As an aspiring manager, you are faced with a demanding task, with which numerous questions arise: How do I behave towards colleagues? How do I gain trust and respect? Which leadership style suits me and how do I lead confidently? Learn in our seminar from colleague to supervisor how to find your way in your new leadership position, what challenges you will face, how to master this leadership role with new competences in order to successfully complete the role change from employee to supervisor.
Course content: Seminar from colleague to superior
Taking on a new leadership role and assuming leadership competence
Getting to know the new areas of responsibility
What expectations will be placed on me?
Clarify self-image and role as a leader
Determining leadership style and values
What types of leadership are there?
What values are lived in the company?
Developing a personal understanding of leadership
Dealing with my employees
How do acceptance and authority develop?
Balancing act of closeness versus distance to former colleagues
Recognising group dynamic processes
How to deal with older employees
What are my tasks?
Targeted use of leadership tools
Developing through delegation
Setting goals and agreeing on objectives
Knowing who to motivate and how
Challenges due to career changes
Insecurities and fears of employees
Dealing with different personalities
Perceiving and resolving potential conflicts
Using role models for orientation
Demanding feedback from superiors and employees
Find an independent mentor
The seminar from colleague to supervisor and your benefit from it
With the help of the seminar from colleague to supervisor, you will receive support to successfully master the role change to the aspired leadership position. In this training you will learn how to act as a superior in a convincing and level-headed manner.
In our seminar from colleague to supervisor you will get an overview of the different leadership styles, leadership principles and behaviours. From this you will develop your own personal and authentic approach.
You will harmonise your own understanding of leadership with the values of your company as well as the different personalities and the view of your employees.
In our seminar from colleague to supervisor you will learn about the expectations and demands that are placed on you
You are familiar with the tasks you want to fulfil in your leadership function
The seminar from colleague to supervisor shows you how to deal with the leadership tools that are available to you in your new role
Methodology and didactics: seminar from colleague to supervisor
The seminar content offers a lot of space for the participants to reflect on themselves and their own leadership behaviour. It is important that practical exercises are used to try out different ways of behaving and to receive feedback on this from the lecturer and the group of participants. In addition, the seminar from colleague to superior consists of individual and partner work, case studies with practical relevance and input from the lecturer. Seminar documents of the seminar from colleague to supervisor round off the event and serve to sustainably secure what has been learned.
Target group of the seminar from colleague to superior
This face-to-face seminar is aimed at aspiring managers who have recently been promoted to the role of supervisor and have already assumed a certain degree of leadership responsibility. In addition, this seminar from colleague to supervisor is aimed at junior managers who want to prepare themselves for their upcoming leadership tasks in the near future.
Dates & locations for the seminar from colleague to supervisor
You would like to hold the seminar from colleague to superior in your company as an in-house seminar? That is of course possible! We will be happy to prepare an individual offer that meets your content priorities, your specified time frame and other wishes. Please send your in-house enquiry to: email@example.com
further recommendations on "Seminar: From colleague to superior
5 tips to master the leap from colleague to supervisor
Done! The career leap has been made and you are about to dive into the role of the boss and fill it with life. With the following 5 tips you will successfully follow this path, master leadership tasks and manage change.
1. describe how you wanted your department head to be in your new position at the time.
Try to understand the needs and future expectations of your employees by putting yourself in their shoes. Nothing should be easier than this, as you were a colleague not long ago. Answer which of these aspects you would like to fulfil and which points you have good reason to disregard.
Reflect on yourself
Analyse what strengths and development potential you see in yourself. Identify what it is that drives you and what your goals are. Define the goals in relation to yourself, your department and the management of your staff. 3.
3. seek regular exchange with your boss.
Continuous consultation with your boss allows you to narrow down how far your authority and scope of action extend. At the same time, such conversations demonstrate that you are aware of your role as a liaison between your staff and upper management.
4 Talk to your staff
In addition to communicating with your own bosses, talking to each member of your team is equally important. What has worked well in the past from the employees' point of view? What aspects motivate them and can you take them on? Likewise, you should understand what qualities were criticised about your predecessor and what they want to change.
