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Unique Training And Development

Unique Training and Development - 151 York Street | London, ON, Canada N6A 1A8 - Toll-Free: 1-866-700-9043 | Direct: (226) 777-0147 Front Line Leadership Systems USA Inc. - 3200 Greenfield Road | Dearborn, MI 48120 - 1 -313-556-2454

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Virtual Public Workshop

The #1 choice for HR professionals in front line leadership training in manufacturing, distribution and operations. People don’t quit bad jobs, they quit bad leaders. Your …

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Front Line Leadership Training

Many front line leaders are promoted based on being great workers only to discover that achieving results through others is a challenge. Discover how the Front Line Leadership training program can develop the leadership and supervisory skills of your front line supervisors, team leaders, lead hands and managers.

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Unique Training & Development Custom Onsite Training

With onsite training you are in control: Train either one group or multiple groups (helps with multi-shift and continuous operations). Schedule half-day, full-day, or multi-day sessions to suit your organizational needs and ensure production coverage. Have training delivered live in-person or virtually to reach leaders at remote locations.

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Front Line Leadership Training

Schedule a Call Leadership Training for your Front Line Supervisors in Manufacturing, Distribution & Operations Reduce turnover Retain top talent Develop high performing teams Front line supervisors struggle with the following issues: Correcting unacceptable behavior and performance. Managing conflict Reducing high turnover, retaining talent Implementing change initiatives Clearly

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Being An Approachable Leader

Being unapproachable is a defence mechanism – it keeps people at a distance. To become a more approachable leader: – Show warmth more often – smile and be easy to talk to. – avoid overreacting to bad news. – thank people for bringing information to your attention. – cut down on the sarcasm – …

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Unique Training & Development HR Professionals Depend On Us

HR Professionals Depend on Us as the Number One Choice for Supervisor Training in Manufacturing, Distribution and Operations. Your supervisors define the culture in your organization. When they lead effectively your employees are more motivated and engaged, you retain top talent, your turnover goes down and you achieve consistent, high performance.

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Coaching For Abrasive Managers

Leadership Coaching for Aggressive or Abrasive Managers. Help your managers adopt a more constructive leadership approach. Aggressive and abrasive managers usually care deeply about the organization and achieving results. Unfortunately, their approach often creates problems on their own team and with other departments.

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Dealing With Dominant Personalities

The first tip I have for dealing with a dominant personality is to be direct. Aggressive people only understand it when you are very blunt and direct. That does not mean you have to be inflammatory. You do have to be direct, and that means not beating around the bush. Saying, “Hey, the way you spoke to me in that meeting is unacceptable and I

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How To Persuade People To Do What You Want And Think It's

If you can learn to moderate your pace to match another person, rapport will increase and your ability to persuade will increase. Persuasion is about saying things confidently – If you speak with an up inflection people will think you are uncertain, if you speak straight across with your inflection people will think you are delivering facts

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From Peer To Leader

Tip number two: Keep people in the loop. The reality is, as you move into a leadership role, you might think as long as you know what’s going on, that’s good enough. We know that one of the top motivators for people is that their leader keeps them in the loop, and keeps them informed so they feel connected and part of the team.

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Creating A Sense Of Urgency

Creating a Sense of Urgency. It isn’t unusual for leaders to complain that their team members are lazy, work harder at avoiding work than actually doing the work, and have no sense of urgency when it comes to completing tasks. The pace of work in any environment is important because the more you can produce, the better the results.

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Dealing With The Dysfunctionally Defensive

Set up a timeframe to review a situation and if improvement is observed, provide positive reinforcement. If the unacceptable behavior continues, then escalate the consequences. The supervisor or manager’s job is to clarify expectations and apply positive and corrective consequences. The employee remains responsible for his or her behaviour.

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Grooming Future Leaders

The #1 Trusted Resource by HR Professionals for Training Supervisors in Manufacturing. 1-866-700-9043; [email protected]uniquedevelopment.com

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Balancing An Open Door Policy With Respect For Chain Of

If you manage the whole open door policy, while still respecting the chain of command, what you’ll find is that your leadership team will feel more respected, and you’ll create a less fragmented, consistent leadership team. You’ll also avoid the whole “I’m going to ask mom, and if I don’t like the answer I get there, I’m going to

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Praise: How To See And Say It

Click To Tweet. First of all, be specific about what the person did. “Hey. Thanks for working the extra hours today. That really helped us out.”. Then, second, tell them why what they did was important. “By working those extra hours, that helped us make sure that the truck got shipped on time.

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Successful Shift Startup Meetings

Successful Shift Startup Meetings. You, as a front line leader, need to know how to conduct successful shift startup meetings to start your team’s day off right. Many leaders will conduct a short, five-minute meeting to start the shift. Sometimes it’s called a toolbox meeting or a tailboard meeting. It’s designed to be a standup gathering

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Dealing With Unacceptable Employee Behaviors

By putting up with unacceptable behavior, the front line leader is causing three undesirable consequences: 1. Decline in performance and attitude from other employees, 2. Loss of respect from management 3. More frustration for the supervisor/manager.

