Supervising Others Online Certificate Course

Supervising others can be a tough job. Between managing your own time and projects, helping your team members solve problems and complete tasks, and helping other supervisors, your day can fill up before you know it.

The Supervision and Management Online courses helps supervisors become more efficient and proficient with information on delegating, managing time, setting goals and expectations (for themselves and others), providing feedback, resolving conflict, and administering discipline.

Key Learning Objectives

• Define requirements for required work.
• Set the expectations for your staff.
• Establish SMART goals for yourself.
• Help your staff set SMART goals.
• Learn to delegate appropriately.
• Provide effective feedback to your staff.
• Utilize effective time management techniques.
• Perform effective conflict resolution.
• Understand how to manage effectively in different situations.
• Understand what a new supervisor needs to become an effective supervisor.

Supervising Others Online - Requirements

The Supervising Others Online Certificate Course is designed for people who would like to acquire the skills and knowledge to become effective supervisors. The course is delivered 100 percent online 24/7 and only takes 6 to 8 hours of study to complete. 

To complete this course, a student must:

• Have access to the internet and the necessary technical skills to navigate the online learning resources
• Have access to any mobile device with internet connectivity (laptop, desktop, tablet)
• Be a self-directed learner
• Possess sound language and literacy skills

Quick Course Facts

1. Course content is structured for easy comprehension
2. Approximately 6 to 8 hours of study is needed to complete the course
3. Registered students gain unrestricted lifetime access to the Supervising Others Online course
4. All course material is available online 24/7 and can be accessed using any device
5. Study online from anywhere in your own time at your own pace
6. All students who complete the course will be awarded with a certificate of completion

Supervising Others Online Course - Outline

Module One: Getting Started

In this Supervising Other Online Certificate course, we will discuss the different concepts and tools necessary to become an effective supervisor. This includes solving problems, completing tasks, and working with other supervisors.

Course Objectives

• Define requirements for particular tasks
• Set expectations for your staff
• Set SMART goals for yourself
• Help your staff set SMART goals
• Assign work and delegate appropriately
• Provide effective, appropriate feedback to your staff
• Manage your time more efficiently
• Help your team resolve conflicts
• Understand how to manage effectively in particular situations
• Understand what a new supervisor needs to do to get started on the right path

Module Two: Setting Expectations

In this section of the Supervising Others Online Certificate course, we discuss how we can create better working relationships by setting expectations.

Defining the Requirements

The first step is to define the requirements for given tasks. Describe what success looks like and develop the criteria.

Identifying Opportunities for Improvement and Growth

Any task that allows your employees to grow is beneficial for both parties. By acquiring a new skill, an employee can be a more productive member of the workforce while giving them an opportunity to have a break from an otherwise monotonous routine.

Setting Verbal Expectations

Expectations can be given either verbally or in written form. Meetings and other informal face-to-face gatherings are good opportunities to express expectations.

Putting Expectations in Writing

Writing down your expectations gives everyone a document for future reference. 

Module Three: Setting Goals

Goal setting is one of the most important life skills that can be applied in every aspect of our life. As a supervisor, goals give you direction.

Understanding Cascading Goals

Cascading or waterfall goal setting starts with executives or management setting goals first, then those goals flow down through the organization.

The SMART Way for Creating Goals

• Smart
• Measurable
• Achievable
• Relevant
• Timed

Helping Others Set Goals

Setting your own goals should always take priority over helping others set goals. It is important to remember that all goals must be aligned with those of the organization. 

Module Four: Assigning Work

In this module, we discuss the different ways of assigning/delegating work and understand which method is appropriate for the situation. We will learn we can increase job satisfaction and improve employee performance.

General Principles

After setting expectations, the next step is to explain the tasks, deadlines, and how to provide progress reports. Encouraging creativity and independence can improve employee productivity, but it is critical that they understand what the end product should look like and particular steps that need to be followed.

Three Work Assignment Categories

• Orders – these are not open for discussion
• Requests – gives some room for interpretation
• Suggestions – ideal for low priority tasks

The Dictatorial Approach

This is simply assigning tasks with no room for discussion. This is ideal for high-priority tasks or those that need to be completed urgently.

The Apple-Picking Approach

This method gives employees more freedom in selecting their tasks without emphasizing team problem solving or collaboration. This is a good approach for a small group of tasks to be assigned to a very small group of employees.

The Collaborative Approach

This method encourages team discussions when deciding who completes which tasks. It also involves establishing objectives and deadlines for each task.

Module Five: Degrees of Delegation

Delegation encourages independence while giving employees a sense of ownership and responsibility. Some supervisors consider delegating as something that diminishes their authority. But if done right, it makes the team more productive by letting supervisors focus on more important tasks.

