers facing the challenges common to transitioning into this new role.
This training will help address some of the most common struggles first-time supervisors come across, from navigating the dynamic of managing former peers to providing constructive feedback and resolving conflict in the workplace.
Course Overview
Attributes of Successful Supervisors
- Exploration of the qualities that define a successful supervisor.
- Understand how these attributes contribute to team dynamics and organizational success.
Transition From an Individual Contributor to a Supervisor
- Identify common hurdles faced during this transition phase.
- Practical advice on navigating these changes smoothly while maintaining team cohesion.
- Strategies for building trust within teams during the transition from peer to supervisor.
Roles and Responsibilities of a Supervisor
- The expanded roles and responsibilities when moving into supervisory positions.
- Discussion on balancing management and leadership responsibilities with individual contributions.
Planning and Managing Work
- Techniques for effectively planning and delegating work.
- Managing projects efficiently, aligning with team strengths, deadlines, etc., without micromanaging.
Leading and Managing Change
- Strategies for leading change initiatives within the organization.
- Develop adaptability and resilience among team members during times of transition.
Increasing Workplace Accountability
- Review of frameworks and techniques to create a culture of accountability within teams.
- Understand how to hold oneself and others accountable.
Problem Solving and Decision Making
- Critical-thinking exercises aimed at improving problem-solving skills.
- Techniques for making informed decisions under pressure, providing solutions that benefit both the organization and its employees.
Professionalism and Respect in the Workplace
- How professionalism promotes respect across different types of interactions.
- Guidelines for upholding standards and maintaining mutual respect in diverse work environments.
Communication Skills
- Exploration of communication techniques necessary for clear exchanges.
- Improve active listening skills as part of effective communication.
Conflict Management
- Identification of the different types of conflict.
- Strategies for resolving conflicts constructively without escalating tension.
Managing Employee Performance
- Approaches for conducting meaningful performance reviews that result in employee development and improvement.
- Set realistic objectives and motivate employees toward achieving them.
Engaging and Retaining Your Talent
- Tips on nurturing employees and promoting career growth opportunities.
- Create an engaging work environment that encourages loyalty and reduces turnover rates.
Get Training Details & Pricing
Contact us for information about pricing, program details, or to schedule training.
Who Should Register for this Supervisor Training Course
New Supervisors or Managers
Ideal for employees transitioning from individual contributors to supervisory or management roles, this audience will gain a foundational understanding of what makes a successful supervisor. They’ll learn essential skills, how to build trust within their teams, and how to navigate the common challenges that come with stepping into a leadership position for the first time.
Supervisors and Managers Lacking Formal Training
For supervisors and managers who have been in their roles for some time but haven’t received formal training, this program will enhance their effectiveness and adaptability in leading teams. Attendees will benefit from deep dives into topics such as effectively managing employee performance, leading organizational change effectively, and mastering conflict resolution techniques to support a positive work environment.
Leaders Struggling with Team Engagement
It’s common in today’s rapidly changing environment for supervisors and managers to face challenges in engaging and retaining top talent within their teams or departments. Participants will explore strategies for increasing workplace accountability, improving communication skills, managing employee performance constructively, and creating an attractive work culture that motivates high performers to stay committed long-term.
Key Learning Outcomes
Development of Key Supervisory Skills
Participants will gain an in-depth understanding of the skills that define successful supervisors.
Trust-Building Skills
Attendees will learn effective strategies for building and maintaining trust with their team members; crucial for smooth transitions from individual contributor to leadership roles.
Effective Transition Strategies
This course provides actionable insights on navigating the transition from an individual contributor to a supervisor role, equipping attendees with tools to overcome common challenges associated with this shift.
Leadership Skills
Participants will learn how to lead and work with diverse teams through change, driving engagement, managing conflict constructively, and increasing workplace accountability.
Strategic Problem-Solving Techniques
This training emphasizes developing strategic problem-solving and decision-making skills that enable managers to tackle complex issues effectively.
Employee Engagement & Performance Management Skills
Attendees will learn proven methods for engaging talent, retaining top performers through various strategies, conducting impactful performance reviews, and fostering professional growth opportunities within their organizations.
Delivery Methods
We work with organizations to create a customized training solution, and we deliver the courses nationwide in a variety of formats. Our training program can be delivered in-person or virtually depending on your company’s needs. Training sessions can be delivered in half-day, full-day, or one-day workshop formats.
Prior to training, ERC performs an assessment of your organization’s needs to recommend the right structure and content. Modules can be customized based on the needs of your organization and training participants.
Traditional Classroom Format
Our traditional classroom format can be delivered at your organization, a facility of your choice, or at ERC’s Training Center. This format is best suited for small groups with no more than 25 people per class.
Virtual Format
Our virtual format is delivered live and can accommodate larger groups.
Led by Experienced Trainers
While some supervisory training programs are led by trainers who have never been in a supervisory role, ERC’s trainers bring decades of on-the-job supervisory, management, and leadership experience.
Our trainers pride themselves on being able to connect with today’s supervisors and frontline managers on the challenges and opportunities of the job.
Tom Ault
Chris Powers
Nada Djordevich
Damon Lindor
Frequently Asked Questions
One of the most common challenges individuals face when transitioning from a peer to a supervisory or management role is navigating changes in personal relationships with former peers who are now direct reports. This shift can often lead to tension, as establishing trust and authority without compromising existing friendships requires the right approach. New supervisors must also quickly develop their leadership capabilities to guide their team effectively—a process that doesn’t come naturally to all employees.
Another challenge is learning how to provide constructive feedback. For someone early in the transition from peer to supervisor, offering feedback or guidance can be daunting, especially if it involves difficult conversations with team members they previously worked alongside as equals.
Learning the skills to handle these challenges—reshaping personal relationships into professional ones that still retain trust, enhancing leadership capabilities for effective team guidance, providing constructive feedback while managing difficult conversations—is key for anyone making the transition from peer to a supervisory position successfully.
If new supervisors or managers aren’t prepared for their transition from peer to supervisor, several undesirable outcomes can emerge. Uncomfortable situations may become frequent as the lines between former peers and current supervisory roles blur, leading to confusion over expectations and boundaries. This lack of clarity can result in disengaged employees who feel uncertain about their place within the team under a new supervisor or manager.
Without proper preparation, potential conflicts are more likely to arise due to misunderstandings or even perceived favoritism. These tensions not only disrupt a team but also detract from productivity and morale. Ultimately, poor leadership stemming from an unprepared transition can result in a detrimental cycle that affects overall team performance and individual job satisfaction.
