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Programs and Resources for Supervisors and Managers
This program helps supervisors and managers decide how to promptly and appropriately respond to some difficult employee relations problems. Participants discuss the issues involved in and evaluate possible responses to the following situations:
- Accusations of discrimination
- Charges of sexual harassment
- Possible substance abuse on the job
- Personal problems that interfere with performance
- Chronic tardiness or absenteeism
- Lack of motivation
- Equitable allocation of resources
- Productivity and quality trade-offs
- Use various techniques to appropriately address some difficult employee relations problems
Competencies: Composure, Decision Quality, Integrity and Trust
This 2-year program is open to staff in appellate, district, and bankruptcy courts and circuit offices. It helps participants build leadership skills that are transferable to multiple leadership roles. The program includes three in-person seminars, an in-district project, and self-study components.
- Enhance problem-solving and decision-making skills
- Effectively present reports to senior managers
- Analyze data in order to recommend improvements to court operations
- Develop an individual professional development plan
Competencies: Composure, Continuous Learning, Decision Quality, Managerial Courage
This interactive, online self-study course is designed to help newly appointed supervisors build the knowledge and skills necessary to be effective supervisors. It consists of the following six units:
Unit 1: The Role of the Supervisor
Unit 2: Communicating Effectively
Unit 3: Managing the Work
Unit 4: Motivating Employees
Unit 5: Managing Employee Performance Problems
Unit 6: Where Do You Go from Here?
- Describe the major responsibilities of a supervisor
- Use active listening techniques
- Give feedback effectively to others
- Use the planning, assigning, controlling, and evaluating system to effectively organize and manage work
- Identify strategies for creating a motivating work climate
- Describe the major steps for analyzing performance problems
Competencies: Decision Quality, Fairness, Motivation, Planning and Direction, Work Measurement and Management
This program offers experienced supervisors the opportunity to strengthen their skills, which enables them to address daily challenges and achieve organizational goals. Eligible participants are supervisors or managers below the deputy court unit executive level with three years or more of supervisory or management experience. The program uses an interactive, blended-learning approach that also includes pre- and post-workshop webinars. The in-person workshop includes interactive discussions plus skill-building and action-planning exercises.
- Identify managerial strengths and areas needing further development
- Use critical thinking skills to address difficult workplace issues
- Apply strategies to foster a high-performing team
- Conduct challenging conversations with direct reports
- Evaluate strategies for fostering a great workplace
Competencies: Composure, Managerial Courage, Motivation, Team Development, Work Measurement and Management
This one-day program teaches communication and coaching skills that supervisors and managers can use to help employees successfully embrace organizational transition. Center-trained facilitators deliver the program.
- Describe the difference between change and transition
- Use a three-phase transition model to understand how employees approach transition
- Coach employees on strategies for effectively coping with change and transition
Competencies: Motivation, Planning and Direction, Team Development
This program helps newly appointed supervisors develop fundamental supervisory skills. Tier 1 of the program is self-directed and self-paced. Tier 2 consists of a 3.5-day in-person workshop that includes plenary sessions and praxis sessions in which participants practice using their skills. Tier 3 consists of online courses and coaching calls with faculty.
- Use appropriate techniques for documenting work performance
- Identify how emotions influence decision making
- Engage direct reports in meaningful conversations and provide actionable feedback
- Identify effective coaching techniques
- Determine when to delegate tasks
Competencies: Decision Quality, Employee Development, Motivation, Planning and Direction, Work Measurement and Management
Performance management is a systematic process for managing organizational performance through people. For supervisors and managers, it is a continuous five-phase process of planning, monitoring, developing, appraising, and rewarding employee performance to accomplish the mission and goals of the court unit.
The Center’s customized programs cover all phases of the performance management process. They help court managers, supervisors, and employees build skills that support effective individual and organizational performance. Specific topics covered include performance standards, feedback and coaching, employee problems, calibration meetings, appraisal meetings, appraisal narratives, performance documentation, employee engagement, and performance management system evaluation. Each program is tailored to meet the unique needs of the court unit. The program is taught by Center staff or Center-trained staff.
- Write performance standards for performance plans or appraisal instruments
- Effectively manage employee problems
- Write clear and descriptive appraisal narratives
- Conduct effective appraisal meetings
- Participate in performance calibration meetings
- Identify strategies for maintaining a motivating and engaging work climate
- Evaluate the overall effectiveness of the performance management system
Competencies: Decision Quality, Employee Development, Fairness, Planning and Direction, Work Measurement and Management
In this program for supervisors and managers, participants learn what workplace harassment is and what it is not, how to minimize the occurrence of workplace harassment, how to deal with harassment if it arises, and what to do if they are involved in a workplace harassment investigation.
- Define workplace harassment
- Explain the terms “hostile work environment” and “quid pro quo harassment”
- State the kinds of behavior that may be interpreted as workplace harassment
- Identify circumstances under which managers may have to deal with workplace harassment
- State how to handle an allegation or incident of workplace harassment
- List some organizational responses that minimize the occurrence of workplace harassment
Competencies: Decision Quality, Ethics and Values, Integrity and Trust
Workforce and succession planning are elements of a strategic process that helps to ensure that the right people with the right skills are in the right jobs at the right time.
The program contains three components: a pre-session conference call, a two-day in-person session and a post-session conference call. It helps unit executives and managers develop and implement workforce and succession plans by forecasting future staffing needs, identifying key positions and competencies, and designing a structured learning and development program.
- Develop a workforce plan
- Develop a succession plan
Competencies: Decision Quality, Employee Development, Motivation