Level One: Complete Supervision

This gives employees the least independence. It is ideal for complicated or dangerous tasks that need an extra level of care and expertise.

Level Two: Partial Supervision

This supervision technique requires a good balance between employee freedom and manager supervision. Employees have a limited amount of independence when performing their tasks but still require supervisors to monitor and evaluate work.

Level Three: Complete Independence

Contrary to most supervisor's beliefs, complete independence is the ideal type of employee supervision. When you can delegate tasks and give employees complete independence, this means that your employees possess a high level of competency.

Module Six: Implementing Delegation

After taking a look at the different ways of delegating, we will discuss the actual skills involved in delegating. You will learn how to delegate effectively and how this can improve overall productivity.

Deciding to Delegate

• Tasks should provide opportunity for growth
• Determine the cost of training against how often the task is to be performed
• Determine value versus risks
• The task should not be management related

To Whom Should You Delegate?

• Level of training or assistance required
• Determine if you have the time and training resources
• Understand the individual’s preferred working style
• Understand what the person wants from their job
• Determine their long-term goals and interest
• The person’s current workload
• Determine if delegating this task require reshuffling of responsibilities

Providing Instructions

This involves taking the time to explain the tasks and processes. Teams and supervisors should work to develop a schedule for updates and milestones.

Monitoring the Results

As a supervisor, your task includes monitoring and supporting employees. Part of this is recognizing employees for exceptional performance.

Troubleshooting Delegation

• How to avoid over-reliance
• How to increase independence
• Ask for recommendations
• Ask another employee to perform a task
• Get information from the source
• Check for employees who are feeling overwhelmed with their tasks
• Monitor and react accordingly

Module Seven: Providing Feedback

In this module, we discuss the different types of feedback you can deliver. This also includes using the appropriate type of feedback that increases the chance of it being received, understood, accepted and implemented by the person receiving the feedback.

Characteristics of Good Feedback

• Specific
• Timely
• Expressed directly
• Behavior focused
• Actionable
• Helpful

Feedback Delivery Tools

• Direct Praise or Criticism
• The Feedback Sandwich
• The Open-Faced Sandwich
• 360 Degree Feedback
• Informal Feedback
• Formal Feedback

Module Eight: Managing Your Time

This module gives you information on the different tools that help you plan and prioritize your tasks as a supervisor.

The 80/20 Rule

Also known as Pareto’s Principle, states that 80 percent of results from only 20 percent of actions.

Prioritizing with the Urgent-Important Matrix

Efficiency comes with prioritizing, which tasks should take more of your time. As a supervisor, you should be able to identify which is important and urgent.

Using a Productivity Journal

Prioritizing and planning are skills that are required for improving a supervisor's productivity. A journal makes it easier to implement this plan. A Personal Productivity Journal helps you focus on the different aspects of your work. This should also include what team member is involved in each task.

Module Nine: Resolving Conflict

As a supervisor, your role includes helping mediate and resolve conflicts within and outside the team. Conflicts, when left unmanaged, can result in poor performance. In this module, we will discuss the proper tools and techniques to solve conflicts.

Using a Conflict Resolution Process

This gives you an objective, neutral way to identify, explore, and resolve conflicts.

Tips in Maintaining Fairness

• Never take sides
• Encourage responses
• Remain objective
• Offer factual observations
• Encourage win-win solutions
• Ensuring a balance of power

Examining Root Causes

Creating Mutual Gain Options and Multiple Option Solutions

Module Ten: Tips for Special Situations

A supervisor can be hired from the outside or be promoted from within the team. This part of the course discusses the skills required for each situation.

What to Do if You’ve Been Promoted from within the Team

This can be challenging, especially for new supervisors. Transitioning from team member to a position of leadership can be difficult. Speak with other supervisors to get a working knowledge of the different roles and responsibilities of the position.

What to Do if You’re Leading a Brand New Team

May supervisors make the mistake of assuming that leading a new team is an easy task. This is because team members know little or nothing about each other. When leading a new team, make sure that you give them a clear role and objective.

What to Do if You’re Taking on an Established Team

This can be a difficult task for any supervisor. It is important that you get on the right foot and to do this is not to appear as a threat, but rather as a helpful new resource and valuable ally.

Module Eleven: Survival Tips for a New Supervisor

In this part of the Supervising Others Online Certificate course, we will discuss tips on how to get you on the path to becoming a great supervisor.

• Ask the Right Questions
• Go to Gemba
• Keep Learning!

Section Twelve: Wrapping Up

Recognition & Accreditation

The courses offered by Courses For Success are unique as they are taught in a step by step process enabling students to complete them quickly and easily, so that you can obtain your qualification sooner. All students who complete the course receive a certificate of completion. Courses For Success is committed to high completion rates and therefore 100% student satisfaction.

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