Tag Archives: supervisor

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Penn State Smeal

Management Essentials – Lewistown, PA

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Dennis is headed to Lewistown, PA with PennState Smeal College of Business and Penn State Executive Programs to deliver this valuable professional development program.

 

This five-module series is designed to help participants develop and sharpen skills that relate to managing in today’s workplace environment. Throughout the series, each module will provide specific learning objectives, experiential learning activities and exercises, and real-world examples.

This program is appropriate for new first-level supervisors, individual contributors, or team leads who are considering the transition into supervision, as well as experienced supervisors who would like to refresh their skills.

Sample job titles include manager, supervisor, coordinator, superintendent, and team lead.

Five Modules all (8:30 AM arrival) 9:00 AM – 12 Noon

May 23, 2019 – Supervisor Effectiveness

May 30, 2019 – Effective Communication for Managers

June 5, 2019 – Conflict Management for Managers

June 12, 2019 – Navigating a Multigenerational Workforce

June 19, 2019 – Being a Great Mentor or Coach

$495.00 (for the 5 module series)

Register Now!

Or Call: 800-311-6364

Penn State Smeal


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Dennis Gilbert Aspiring Leader Seminar

Aspiring Leader Seminar – Williamsport, PA

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Today’s leaders are more than just supervisors or management team members. They are the heart of inspiration, team work, and create the atmosphere required for the pursuit of common goals.

This seminar covers many of the foundation skills that build great leadership habits. Participants will explore what it means to be a leader, not just a supervisor or manager. We’ll be covering change, communication, and motivating the team. Tough topics that are sometimes taken for granted such as resiliency, understanding priorities, and the difference between facts and opinions. In addition, we’ll examine some tough questions such as, “Where are you most vulnerable?”and “What is most important right now?” 

More Info / Register


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Penn State Smeal

Developing Middle Managers – PSU

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Developing Middle Managers

Learn key managerial competencies in planning, communication, decision making, and more in five full days of this highly interactive classroom experience complemented with online resources. Completion awards a Professional Certificate in Functional Management, 3.6 CEUs, and 35 SHRM PDCs.

Dennis Gilbert and Mary Kay Williams will be serving as faculty for the Penn State Smeal College of Business, Executive Programs.

This is a 5-day program starting on April 8, and concluding on April 12, 2019.

For additional information please contact Sue Greene:

Smeal College of Business
The Pennsylvania State University
484 Business Building

University Park, PA  16801

Telephone: 814-865-6341


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performance feedback

Performance Feedback, What Are You Serving?

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Many people dread the performance review. It is common that both the supervisor and the direct report have some anxiety connected with the process. How are you navigating the performance feedback process?

Whenever I speak to groups about feedback, one of the most fundamental but important comments I make is that we need to remove the word criticism from our vocabulary. This word alone can start the process off on the wrong foot.

Performance feedback is a delicate process. It can be powerful and motivational, and it can also knock people off their feet, derail positive performance, and be destructive for relationships.

No Picnic, No Sandwich

You may have heard of the sandwich model. This is an old managers tale of how to deliver a performance review. Start with saying something great, give the tough (negative) feedback in the middle, and end with something great.

Research exits on the results of both positive and negative feedback. You can study it (example research) and draw some of your own conclusions.

I’m a big believer in positive reinforcement. I believe positivity yields more positive results. When you focus on growing talents and stop focusing on fixing weaknesses amazing things can happen.

This has something to do with why I chose the business name, Appreciative Strategies, and why I own the registered trademark for these words.

At the same time, we cannot always ignore areas that require improvement. How should that be managed?

My professional opinion is, “Differently for everyone.” Just like the most effective communication involves a flexing of style to best reach everyone, similar rules apply for communicating performance feedback.

Performance Feedback

When you consider that you may have three categories of performance, exemplar, fully performing, and those who are not adequately performing, you can make better choices about feedback.

Consider that the “sandwich” may not yield the best future outcomes for the exemplar or fully performing employee. Also consider that the sandwich may be too soft for those who are not adequately performing.

Most important is that performance feedback should be happening often, not just at the once per year performance evaluation.

Your best employees may be the hungriest. Skip the sandwich. Feed them well.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSPTM), and culture expert. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.


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