Organizational Development

Supervision

In today's business, the supervisor or team leader is the main link between the organizational goals and the people who are responsible for the daily activities that make those goals a reality. Because of the necessary and integral role that this position plays, it is obvious that good supervisors and team leaders are key to the success of any organization.

Many everyday decisions required within this role effect profits, productivity, service levels, as well as attitudes, and morale. With a role and function of this magnitude, it would seem logical that the process of becoming a supervisor and team leader would require years and years of training in the required skills. Almost universally, today's supervisory force is made up of men and women who have been promoted from being a super worker to being a supervisor or team leader.

Attitude Development:

Attitude is the basis of all individual behavior. The effectiveness of supervisors will depend on their behavior in a given situation. Improved results and productivity begins by developing the attitudes that govern behavior.

Behavior Management Skills:

Better than 50% of a supervisor's or team leader's time is spent managing other people. To be effective in this role, it is important that the individual develop the skills necessary to effectively communicate and maximize productivity.

Goal Accomplishment:

A supervisor not only sets goals, but also needs to determine how they will be achieved, what obstacles must be overcome in the process, and the time line necessary. The Supervision process provides a proven goal accomplishment model that can be immediately applied to any organization.

Critical Issues Covered Within the Process:

  • The Roles and Functions of a Successful Supervisor or Team Leader
  • Effective Organizational and Personal Goal Setting
  • Developing Confidence
  • Managing and Controlling Your Use of Time
  • Understanding Human Needs
  • Motivating Improved Performance
  • Creating Environment for Growth
  • The Art of Listening
  • Taking Corrective Action
  • Delegation
  • Decision Making
  • Problem Solving

Contact us for more information about how this process can work for you.

Global Organization Consulting

As the Executive V.P. of Human Resources located in Paris, I had the functional leadership challenge of evolving an existing HR organization into an international team capable of meeting the professional challenges of a changing French global manufacturing business.

Based on the initial geographical challenges we faced, I engaged Norm Gauthier to provide organizational consulting support in the U.S. I knew he was someone I could work with and trust, especially in working remotely with me from Europe. His experience, allowed him to quickly assess what we had, the major challenges we faced, and helped identify step by step what needed to be done. He also helped define the needs in terms of skills and competencies required in building an effective international HR presence.

He used his business consulting experience and knowledge of HR practice to carefully focus on individual and collective development 'gaps' creating conditions that allowed team members to take risks, experience new roles and ...in the end take on more of a leadership position. During this change management process, he took on individual and team coaching assignments in support of several organizational initiatives. He also developed several international train-the-trainer development modules, linking each to the staged development and roll-out of critical management tools.

Results of the work… we now have a worldwide HR organization that uses the same processes and tools despite their location in the world, which is rare for a Global company. Our HR members are recognized by Business Unit management as professionals they involve early in the change process to provide advice and counsel. And, with the focus on developing leadership and accountability at the operational HR management level, the team now exercises a different level of problem solving and collaboration that requires less leadership time and involvement in decision making.

An outstanding work quality that is very effective…Norman respects the fine line between the 'decision maker' and the team - thus creating a challenging environment for the boss and a safe environment for the team to take on initiatives and risk - learning conditions that we needed.

J. Dekker,
Executive V.P., Human Resources Sperian Protection

Executive Coaching & Consulting - Boston, MA

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