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Supervisors Who Conquer Change Will Succeed

All manufacturers are facing challenges. Customers expect more, competition gets better, employees leave, and labor markets are tight. Supervisors and other leaders are challenged to get more product out, faster, and cheaper.

To meet daily performance expectations, leaders typically concentrate on urgent tasks. At the end of the day, they’ve run out of time to focus on the important skills and activities that generate long-term wins. Important activities often revolve around change and developing people.

Many supervisors are promoted based on their technical expertise and success in their previous position as individual contributors. They made substantial achievements and exceeded expectations. But supervising others requires significantly broader competencies such as leading change, influencing people, and supporting others so they can accomplish the tasks.

There are the three critical skills every supervisor needs to be successful. I help you build their skills in:

  • Solving Problems using a structured method of eliminating obstacles to success. The key to the A3 problem solving method is that is visual and conversational so employees become familiar with the tool and ultimately begin thinking like problem solvers.
  • Getting Results digs into several fundamental tools that free you for more complicated opportunities. Visual Management and Coaching for Continuous Improvement are invaluable at empowering and equipping employees to carry out standard activities. Leader Standard Work is another tool that helps provide consistency in your work weeks.
  • Leading Teams addresses the common issues teams face as defined in Patrick Lecioni’s book the Five Dysfunctions of a Team: Absence of Trust, Fear of Conflict, Lack of Commitment, Avoidance of Accountability, and Inattention to Results. Supervisors must be intentional about managing these aspects in their teams.

I work with supervisors who want to create an environment where those they lead achieve the goals instead of doing it themselves. I’ve found these two competencies increase supervisors’ ability to consistently reach business goals:

  • Managing Change includes methods to encourage innovators and embracers, influence adopters, and support the resistors. This is particularly important as we transfer knowledge from 4 million boomers who are retiring each year.
  • Developing Yourself is an ongoing requirement for all successful leaders. The two principles that make the greatest difference are to build on your strengths and grow your Emotional Quotient. Leaders who can master these will have notable improvement in their ability to lead others and get results.

Coaching is a systematic process similar to problem solving: Where are you now? Where are you heading? What might get in your way? What steps will you take? How will you hold yourself accountable? Coaching can be applied to any or all of the skills I’ve listed above.

Instead of just adding knowledge, I find and build on existing capacities within leaders so they can apply what they already know. In collaborative conversations focused on your stated goals, I ask critical, thought-provoking questions, give feedback, and affirm growth which leads to greater confidence. Only when I think it’s helpful, I make suggestions based on my experiences working with other successful leaders.

To find out more, please Contact Me.