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                     LOMA’s First Line Leadership – Supervisory Skills Workshop

    The workshop has 5 modules to enhance leadership and management skills. Detailed program outline / content are as
follows :

Day One

    Overview of workshop
    Management Vs Leadership
    Using Power effectively
    Leadership styles
    Learning something new

Module one : Time and task management
Contents :

    Planning and organizing
    Changing your habits

The purpose of this section is to encourage and support participants in strengthening their skills in this area, so they can help employees to the same.

After completing this section, participants will have :
Revised basic time management concepts , and the six steps necessary to effectively manage time and tasks.
    Learned how to keep a time log and analyze the information gained from it.
    Evaluated a number of time and task management tools to determine which ones could help themselves and / or their employees.
    Discovered how to be successful at delegating.
    Discussed time management strategies and committed to developing an action plan implement at least one.

Day TwoModule two : Performance management and motivation
Contents :
Program overview
    Ways you supervise
    The difficulties in managing performance
    Basic needs
    Evaluating performance
    Managing performance
    Employees with problem situations
    Elements of a performance management system
    Common elements of learning something new
    Three components of a performance management system
    Implementing a performance management process
    Motivating people
    Basic principles of motivation
    Theories of motivation
    Taking corrective action
    Guidelines for taking corrective action

The purpose of this section is to provide the knowledge and supporting tools that will enable participants to effectivelymanage employee performance.

After completing this section, participants will be able to:
 Explain the activities associated with supervision and compare them to those associated with leadership.
    Explain the frustrations inherent in managing individual performance.
    List the five basic needs of a workable performance management system and the three     components involved.
    List the 13 steps in implementing a performance management system.
    Explain how to set performance standards and describe how to create a structure for learning a new job.
    Understand and explain five separate theories associated with motivating employees.
    Take corrective action to change behavior or improve performance.

Day Three
Module three : Personal and work values

Contents :
    Ranking personal and work values
    Prioritizing values

    The purpose of this section is to explore the importance of personal and work values and their impact upon performance.

After completing this section , participants will be able to :
    Define values and explain how they influence career and life decisions.
    Describe positive and negative aspects of the work environment based on their own values.
    Discover and rank their own values in terms of which are most important for personal happiness.
    Explain how values can impact behavior and performance.

Module four : Stress Management

Contents :

    Defining stress
    The stress response exercise
    Our energy bank
    Source of stress
    Relationship of stress to performance
    Bodily cues of stress
    Personal stress log
    Situational stress factors
    Reducing stress
    Stress from change
    Over-inflated expectations
    Coping with stress

The purpose of this section is to help participants manage stress more effectively and assist managers to do the same.

After completing this section , participants will be able to :
    Define stress and explain their own personal stress indictors.
    Explain the energy bank and how it works.
    Discuss common causes of stress and name the five situational stress factors.
    Describe six different strategies for coping with personal and work-related stress.

Module five : Goal setting
Contents :
Why it is important to have goals
Why we don’t set goals

The purpose of this section is to connect the need to set both personal and work goals to successful performance.

After completing this section , participants will be able to:
    Explain the value of setting goals and why many don’t.
    Describe the six characteristics associated with attainable goals.
    Refer to a complete goal setting process which is provided for your use.