3 responses to “Multifaceted Training for Supervisors: A Best Practice”

  1. Hello Jack,

    While reading your blog I thought back to when I was promoted to a supervisor in the early 80’s. Yes, training was provided for me but the two things I didn’t have that you wrote about was a mentor and a supervisor support group to share problems and solutions.

    I found my new position to be an uneasy one because where I once was a just a team leader of 5 people I now took on a position of supervising a group of twenty. I became stressed out and wished that I could have stayed a team leader. The training I had was a two week course that gave me the basics in preparation and planning. My peers who I had been team leader felt that I was in a new bracket of position and some became stand-offish. Even though a mentor wasn’t selected for me I chose one and latched on to her for advice and consoling when I felt I wasn’t performing up to par.

    Your blog holds true and gives enlightment to anyone who has been promoted. Had the information be available years ago I would have made the best of a sometimes bad situation and stayed with the company until retirement. What I liked best about your article is how the supervisors can get online training which doesn’t feel like the traditional training and it can be monitored by managers to check out the progress. The feeling of support is there and productivity (hopefully is up) has increased.

    Annie

  2. Hello again,

    I never knew the benefits of a mentor until I became a grad student at Roosevelt University (2009) and majored in training and development. I began to understand how important it is when you are new on the job and have little or no training at your new position. In my initial post I said I latched on to someone when I was promoted to supervisor but you would think that the telephone company would assign a mentor to its newly appointed supervisors.

    Through self-directed learning I had to discover how to establish my own accountability, set time aside to talk with the person I selected as my mentor and trust that the person I confided in would not divulge any info that I told her.

    I feel in any job situation be it a supervisor or not (from McDonald’s to the White House) needs training but most of all needs to be educated on how to be responsible and accountable. Who could do it better than a mentor?

  3. Annie,
    I certainly appreciate your comments. I try to look at training from the outside and not as a trainer–more what I’d like to see happen in my place. I’m a communicator first so sometimes my approach is a little different. But I can’t take credit for this one entirely. I think the sink or swim notion has been around for a long time. I just attended a “good ideas” meeting my organization has yearly and I’m sharing. We use the meeting as a way for our States to share ideas that work. I saw the potential for a training blog as we all look for ways to achieve the same goals with less money. The closest thing to a mentor I ever had was my predecessor who wasn’t already gone when I arrived so she could introduce me around.

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