When you walk into a new position you are excited and nervous! Well at Opulence you have every Supervisor and Account Manager ready to teach train coach and mentor you to the next evaluation! #NewPosition #ExcitedAndNervous #Opulence #SupportiveTeam #Supervisors
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As experienced professionals, we shall promote authority and accountability, enable others, provide them with education and award them the freedom to explore and learn. Protecting them based on affection and concerns presents micromanagement and prevents them from growth and greatness. #enablers #leadershiptips #managementtips #continouslearning #micromanagement
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CEO TraceyHarris.Global, Mybio.Life, Amovita International, BPT International, Bramaltr Property Development, International Author & Speaker, Org Design Consultant & Strategic Specialist
Finding time to provide helpful feedback during the probation process can be difficult. To support all staff to complete their probation successfully, we have created workbooks for all roles that include helpful topics to be explored during the first six months in the role. The workbooks include key topics relating to organisational values, professional identity, supervision and professional boundaries. Leadership roles also include topics around strategy and neurocare. The workbooks include an overview of each topic, useful activities to complete and discussion framework to be included throughout the probation period. Please contact us to purchase your range of workbooks to successfully support the probation process.
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I had a hard time transitioning from IC to manager because I’m so right brained I get totally lost in creating process and do best in creative projects. I had to find a way to do it my way and for me that is coaching. I had to make it about the team and the people because if it’s on me to come up with the plan then we are screwed. In the past 6 months I’ve watched productivity increase by over 50% across the board. This style killed me: -I need to come up with the plan -I need to be the expert -I create the process, the incentives and monitor actively -employees are just characters in my story -It’s on me the make the decisions on how we get there This Style saved me: -They own the how we get there part -I know the least -I focus on the people and meeting their needs related to the work enviroment. -This one is worth a sub bullet because it’s the one that matters the most. Each person is different and needs to be treated differently. People need different amounts and types of encouragement and support. -I’m a character in their story and they are the hero -They own major decisions and I’m an advisor.
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Turning Pain Points into Possibilities for Mental Health Therapists and Financial Therapists as a TEDx Speaker, Consultant, Mental Health Therapist, Certified Financial Therapist-Level I™ and Published Author
Another 5-star review! We are so glad this content is speaking to supervisors! #empowermentmodel #supervisionary #clinicalsupervision
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Coaching players in DECISION-MAKING is critical to offensive success and is often under-taught. READ & REACT TO DEFENSE → The best offensive teams consistently read and react to defense. They let the defense tell them what plays to make. Whether that is what to do next in their flow offense or what option to take in a set play, they make the read/play that the defense leaves most available by how they play. A well-designed offense has counters to how the defense plays, but they only work when the players are willing to make the “Right” play over the play they already decided to make. As we all know, sometimes players make plays on a predetermined basis. They take a certain play call and make their mind up before reading the defense what they will do. Excellent offensive teams do a great job of understanding the purpose of an action/play, and then they repeatedly drill the best option in live action. They review decision-making in film sessions of practice and game live action to teach and improve decision-making so that reading and reacting are improved over time, resulting in a high-performance offense.
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Strategic HR Consultant that Helps Small & Medium-sized Organizations Retain, Engage and Develop Talent / Fractional HR / Leadership & Team Development / Speaker / Author / Culture Catalyst
MEMORIAL DAY SPECIAL GET 7 HABITS OF HIGH-RETENTION MANAGERS FREE! Free Kindle Version through Wed, 5/30. Link in comments and QR code in the image #leadershipdevelopment #leaders #managers #management #booklaunch #hr #hrconsulting #employeeretention #employeeengagement
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If staff morale/motivation reduces when the task/job reponsibilities remains the same but the supervisor or ‘boss’ changes….the issue is not with the employee but with the new superior whom doesn’t know how to build the chemistry, connection and communication with the staff. I have heard from my subordinates/ those indirectly reporting to me from my previous organisations , that they feel stress with new’boss’, they feel depressed and distress. Ended up, their job quality/output reduces. Even when David Moyes took over from Sir Alex Fergusson, the players were the same inherited, but performance dwindled. As ‘boss’ you maybe technically strong, but it’s worthless when you fail to maintain the team morale, because a leader is a dealer of hopes. #boss #supervisorjobs #leaderisadealerofhopes
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Here’s something really insightful I learned from one of my clients about reference checks: They don’t do references just to check boxes. They do them to determine if the boxes left unchecked are either “coachable” or “non-starters”. Example 1: A candidate has excellent technical skills but struggles with time management, or they show promise in leadership but have occasional lapses in communication. This is likely coachable. Example 2: A candidate is unwilling to take feedback, and multiple references confirm this. Perhaps this is a non-starter that no amount of coaching could rectify. The key takeaway: Reference checks aren’t just about validating the good; they're about uncovering areas for growth and determining if those areas align with the company's capacity (and willingness) to coach. And quick side note: working for a “mentor-manager” who views unchecked boxes as opportunities for development rather than deal-breakers is a dream scenario! :) #chiefofstaff #recruiting
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THE #LEADERSHIP PROBATIONARY PERIOD, HOW TO GET THROUGH IT SUCCESSFULLY. Part 2. In order to successfully adapt to the new position, you can take the initiative to create your own probationary program (if not provided by the organization) and agree it in writing with your #boss. 💊 This will help you avoid difficult and unpleasant conversations at the end of the probationary period. ✍️ The leader's #probationaryprogram is a work plan that should include the following elements: 🔻 A key objective for the probationary period. 🔻 A list of tasks that will accomplish the goal within the identified time period. 🔻 Deadlines for each task. 🔻 Stakeholders for each task, as your outcome may depend on them. 🔻 Criteria by which your performance as a leader will be evaluated. 🔻 A feedback system that will allow you to receive information about your successes and deficiencies, as well as recommendations for improvement. 🔻 Established procedures and criteria for the final evaluation of your performance. 🔻 Signatures on the probationary period program from your direct superior and stakeholders. #ecologicalleadership #ecologicalleadershipmethod #business #psychology #businesspsychology #hr #corporateculture #csr #esg #mentalhealth #corporatementalhealth #gogreen #mentalsustainability #ecologicalempowerment
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I coach Area Managers in Ops to lead, inspire, & excel in their role w/out playing politics | Join my private Area Manager Accelerator 👇
I've rebuilt teams of Area Managers multiple times. Sometimes it was due to terminations. Sometimes there were transfers. Sometimes from quitting. But I always followed the same strategy: 1️⃣ Focus on self - Help you to confront limiting beliefs - Start mastering your domain - Manage time, focus, energy This involved lot of 1:1 time & coaching. 2️⃣ Focus on your team - Help you grow & develop them - Have effective engagement - Build your team culture This involved getting feedback from direct reports so I could help focus on improving those areas. 3️⃣ Focus on future growth - Creating support systems - Being a lifelong learner - Self development This involved knowing their growth goals, delegating based on that, and ensuring they think beyond their role. When all of these come together, I love taking a step back & letting them run the shift as an Ops Manager for a day. Now I personalize these strategies with clients I coach. 📌 If you're looking to have an experienced Ops Manager in your corner, send me a DM to see how my coaching can help you take back control of your growth & development.
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