The First 90 Days for New Supervisors
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247compliance is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 1.5 PDC for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.
If you have taken on a new position and are concerned about what you don’t know – you’re in good company. Research show supervisors, managers, and leaders moving into a new role only get a minuscule amount of the training needed to be successful in the role. On the job learning is expected – but you don’t know what you don’t know. This is the place to start.
- How to deal with all the different personalities?
- Want to ensure you get the team “on board” and engaged early on
- Will have staff who are older or more experienced in their roles
- Inheriting a team that has dysfunctional moments
- Want to excel, but aren’t sure where to start
This webinar provides a structured approach to strategies and steps needed to build a solid foundation in the first 3 months that will set the stage for your future success. If you have been in the role for more than 3 months – don’t worry many of the strategies and ideas will be successful after 90 days and can be applied even if you’re an old hand.
- A step-by-step process for the first 90 days in their new role
- To identify what has to be dealt with now and what can wait until later
- How your leadership style will impact the team?
- How to adapt your leadership style to have the most positive impact?
- How to create collaboration and engagement on your team?
- HR professionals
- People managers
- Leaders
- Directors
- Managers
- Supervisors
- Department managers
- Senior leaders
Since 1987, Michael has been consulting with businesses and organizations that understand the value of developing organizational culture and their people as a foundation for continual improvement, staff recruitment/retention, and enhancing organizational capacity. His focus is on assisting organizations to create cultures where people want to engage and work. The ideal organizational, division, department or team culture is one where the values, vision, and mission of the organization are explicitly linked and operationalized.
Value-based cultures feature enhanced job performance metrics, high rates of retention, and are emotionally and physically healthier for the staff. Michael has worked with large multi-national to entrepreneurial organizations, government and NGO’s, and across the spectrum of executive, senior managers, supervisors, and staffs.
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