Supervisor Training For Communication: Listening and Feedback

With the current corporate structure flattening to an almost pancake like form, the once dominant hierarchical pyramid present within the public and private sector is now dwindling in existence. With middle management becoming a thing of the past, those who still are in supervisory and management roles will have a large need for specific and relevant training to provide the skills and knowledge needed to lead a large, diversified workforce.

The topic of supervisor training has an almost endless supply of topics. For the sake of constraint, here we will delve primarily into supervisor training needs that relate to communication. More specifically, listening skills and effective feedback of information concerning subordinates have been hot button topics within the last decade. Straight-laced top-down white collar supervisor are a dying breed. Current and future supervisors face developing a skill set that spans a much larger content domain.

To begin, the supervisor training topic that encompasses listening skills focuses primarily on the verbal and non-verbal behavior exhibited between one-on-one encounters between supervisors and subordinates. A common complaint by employees is that their supervisor either does not listen to what they have to say or draws conclusions from the things they do say incorrectly. Undergoing supervisor training pertinent to listening skills can highlight those areas that supervisors lack. Effective eye contact, posture, and facial expressions all relay unsaid information to employees concerning how supervisors integrate what they are hearing. Responding within conversations, repeating exactly what was said, and immediately communicating back conclusions and inferences can improve supervisor listening skills. This area of supervisor training will ultimately improve interpersonal communication within the workplace and allow for more specific, efficient transfers of information.

Performance appraisal has been researched, discussed, and scrutinized within the supervisor training curriculum for decades. While the appropriate measures and criterion escape us here, what is especially relevant is the effective and concise feedback concerning subordinate performance. Whatever the methods utilized to bring about performance outcomes, it is the responsibility of the supervisor to communicate those results back to the employee in a structured, meaningful, and appropriate manner. Supervisor training that includes feedback aids in the process by which information passed to subordinates includes clear statements of expectations and outcomes, what exactly the results convey about the subordinates performance, and most importantly methods by which supervisors can use the feedback information to strengthen the communication within a setting. The training of supervisors relative to feedback strategies and methods undoubtedly has a large impact on current and future supervisor-subordinate relationships.

A dynamic business environment necessitates the formation of supervisor training programs that present and instill large amounts of information concerning the effective communication of information relative to providing feedback to and effectively listening to subordinates. Not only is the formation of this skill set good business practice, Leadership training allows for the continued growth of those in control throughout our economy’s businesses.

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Executive coaching: Leading you towards a successful future

It used to be that executive coaching was taught of as something extravagant and as a privilege not a necessity. However, with the current nature of the economy more and more companies are turning to executive coaching to maximize the potential of their leaders focusing on personal empowerment and maximizing potential. Individual coaching develops emerging leaders and employees through motivation and a basic process of aid in performance development. While this might seem an easy process; discussions with others, a little feedback here or there, and the like executive coaching encompasses far more than what meets the eye. So what exactly is executive coaching?

To answer this question we must first recognize what is entailed within the coaching relationship. A coach is in a position to step back from the situation at hand for the coachee and provide them with perspectives at enough of a distance for proper handling. Within the relevant literature and research three major categories of executive coaching exist. There is feedback coaching, in-depth development coaching, and content coaching. Each on of these processes is implemented differently and can be used according to the clients needs.

Feedback executive coaching is a type of coaching that typically is more extensive ranging anywhere from a couple months to as much as seven or eight months. Generally this type of coaching is accompanied by a 360 assessment, which serves the coach to help the leader analyze strengths and limitations.

In-depth development executive coaching is a process that can take up to one year and involves a close intimate relationship between the executive coach and the client.  Data analysis for this type of coaching is extensive often resulting in the executive coach doing one on one interview with the leader’s staff, customers, peers, and sometimes family members. Multiple assessments instruments may be used such as, 360 assessments, personality inventories and others.  Once data has been gathered, coach and client review the results identifying strengths and limitations. A development plan is thereafter crafted and the coach meets with the executive at least once monthly to measure progress and provide guidance.

Content executive coaching is a more complex and extensive process, however, it depends on the issues involved. In a nutshell this process encompasses providing executives the knowledge, skills, and tools in a specific content area. An example might be an executive that needs to learn more about foreign cultures and business for an upcoming assignment. A content coach would then be assigned to help the executive prepare for the upcoming challenge.

This new trend has by the very nature of our economy become more a necessity and less of a privilege. However, experts warn that the right type of coaching and the right coach must be matched to the client and situation for this process to be efficient. When relationships have been formed with the right match of individuals, coaches can help execute current and future business plans, assist in the maximization of coachee potential, introduce guidance, generate ideas, and overall be a resource for this with a need for personal and professional help. Experiential learning is also a great way to get acquainted with the new communication techniques and through this process you will remember the modes and ways for years to come!