Building Core Leadership and Supervisory Competencies

Leadership and Business Management October 25, 2025
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Introduction

This program is designed to move participants beyond the foundational knowledge of management into the essential core competencies required for sustained success in supervisory roles. It focuses on the practical application of leadership theories, emphasizing skills like advanced delegation, impactful coaching, and robust conflict resolution. Attendees will learn to expertly handle complex employee situations, drive higher team accountability, and align their team's activities directly with organizational goals. By mastering these core competencies, supervisors can transform their teams into highly effective and high-performing units, contributing significantly to the organization's overall efficiency and morale.

Objectives

Upon completion of this course, participants will be able to:

  • Apply advanced coaching techniques to develop direct reports and unlock their potential.
  • Master a systematic approach to resolving workplace conflicts and mediating disputes effectively.
  • Design and implement a structured delegation process that fosters accountability and ownership.
  • Conduct productive performance reviews and continuous performance dialogue.
  • Recognize and manage common barriers to team performance and productivity.
  • Utilize critical thinking skills for complex problem-solving and decision-making.
  • Lead effective meetings that are goal-oriented, inclusive, and minimize wasted time.
  • Translate high-level organizational objectives into clear, measurable team deliverables.

Target Audience

  • Experienced Supervisors and Team Leaders
  • Mid-Level Managers looking to refine their skills
  • HR Professionals and Training Coordinators
  • Project and Program Managers
  • Leaders responsible for performance coaching and talent development

Methodology

  • Role-playing complex conflict mediation and resolution scenarios
  • Group workshops applying the GROW model to real employee development challenges
  • Individual exercises in drafting high-accountability delegation charters
  • Case studies analyzing best practices in continuous performance dialogue
  • Peer feedback sessions on conducting challenging performance reviews

Personal Impact

  • Mastery of advanced leadership skills: coaching, conflict mediation, and delegation.
  • Increased confidence and competence in handling challenging employee situations.
  • Development of a coaching-focused leadership style that drives talent development.
  • Improved personal effectiveness in leading highly focused and productive meetings.
  • Stronger ability to manage team dynamics and foster a collaborative environment.
  • Acquisition of a systematic approach to problem-solving and decision-making.

Organizational Impact

  • Higher levels of employee accountability and ownership of results.
  • Reduced turnover of high-potential employees through effective development and coaching.
  • Faster and more effective resolution of internal team conflicts.
  • Measurable improvement in team performance aligned with strategic objectives.
  • Improved internal communication efficiency and meeting productivity.
  • A stronger, more resilient supervisory layer within the organization.

Course Outline

Unit 1: Advanced Delegation and Accountability

Section 1: Strategic Delegation
  • Assessing employee readiness and competence for delegated tasks
  • Establishing clear boundaries of authority and required reporting mechanisms
  • Monitoring progress without micromanaging and providing timely support
  • Creating a culture where team members take full ownership and accountability

Unit 2: Coaching for Peak Performance

Section 1: Coaching Models and Techniques
  • Implementing the GROW model and other structured coaching frameworks
  • Differentiating between coaching, mentoring, and counseling (Counselling is for HR)
  • Asking powerful, open-ended questions to facilitate self-discovery and problem-solving
  • Building trust and rapport essential for effective coaching relationships
Section 2: Developing Potential
  • Identifying high-potential employees and crafting personalized development plans
  • Strategies for addressing skill gaps and underperformance through coaching
  • The role of coaching in career path development and retention
  • Measuring the effectiveness and impact of coaching interventions

Unit 3: Conflict Resolution and Difficult Situations

Section 1: Managing Conflict
  • Understanding the five common approaches to conflict management (e.g., Competing, Collaborating)
  • A structured process for mediating conflicts between team members
  • Techniques for depersonalizing conflict and focusing on the core issue
  • Managing emotionally charged interactions with tact and professionalism

Unit 4: Performance Management Cycle

Section 1: Driving Dialogue
  • Establishing continuous performance dialogue beyond the annual review
  • Setting up clear and continuous feedback loops with team members
  • Conducting effective annual or mid-year performance appraisals (Appraisal is the final event)
  • Developing performance improvement plans (PIPs) for consistent underperformance

Unit 5: Strategic and Operational Execution

Section 1: Linking Team to Strategy
  • Translating departmental goals into actionable team-level objectives
  • Making effective operational decisions under time pressure and limited information
  • Techniques for leading highly effective, action-oriented meetings
  • Building consensus and commitment among diverse team members

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