Page 3 - Supervisor Orientation Handbook version 2
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SECTION ONE: STANDARD OF CONDUCT


                        CLIFF’S TEAM MEMBER DEVELOPMENT PHILOSOHPY


        OVERVIEW

        To develop the best qualities in Managers, Supervisors and team Members by teaching them the

        necessary skills with the expectation that they become better equipped by the training that
        has been provided.


        THE TRAINING PROCESS
            A.  SHOW THEM WHAT TO DO AND TELL THEM WHY:

                     As we train according to their job responsibilities, we define clearly “what” is to be done.
                       The training process should include the beneficial aspects of their job and expectations of
                       rewarding experiences. The “why” should be clearly defined and include a detailed

                       explanation of the reasons for fulfilling their responsibilities.
            B.  SHOW THEM “HOW”
                     The best tool for instruction is by example, explaining each step. In every degree that we
                       train, we must be the example ourselves so that they will have a model to follow using
                       practical how-tos with practical applications. We must present ourselves as ones with

                       supreme character at all times. We must provide every resource needed to show them how
                       to perform their best. Our knowledge and time is their best resource. Our goal must be to
                       find the best in each person. We must present ourselves as people with supreme character
                       at all times.

            C.  GET THEM STARTED
                     We must then “get them started” in whatever they are able to do and stay very involved
                       looking for opportunities for further training. We are to help them in every new situation.
                       We must supply the resources and create conditions that allow people to develop their
                       skills for the job.

            D.  KEEP THEM GOING
                     After they begin to carry out their responsibilities, “keep them going” by overseeing their
                       work; give them help as necessary and encourage them to do their best. Use their

                       shortcomings as opportunities to train. Receive and use their input as a means of improving
                       the company’s training development program.
            E.  AND FINALLY,
                     We should train them in a way in which they themselves can train up others. After they
                       have become established in their positions, challenge, encourage, teach and give them

                       opportunity to train others. Help them develop their own leadership skills.


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