Supervisory Training Institute

1. Supervisory Training Institute SPRING 2008 UIUC LIBRARY

2. Proposal • Goal: To provide 10-12 faculty and academic supervisors with management training focused on supervisory and change management skills. • Length of training: 3 months starting in February 2007 • Frequency of training: 2 day retreat, 2 one-hour sessions with Cindy Kelly, monthly lunch with Paula Kaufman, 4-3 hour training sessions.

3. Participants • Faculty and academic professionals currently supervising staff are eligible for the training. The number of participants was limited to 12. Participants applied to participate. • Spring 2008 participants: • Pat Allen • Mary Burkee • Paula Carns • Karen Lisa Hinchliffe • Karen Hogenboom • Shuyong Jiang • Qiang Jin • Kathleen Kern • Marek Sroka • David Ward • Cherie Weible • Beth Woodard

4. Retreat—Day 1 • Speakers: • Elyne Cole • Paula Kaufman • Scott Walter • LSSC’s Morale Survey, Tony Hynes • Survey of Supervisory Strengths and Weaknesses, Beth Woodard • Workshop on the DiSC inventory, Cindy Kelly

5. Supervisory Skills Inventory • Areas for Improvement Identified by Participants: • Communication with management • Actively solving problems • Scheduling performance reviews • Diagnosing performance problems • Creating action plans to deal with performance problems • Managing conflict between employees • Knowing when to refer troubled employees to outside resources • Managing own time for learning and development

6. Retreat—Day 2 • You Have Leadership Impact, with Laura Cornille-Cannady • Cognitive and communication style identification • Enhancing communication with others using their style preferences • Goals-Roles-Rules

7. Individual sessions • #1 -- Coping With Workplace Change • Three transition steps • Strategies to move through steps • Communication tactics during change • # 2 -- Creating a Positive Work Environment • Establishing behavioral expectations • Leader as environment creator • Recognition strategies

8. Individual Sessions (continued) • # 3 --Getting the Best from Others • Providing high value feedback • Supporting PPP process of feedback as dialogue • Crucial conversations • # 4 -- The Three Cs: Conflict Resolution, Consensus, & Consultative Decision Making and Collaboration • (in direct response to needs identified by that specific group) • Conflict resolution fundamentals • Consensus, Consultation and Collaboration

9. Testimonials • The STI was a wonderful and enriching experience. It not only helped me to better understand my role in the Library (both as one who supervises and is supervised), but also gave me the tools, skills and vocabulary to transform myself into a much better and more productive member of the library community, especially in terms of my relationships with others. I particularly appreciated having a cohort with whom to share experiences, toss around ideas and learn from. Everyone in the library would greatly benefit from a similar institute. (Paula Carns) • The Staff Training Institute gave me tools to address personnel situations, language to use when meeting and working with staff, and a realization that many of my other colleagues experience similar situations.  The trainer was particularly skilled and well versed in management and personnel situations and I felt that it was time well spent.  I was able to use something from each session to improve communication with my staff. (Cherie’ Weible)

10. Testimonials (continued) • This series of workshops was extremely helpful for understanding how to develop productive working relationships with staff I supervise, and how to build a team working atmosphere.  The information on work styles was particularly beneficial for understanding how different individuals approach work, learn job skills, and how their preferences differ from other people's work styles.  I've used this in a lot of different ways, including providing training on the same topic in different ways for different people, establishing goals and job assignments, and providing feedback on job performance. Overall, I would say that the information from the workshops helped me understand better how to interpret the work behaviors and responses from individual staff members, how to explain things in different ways to make sure their is a common understanding, and it gave me a lot of tools for dealing with both positive and negative work issues so that I can be a better supervisor for my staff and create a more productive work environment. (David Ward)

11. Testimonials (contintued) • The Supervisory Training Institute exceeded not only my basic expectations but even my hopes. Practical strategies, hints and tips were abundant. Each session there was at least one idea, if not dozens of ideas, that I could put into practice immediately. The "cohort" model was particularly beneficial as we built up a high level of trust among members of the group as well as a common language and framework for considering issues. Since that time, we have been able to serve as resources for each other. (Lisa Hinchliffe) • The Supervisory Training Institute provided a wonderful opportunity to learn practical information and each session presented a new opportunity to interact with peers that would not have been available during normal work circumstances. The cohort allowed valuable discussion to take place in a safe environment and allowed us to build working relationships that will continue to be beneficial. The extensive documentation was extremely helpful during the sessions and has also been useful upon later reflection, as I have been able to review and reinforce information gained, and share information with staff. (Mary Burkee)

12. Testimonials (continued) • The principles discussed in the Supervisory Institute were in some respects very specific, but were also general enough to be applicable in a wide variety of situations.  The instructor was not fitting people or issues into little boxes with specific solutions for each box, but teaching us to think and act productively about the issues we face as supervisors, the people we supervise, and our own styles as supervisors.  Although my situation as a supervisor is unusual, the content of the Supervisory Institute was framed in a way that made it useful as I encountered very specific issues.  I also appreciate my fellow supervisors who attended the training.  We developed a level of trust with each other and with Laura that I hope will continue as we continue to meet occasionally. (Karen Hogenboom)

13. Next Steps • Budget request for spring 2009 • Retreat: • Wednesday, February 18 • Thursday, February 19 • Sessions: • Tuesday, March 31, morning • Thursday, April 23, afternoon • Tuesday, May 5, morning • Thursday, May 28, afternoon • Lunches (to be scheduled with UL and AULs) • Request lunch this fall for spring 2008 participants