SUPERVISORS 2018 - A complete guide to how you, your team, your organisation can achieve growth, improve performance and build capacity - AIM WA
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LEARNING PATHWAYS FOR FRONTLINE LEADERS AND SUPERVISORS 2018 A complete guide to how you, your team, your organisation can achieve growth, improve performance and build capacity.
Continuous Improvement is a common ambition. It applies FOR YOU …
to individuals, to teams, to systems and processes and FOR YOUR TEAM …
even to entire organisations.
FOR YOUR ORGANISATION
Continuous Improvement is also a journey not a destination – no two individuals start from
the same position because we have all had different experiences, families, work histories
Decisions about what professional development is done are
and exposure to learning opportunities. This means the next phase of the journey will be taken by many people inside organisations. Typically, the
different for each of us – some elements will be common, but overall, each development decision makers fall into three categories – the individual,
pathway will be unique.
their line manager or the HR Professional.
These learning pathways offer a range of options, regardless of your current level of
competence, to acquire the practical skills required of the modern professional. These pathways have been prepared with all three decision-makers in mind
because we know all three have the same key drivers – to grow, to improve
So choose wisely and individually. Consider the destination and the range of pathways that
performance and to build capacity for the future.
might lead you there. Seek advice from trusted colleagues, mentors or an AIM WA advisor.
Then commit fully to the journey.
Play to Your Strengths
Consider the role of an AFL Full Forward or Netball Goal
Shooter. Usually, their key strength is scoring goals.
Would you like them to be the best in the league
at scoring goals, or to have a good all-round game?
Most coaches want them to be brilliant at scoring.
This poses the question for you. Should you plan
professional development to enhance your strengths
or address your weaknesses? Contemporary research
indicates a strengths-based model is the best option
– unless, the weakness is mission critical to the role.
The theory goes that the effort required to address
a weakness will be substantial and will result in only
marginal improvements in performance. However,
additional development on areas of strength has the
potential to provide significant productivity gains
and/or competitive advantage.
TAKE THE NEXT STEP
ON YOUR LEARNING JOURNEY
REFLECT on your professional development needs. Where are the gaps? What development would have the most significant impact?
REVIEW the options below. Select the ones with the closest match to your needs. Go to aimwa.com for more details
or call +61 8 9383 8000 for more information.
SHARE with colleague team manager
BOOK the training at aimwa.com or call +61 8 9383 8000 and schedule the dates in your diary.
Personal Work
Priorities and
Professional
Development Creating a
CHOOSE YOUR
Manage
Projects (1 day) High Performance
QUALIFICATION PATHWAY:
Team
(1 day)
(1 day)
= BSB42015 Certificate IV in Effective
Continuous
Leadership and Management Improvement Workplace
Relationships Q =
= BSB51915 Diploma of (1 day)
(1 day)
Leadership and Management
Program can link to
Then choose either: LEARNING PATHWAYS FOR a Nationally Recognised qualification
= Intensive Option Leading
Customer Service
FRONTLINE Operational Plans
a 5 day block of training using
(1 day) LEADERS (1 day) BL =
a project-based assessment
= Flexible Option This premium program uses a blended learning
a series of 1 or 2 day modules
)
Th
ys approach which includes face-to-face sessions,
Leading a ro
eF
with a choice of dates and (5
da
n tlin Workplace access to our online learning platform and 12 months
Diverse
ve
Leader - Intensi
a workplace-based assessment Workforce e Leadership Professional Membership of AIM WA. Learn more at
(1 day) (1 day) aimwa.com/blendedlearning
The programs in each qualification pathway
are competency based, so after successful
completion of the assessment requirements you Manage Building and
People Sustaining
could gain a Nationally Recognised qualification. Performance Innovation
Introduction
(1 day) to Emotional (1 day)
Intelligence
(2 days)
The real work of implementing an organisation’s goals and ambitions is done by leaders closest to the frontline. Supervisors,
team leaders, leading hands and others in frontline leadership roles have the potential to have a significant impact on the organisation’s
success. The AIM WA Frontline Leader program has become an iconic and essential development pathway for everyone wanting
to succeed as a supervisor – regardless of their industry or sector.
PROGRAMS FOR 2018 ADDITIONAL PROGRAMS
INTENSIVE OPTION Creating a High Performance Team (#618) Leading Customer Service (#236)
TO CONSIDER ON YOUR JOURNEY
Q Q
The Frontline Leader – Intensive (#650) Mar 9, Jun 11, Aug 27, Nov 23 Mar 28, May 28, Aug 13, Dec 10 New Supervisor (#606)
Q BL Q
Intake 1: Feb 19-23, Intake 2: May 14-18, Most of us work in teams; this program examines strategies Organisations that deliver exemplary customer service are Jan 30-31, Feb 27-28, Mar 15-16, Apr 23-24, May 16-17,
Intake 3: Sep 3-7, Intake 4: Dec 3-7 to ensure your team work effectively together to achieve well led. Their service culture is guided by leaders who set Jun 11-12, Jul 11-12, Aug 9-10, Sep 17-18, Oct 17-18,
This intensive program is the essential development a set of goals and objectives. Performance outcomes, the expectations, role model appropriate behaviours and monitor Nov 12-13, Dec 13-14
experience for managers, supervisors, team leaders and skills and knowledge required to promote team work and the service delivery. Effective introductory training enables supervisors to reach
frontline managers. It combines exposure to contemporary development of team plans are discussed and modelled on their optimum level of effectiveness faster than those who
this program. Leading a Diverse Workforce (#620)
business and management practices with a stimulating Q simply learn on-the-job or are ‘thrown in at the deep end’.
