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This activity has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org." ...more

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TrainHRLearning is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP^® or SHRM-SCP^®. ?

1-hour educational program = 1 PDC.
1-hour and 15 minute concurrent conference session = 1.25 PDCs.
3-hour e-learning course = 3 PDCs.

Overview:

In most organizations, if you are the best at your craft, it's likely you'll be selected to be the next supervisor or manager.

The irony is that you now spend less time doing what you are really good at and more time doing things you have little or no training to do.

One study found that of all the training we receive in our career, 95% is focused on task and job skills and only 5% supports the kind of skills you need to manage others. Skills like communicating assignments, setting deadlines, resolving disputes, dealing with employee problems, and inspiring your team to excel.

In this 90-minute webinar, Larry Johnson will give you answers to some of the common problems new managers face like:

• Making the psychological leap from doer to the manager - this can be challenging if you're not prepared to deal with the feelings that come with going through a major role change
• Managing friends - becoming your friend’s supervisor can have an impact on your relationship. You may have to establish new ground rules and behave in a different way when you are in the presence of other team members
• Avoiding the five most common mistakes new managers make - none of which are guaranteed to sabotage your success but have the potential to do so
• Adjusting your leadership style to match the needs of those you are leading. This webinar provides you with a model to know how, when, and where to adjust if necessary
• Establishing your authority and the respect of your team
• Delegating for results
• One question that can eliminate communication SNAFU's with team members and others
• Applying the wisdom of Bear Bryant to keep people motivated and loyal
• Using a model that helps you give the right amount of authority for each task you delegate
• Holding people accountable for performance
• Following a prescribed Conversational Roadmap for conducting tough conversations that will get results and not fracture relationships
• Applying the Pygmalion Effect to bring out the best in your team
• Motivating people to excel
• Using recognition and praise to bring out the best in people without turning them off
• Adhering to 13 Do's & Don't will raise the odds you will succeed as a new supervisor/manager

Why you should Attend: Anyone who's been a manager will tell you that there is a huge difference between doing the work yourself and managing other people to do it.

• Instead of doing what you love, you spend your time in meetings, filling out forms, writing projections, and dealing with personnel problems
• Instead of attending to the quality of the work you do, you must make sure the quality of the work your team does is up to snuff
• Instead of just making sure you get to work at 8:00 AM, you now have to worry that your team arrives at 8:00 AM
• Instead of worrying about whether your work is turned in on time, you must worry that your team is turning their work in on time
• Instead of ignoring toxic team members, you have to do something about them
• Instead of leaving every day at quitting time, you often must stay late to resolve problems that were unresolved during the day
• Instead of being able to confide in the members of the team about everything, there is often organizational information you must keep to yourself
• Instead of being able to gossip with team members, you must exercise good judgment and not do so
• Instead of being everyone's friend, you must observe new levels of decorum when interacting with people on the job

These and other changes can be daunting to the new manager or supervisor. Research has shown that such changes can have psychological effects on you like depression and unexplained feelings of anger.

Meanwhile, as a supervisor/manager, you are expected to maintain professional decorum, treat everyone fairly, make good decisions, and keep an eye on everything happening in your shop. None of this is easy, but the rewards can be great. You get to:

• Help your team resolve problems
• See your team members grow
• Have a greater impact on the organization
• Raise the odds your career will grow
• Expand your influence
• Make more money (maybe)

So, it can all be worth it but daunting as well. In this webinar, Larry Johnson will offer you tips and ideas to make the transition from Doer to Supervisor/Manager easier and raise the odds it will be a successful journey.

Areas Covered in the Session:

• Making the psychological leap from doer to manager
• Managing friends
• Avoiding the five most common mistakes new managers make
• Adjusting your leadership style to match the needs of those you are leading
• Establishing your authority
• Holding people accountable
• Motivating people to excel

Who Will Benefit:

• Anyone who is new to being a Team Leader
• Supervisor or Manager