5 Find a mentor
A neutral coach whose personal and professional interests do not overlap with your own will be a great asset to your development as a leader. Many companies have mentoring programmes in which sparring partners from other business areas are arranged so that conflicts of interest are excluded in advance.
Qualities you need as a prospective manager on your way from employee and colleague to supervisor
Create freedom: Trust in the abilities of your employees and create free spaces in which they can develop and take responsibility. Managers alone will not manage to do everything themselves!
Tolerate mistakes: Create a departmental culture in which mistakes are allowed. Only when something is allowed to go wrong can development take place. Employees who don't make mistakes don't test their limits and don't create innovation for your business unit.
Beable to listen: Managers often fall into the fallacy of equating listening with passivity and inactivity. Only those who gather and interpret information will be able to position themselves and make differentiated decisions.
Show fairness: Collegial friendships do not have to be terminated just because you have climbed the career ladder; especially now you should cultivate them! However, it is important that you do not tolerate any special treatment and that the same rules apply to all employees.
Be curious: Use the exchange of experiences with junior managers who are in comparable situations as coaching. Learn what solutions they have applied to issues you are familiar with from your everyday leadership. Only if you are open to new approaches will you succeed in developing the necessary visions for your department.
Tip: In our from colleague to supervisor seminar, you can benefit from a lively exchange of experiences with aspiring managers.
6 steps from the seminar from colleague to supervisor
The rise from employee to boss is complex and individual. The path to follow depends on the culture of the company, your self-image as a manager and finally the behaviour of your employees. Nonetheless, there are six essential steps to be taken in the seminar from colleague to manager:
Step 1: Define your understanding of leadership
Your personal leadership style results from your values, skills and experience. It becomes unique and makes you unmistakable as a superior. In a second step, you bring your understanding of leadership into line with the culture, value system and strategies of the company.
Step 2: Conduct appraisal interviews
You can only find out what your employees think through appraisal interviews, which are best conducted in the form of one-on-one meetings. You get to know their motives, wishes and demands. At the same time, you have the opportunity to establish your leadership role and communicate your ideas.
Step 3: Managing staff according to strengths and weaknesses
You know your former colleagues and current employees well; so you also know their strengths and weaknesses. Use this knowledge to delegate tasks in a targeted way. On the one hand, the work should be challenging and allow each individual to leave their personal comfort zone. On the other hand, delegation should not lead to permanent overload and, as a consequence, resignation.
Step 4: Maintain friendships, keep your distance
Over the years, you have formed acquaintances and networks with your previous circle of colleagues. Your promotion now puts you in a special position, which automatically brings with it a certain distancing. It is all the more important to cultivate the existing contacts, but at the same time, for reasons of fairness, make a clear separation between professional and private life.
Step 5: Bring former competitors on board
Probably other colleagues have applied for your job. Try to resolve the winner and loser roles by addressing the situation openly with those concerned. While everyone should accept that you are now in the leadership position, at the same time you should express your appreciation by offering a new challenge.
Step 6: Managing Conflict
Managing conflicts will now be part of your responsibilities. Do not be afraid of this; sitting it out is not an option anyway. It is inevitable that from time to time you will have to make unpleasant decisions and deal with the consequences. It is crucial that you always clearly justify your steps and can identify with them.
Do you have questions about our seminar From Colleague to Supervisor? Let us advise you today on your next further training and contact us. We look forward to your call or email!
Registration for the event: Seminar From Colleague to Supervisor
The evaluations of our seminars, webinars and workshops are given by the training participants. Following each training event, participants provide written feedback via a digital questionnaire. The customer testimonials mentioned on our website are also taken from these questionnaires.
Calculation of the overall evaluation
The total of eight evaluation criteria, which are collected by means of a questionnaire, result proportionately in the calculated overall evaluation.
I was very satisfied with the professional expertise of the seminar leaders! A super event!
S. Betz, AWO Kreisverband Düsseldorf e. V.
The working atmosphere in this seminar was absolutely appealing and the methodical implementation very good!
M. Wellkamp, agn Niederberghaus & Partner GmbH
Topics were taken up that suited my individual situation. I really liked this kind of agile seminar agenda.