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Coaching A Manager Who Is Too Tough

As part of the coaching process, here are the typical elements of the prescription for performance for a tough manager: Clarify in his/her own mind what the long term vision is for the team/organization. A tough manager believes that either she has already made it clear what the goals are or that people should know the goals because they are

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Taking Action To Increase Accountability

Taking Action to Increase Accountability. Let’s define accountability as having a sense of ownership over your work and receiving consequences for your actions and behaviors. Those consequences can either be positive (praise, promotion, recognition, compensation, more freedom) or the consequences can be negative (correction, discipline

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Managing Insubordination

Unique Training and Development - 151 York Street | London, ON, Canada N6A 1A8 - Toll-Free: 1-866-700-9043 | Direct: (226) 777-0147 Front Line Leadership Systems USA Inc. - 3200 Greenfield Road | Dearborn, MI 48120 - 1 -313-556-2454

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Employees Who Feel Entitled

An attitude of entitlement can form when employees become conditioned to think that they will receive positive reinforcements without having to earn it through their performance. If their current manager or a series of previous managers have been reluctant to confront the problem, the employee may feel entitled or justified in their behavior.

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Tips For Lead Hands And Team Leaders

The person should have some effective communication skills and decision making ability. Then consider giving them some introductory leadership training so that they can be more successful leaders. We offer a one of a kind leadership program just for lead hands. It is made up of some of the elements from supervisory training but focused only on

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How You Can Offer Praise And Positive Feedback Effectively

Not allowing your team to enjoy the praise you’re offering is almost like not delivering it in the first place. Let your team enjoy the positive feedback. You can always raise the bar or express concerns in a separate conversation. Learning how to deliver positive feedback, more often and with greater sincerity, will build a more positive

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The Importance Of Explaining WHY

Keeping your team in the loop with communication and taking the time to explain the rationale for certain decisions will create a stronger sense of teamwork and build trust and respect. You’ll enjoy greater cooperation and commitment from your team by taking the time to explain why. As your team becomes more self sufficient and independent

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Culture Of Curiosity

Culture of Curiosity. Curiosity is the root of innovation and creativity and being curious is a constructive leadership characteristic. Organizations and their leaders can snuff out curiosity by implementing rigid rules, having sacred cows and dismissing questions that could lead to new discoveries. A leader who is curious will handle employee

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Friendship And Leadership

Action you can take: Develop the leadership skills that front line supervisors, team leaders and managers need to improve safety, productivity and quality, while maximizing the involvement of all team members. Whether you need foundational skills or a specialized workshop, reach out and start a …

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Limitations Of The Golden Rule

The underlying assumption is that the people you interact with are motivated in the same way as you are. Of course there is the manager’s version of the Golden Rule, “The Person With the Gold Makes the Rules!”. And aggressive managers have their own version, “Do unto others BEFORE they do unto you.”. Instead of the Golden Rule

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Disconnected Leadership

“My boss needs to take this course.” This is what we hear from supervisors and team leaders who take our front line leadership course. On the other side of the equation I hear the frustrations of senior executives as they question why the rest of the organization doesn’t “get with the program” in terms of executing the strategies and plans they develop.

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Developing A Vision For Your Team

Read, watch, or both: the following is a transcript of the video above. Some people say the job of a front line leader is pretty easy — as long as you have all your team members report for work with the necessary skills, your machines, and equipment work properly, your raw materials are good and the production schedule is stable — it’s a piece of cake!

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Buddy Buddy Boss

The second tip is to praise and correct. Your team needs to hear from you when they’re doing well. They also need to have you correct them when they’re off base. The team respects you as a leader when you’re willing to step up and say something when you see something. When you let things go, hoping that the team will like you, the reality

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Shifting Your Leadership Approach

Situational leadership is an adaptive leadership style. It encourages leaders to take stock of their team members, weigh the many variables in their workplace. And then they can choose the leadership style that best fits their goals and circumstances. Managers who throw new team members into the deep end without providing enough specific

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Is Virtual Training Here To Stay

The same will happen with virtual training sessions and meetings. There are several intangibles to getting together face-to-face with people but counteracting against that is the cost of actually bringing people together for meetings. Think of a typical meeting that may have 10-20 people, it will cost several thousand dollars to get those

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Dealing With Abrasive Personalities

The strategy you use with the abrasive person likely depends on your relationship to them. In every case, the only effective approach to correct or change the behavior is to be direct and have the conversation in private. Indirect methods, hinting and soft approaches will be ineffective and might even increase the person’s abrasiveness.

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Employee Of The Month Is A Bad Idea

Employee Of The Month Is A Bad Idea. I want to confront something that companies, even to this day, still do, that I think is a horrible idea. Employee of the month. There’s different variations of this same concept. You might have crew of the month, team of the month, or location of the month. It all starts out innocently enough.

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Adapting To Different Personality Styles At Work

To get along better with a Director personality, get to the point, give them options to choose from, focus on the bottom line and don’t waste their time. Also realize that this type of person can appear insensitive, abrasive and yet they are very unaware of how they frustrate others. Don’t hint …

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5 Reasons A Simple Notebook Is A Supervisor's Most

A supervisor who regularly documents observations is less likely to be accused of harassment or unfair targeting because the supervisor will demonstrate a fair and consistent approach to employee relations. 2. Don’t be a Traffic Cop – Use the Notebook for More Than Documenting Infractions. In the same way that a police officer carries a

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Leadership Archives

 Read, watch, or both: the following is a transcript of the above video. Personal hygiene and body odor is a sensitive subject. Most leaders tend to feel anxious when they have to confront an employee about this.

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About uniquedevelopment.com courses

Public Workshops & Courses. Front Line Leadership Enroll your supervisors, managers and team leaders in our two-day front line leadership program. Choose from multiple …

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Total: 39 New Courses

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  1. Google IT Support -Offered by Google -Coursera. This is an excellent course offered by Google and Coursera that can be a Launchpad for you in the IT field.
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