Mar 16, Jul 23, Oct 24
learning environment and practical workplace application. Personal Work Priorities and Professional This program explores the relationships between supervisor
Q Most people agree that diversity is a good thing for a and worker. It shows group or team leaders the functions
FLEXIBLE OPTION Development (#617)
workplace. However, few recognise that it can be more of effective groups or teams and how to weld together
Mar 19, Jun 26, Sep 26 demanding to manage such a group of people and to realise
Workplace Leadership (#605) concerns of task, team and individuals to achieve identified
Q The increased pace of life in the workplace and home the full benefits from diverse thinking and perspectives. objectives.
Jan 31, Mar 2, Jul 5, Sep 28, Nov 12
is placing mounting pressure on workers. This practical Increase your toolkit of leadership skills for thriving on
Responsible leadership is a pre-requisite for high performing Program can link to:
program aims to equip participants with the skills and diversity through attendance on this program.
teams. This program focuses on creating an understanding BSBSS00033 Aspiring Supervisor Skill Set
knowledge necessary to face choosing and setting priorities
of the role of the leader in a modern organisation. Flexibility head-on, set realistic goals and targets, organise work Manage People Performance (#611)
Q Experienced Supervisor (#616)
and the capacity to apply a range of leadership styles is activities and achieve work life balance whilst meeting Mar 12, Aug 24, Oct 16 Q
critical. Feb 7-9, May 7-9, Aug 14-16, Nov 6-8
agreed goals and expectations. Managing the performance of others is an ongoing cycle of
This program builds on existing key skills and knowledge
Operational Plans (#614) planning with people what they are to achieve, helping them
Q Manage Projects (#612) of people management. It examines at a greater depth
Feb 5, May 14, Jul 27, Oct 8 Q with their day-to-day activities, reviewing their performance
Feb 26, May 24, Sep 17, Dec 14 communication issues, leadership, the changing role of
and collaboratively helping them to meet required outcomes
Planning at the organisational level sets the direction supervisors, leading team meetings, managing workplace
Project management has become a critical managerial as well as ensuring they develop their skills and knowledge.
and influences activities at the team and individual level. relations and implementing change. Attendance will enable
competency. This practical program provides an overview of
Effective implementation of an operational plan can Introduction to Emotional Intelligence (#160) a supervisor to maximise their own potential and that of
the process for those involved in low value, low risk projects.
contribute towards better performance and improved Q their staff.
The content includes a conceptual understanding of the four Mar 22-23, May 24-25, Jul 16-17, Sep 27-28, Nov 26-27
processes and production within an organisation. phases of project management - initiation, development, Program can link to:
How we manage our own emotions and empathise with the
implementation and finalisation. BSBSS00043 Key Management Skill Set
Effective Workplace Relationships (#627) emotions displayed by other people can have a dramatic
Q impact on our effectiveness at getting things done with
Jan 23, Apr 9, Aug 3, Nov 5 Continuous Improvement (#625)
Q and through people. By increasing our knowledge and
For any business department, team or group to work Feb 2, May 11, Aug 6, Nov 1 intelligence around emotions, we become better equipped to
effectively, it is important to ensure that good workplace Relentless change and the pressure of market forces place sense and respond in the workplace and at home.
relationships exist. This program looks at how we can increased demands on organisations to continuously
create the effective workplace relationships that ensure the improve their products and services. To remain competitive, Building and Sustaining Innovation (#626)
Q
people we manage become more effective through better organisations must continually seek ways to proactively Mar 13, Jun 29, Aug 29, Oct 22
communication, access to relevant information, and deliver a improve all aspects of their business, including workplace Innovation is an over-used word in modern organisations.
better quality service. relationships, processes, products and services. Yet it remains an important ingredient of a successful team.
This program adopts a practical perspective and explores
ways to embed innovation into the culture of the team.
OTHER LEARNING PATHWAYS TO EXPLORE
• Technical Professionals
• Sales and Marketing Professionals
• Office Managers and Administrators
• HR and Training Professionals
• New and Experienced Managers
• Current and Emerging Leaders
• Computing in the Workplace
CUSTOMISED TRAINING GIVES YOU THE EDGE
Open programs can be very effective when you have a small number of people
and you want them exposed to a diverse range of participants.
However, if you require the training to be aligned to the specific needs of your
organisation, then a tailored solution is best.
We offer a personalised service with a dedicated Client Relationship Manager and
consultants who can diagnose, design, deliver and evaluate to your requirements.
ENROL TODAY
Find and book programs at aimwa.com
or call +61 8 9383 8000.
BECOME A MEMBER
AIM WA membership opens doors.
Lead yourself to aimwa.com to find out more.
FOLLOW US 76 Birkdale St, Floreat WA 6014
Linkup with AIM WA, and follow and tweet aimwa@aimwa.com
with AIMinWA.
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We strive for long term success with people and the environment National Provider No. 0058
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