Great plants run on more than machines and procedures.

Presentation Skills

To run an efficient department, there are times you must make presentations to a few Workers, or your entire team. To succeed, whether it is a 5 minute or all day presentation, your audience must be motivated to listen, learn, understand, apply & remember what you are teaching.

You will learn:

• How to prepare your lesson, materials, the room & yourself?
• How to prepare the trainees for success?
• How to keep the energy in the room up and positive?
• How you can be relaxed, effective and have fun while teaching?
• How to follow up to ensure future application of the lessons taught?

Conflict Management and Resolution

Conflict is a normal part of life. Disagreements between people happen. When they do, you need to be able to resolve conflicts successfully so things run more pleasant and efficient at work, and your personal relationships are better. This program gives you a simple, comfortable, Step by Step process to easily identify, evaluate, and solve conflict so all parties feel they have “won.” This process is non-confrontational as the 2 people or groups come to a solution. This will solve conflict that just occurred, as well as conflict that has been impacting the workplace for months

Influencing and Motivating Worker Behavior

A predictable proactive plan to increase the quality of functioning of a large % of your team members. We have all experienced the frustration of workers not doing what they are asked to do. There is a predictable system that will influence people to do what you ask of them, whether it is an individual, a department, or all workers at the organization. You will learn:

• A simple 6 step system to influence and motivate desired behaviors
• How to keep the new habits alive as long as you want?
• How to influence workers to influence positive behavior in each other?

Supervisor Skill of “Trust”

Stimulate Workers To Trust Supervisors And Feel Respected.

Learn how to take action on the 13 behaviors that trusted leaders throughout the world have which influence workers to trust the supervisor. These 13 behaviors are simple. You are already doing some of them. This training gives you a game plan to maximize trust. It is easy and predictable to gain the trust of your teams. It is well documented that workers who trust their leaders work faster, and perform in a superior manner. Which leads to a higher performing department and business. I first learned of this approach in the way Warren Buffett had it applied in all of his businesses.

Supervisor Skill: Quit & Stayed

A Cornell University study determined that 60% of western workers are just putting in time for the paycheck, they no longer care. Learn to Recognize-Influence and to Re-engage these workers that are holding back the organization from functioning the “Best!”

Coaching For Work Performance

It is human nature that people do not like being told what to do. Coaching is a process that allows the worker to be involved in the development of the situation.

Workers support what they help create. Coaching gives supervisors a way to bring workers into decisions, and that involvement is what drives good behavior.

Why it works

• Ownership: When workers help shape a decision, they see it as theirs, so they follow through without being pushed.
• Better decisions: Workers know the job and its hazards better than anyone, so their input produces safer, more practical solutions.
• Respect and trust: Being asked for input shows workers they matter, which builds loyalty and a stronger bond with the supervisor.
• Earlier problem-solving: Workers who feel heard speak up about hazards and bottlenecks before they turn into injuries or delays.

What a coaching supervisor does differently

• Asks questions before giving orders
• Invites ideas on how to do the work safely and efficiently
• Acts on the input and credits the workers who offered it

The results

• Safer work habits and fewer injuries
• Higher engagement and effort
• Better productivity and profits

Bottom line

When supervisors coach by involving workers in decisions, people stop complying and start committing. Good behavior comes from the workers themselves, and the company gets the payoff in safety, productivity, and profit.

The value of mentoring and a formal mentoring program

You have experienced staff members who know all the ropes, and new workers with minimal experience, yet there is often not a formal transfer of knowledge between them. Mentoring pairs experienced workers with newer or developing employees, so the knowledge, safe work habits, and judgment that usually take years to learn are passed on in months. This is especially important in our current landscape of older experienced workers getting ready to retire and younger workers taking over…who don’t know all the tricks. Mentored workers get up to speed faster, make fewer costly mistakes, and feel more connected to the company, which improves safety, productivity, and retention. A formal program makes this happen on purpose instead of by chance. With clear matching, expectations, and check-ins, every new hire gets the same support, good practices are shared consistently, and future leaders are developed from within. The company gets a stronger bench of supervisors, less turnover, and a workforce that learns from its own best people.

The value of emotional intelligence training in the workplace

Emotional intelligence (EI) is the ability to recognize and manage your own emotions and to read and respond well to the emotions of others. Specific EI training teaches workers and supervisors practical skills like staying calm under pressure, listening, handling conflict, and giving and receiving feedback without defensiveness. These skills directly strengthen supervisor-worker relationships. Supervisors who understand and respond to their people earn more trust and respect, and workers who feel heard are more willing to cooperate, follow safe practices, and speak up about hazards and problems instead of staying silent. The result is fewer conflicts, fewer mistakes made in frustration or distraction, and a safer, more positive crew. The company benefits from lower turnover, smoother teamwork, higher productivity, and stronger profits. You will learn to measure your own EQ, and how to take action to improve it.

Motivational AND Situational Leadership

The value of developing motivational and situational leadership

Supervisors get the best results when they know both how to inspire their people and how to adapt their approach to each person and situation. Motivational leadership builds the desire to do good work. Situational leadership makes sure the supervisor gives the right level of direction and support at the right time. Together they turn supervisors into leaders workers want to follow.

Motivational leadership

• Workers feel valued, recognized, and connected to the purpose of their work.
• Engaged workers put in more effort, take pride in safe and quality work, and stay longer.
• Supervisors learn to reinforce good behavior instead of only correcting mistakes.

Situational leadership

• Supervisors learn to match their style to the worker’s skill and confidence: more direction for new hires, more support and trust for experienced workers.
• Workers get what they need to succeed, so there is less frustration, fewer errors, and fewer injuries.
• Supervisors stay effective in changing conditions, such as new crews, tight deadlines, or a crisis.

The results

• Stronger supervisor-worker relationships built on trust and respect
• Safer work habits and fewer injuries
• Higher productivity and engagement
• Lower turnover and stronger profits

Bottom line

Motivational leadership gives workers the will to perform, and situational leadership gives supervisors the flexibility to guide each person well. Developing both creates leaders who consistently bring out the best in their teams.

Reading Body Language & Non Verbal Communication

Much of what people communicate has nothing to do with their words. Tone of voice, facial expressions, posture, eye contact, and gestures often reveal more than what is said, especially when a worker is stressed, confused, frustrated, or hesitant to speak up. Supervisors and workers who can read these cues catch problems early, such as a worker who nods yes but is unsure how to do a task safely, or a coworker who is tense, distracted, or fatigued. That leads to better communication, fewer misunderstandings, stronger trust, and fewer injuries. The skill is also easy to teach. With a few core concepts, short practice exercises, and real examples from the job, most people begin noticing and interpreting non-verbal cues within a single training session, and it becomes a natural habit with everyday use. The company benefits from stronger supervisor-worker relationships, fewer conflicts and accidents, and a more productive, cooperative workforce.