Many times, people are promoted into the supervisory ranks from hourly general labor positions. We choose people that have an excellent attendance record, are personable and have a great attitude. We tell ourselves and the supervisor candidate that we’ll spend time with them and develop them into outstanding leaders.Then some months later we find that we did not have the time to mentor and teach them, and we are wondering how the person we thought would be successful is struggling in their new position. Or, we hire supervisors from another company and, although they interviewed well, they bring with them troubles that we did not anticipate or behaviors we do not want. Either route we end up with, supervisors are charged with deploying their leaderships Vision and Mission – but they don’t know how to make that Vision a reality. They are not equipped with the tools to meet/exceed departmental targets and they don’t have the interpersonal skills to be a successful leader capable of developing leaders themselves.
After years of experience dealing with the same issues and giving much thought to the tackling of these issues, Hill Standard Works developed Operational Leadership University.
Hill Standard Works has taken 30 years of successful supervision, management and leadership experience and has developed a series of immediate actionable tools that ensures:
• A company’s Vision and Mission is disseminated throughout the organization
• Goals are attained or exceeded
• Communication improves
• Prevention becomes part of the culture rather than firefighting being the norm
• Succession planning becomes easier
• Ultimately supervisors will be successful