Build supervisory leadership skills.
Give supervisors the tools to succeed.
Grow more long-term leaders.
You run a solid operation with good equipment, proven processes, and safety standards that work. But your supervisors are learning how to manage people through trial and error. On your best employees.
Some teams perform consistently while others struggle with identical equipment and processes. Good people walk out for competitors where supervisors know how to connect with them. Problems that should be solved on the floor keep landing on your desk.
Inconsistent Results Between Teams Same equipment, same processes, but wildly different performance because each supervisor leads differently.
Good People Leaving for Better Supervisors Employees don't quit jobs - they quit supervisors who don't know how to value or develop them.
Problems Escalating Instead of Getting Solved Without leadership confidence, supervisors either bring you everything or try to handle things alone and make them worse.
We've worked with major industrial operations and seen what transforms technically skilled people into leaders employees want to work for. The solution isn't hope - it's systematic development.
Build People Skills Foundation
Your supervisors learn the seven skills employees actually want from them (technical skills rank last).
Develop Leadership Confidence
They discover how to coach and motivate instead of just giving orders, creating teams that solve problems independently.
Create Consistent Leadership
All supervisors learn the same proven approach, eliminating performance variations while building unified team culture.
Our comprehensive 58-week program gives supervisors the people skills that create consistent performance:
Trust-building techniques that keep good people engaged
Coaching skills that develop team problem-solving capabilities
Communication methods that prevent issues from escalating
Safety leadership that creates genuine buy-in, not just compliance
The best part? Delivered in under 10 minutes a day with zero operational disruption.
For 30 years I've been in some type of management position and have seen myself in a lot of the segments discussed in this program. But now I have new tools and techniques to get better results.
This was such an eye-opener for me in the way I approach people, and my attitude. This is some of the best training I've ever been involved with.
I think it's a great program. I wish I'd had it earlier in my career. I will use these tools on a daily basis.
Module 1: Know Your Role
Your supervisors discover the seven skills employees actually want from them (technical skills rank dead last). They learn why being a "gunslinger" who handles everything alone destroys team cohesiveness, and how to become the example they'd want to work for.
Module 2: Become Premium-Brand
Your supervisors understand they already have a brand - the question is whether employees see them as "budget-brand" or "premium-brand." They learn what makes the difference and how to build engagement that keeps good people around.
Module 3: Focus Down, Not Up
Your supervisors stop trying to impress you and start focusing on their team. They learn why people don't leave jobs - they leave supervisors - and discover their three critical actions that elevate their effectiveness immediately.
Module 4: Create Elite Teams
Your supervisors learn what separates elite teams from ordinary ones: certainty and trust. They discover the three types of supervisors and why only one creates elite-level performance. They get tools for setting standards, identifying team strengths, and building mission focus.
Module 5: Selling the Safety Brand
Your supervisors learn how to get genuine buy-in to safety instead of just compliance. They discover how to "sell" safety by getting permission to help people be better, and learn what benefits employees actually get from working safely.
Module 6: Motivating Your Team
Your supervisors learn what really motivates people (hint: it's not money). They discover the six things more important to employees than pay, and how to use safety meetings the way sports teams use pre-game talks - to build buy-in and enthusiasm.
Module 7: The Supervisor As Coach
Your supervisors learn how to replace chasing people with coaching and mentoring. They discover why consistency builds trust, how conversations matter more than commands, and four things they should be talking about in safety meetings to make them actually effective.
If you don't act: Your supervisors will keep experimenting on your employees, good people will leave for competitors with better leaders, and performance will remain unpredictable while you handle problems that should be solved on the floor.
Take action now: Give your supervisors the systematic training that transforms technical experts into leaders people want to work for.
Choose your biggest challenge above to get started, or contact us directly to discuss your specific situation.
The program is led by Kevin Burns, founder of the PeopleWork Supervisor Academy. Kevin is the author of the international bestseller, PeopleWork: The Human Touch in Workplace Safety, and The CareFull Supervisor. All the video learning segments feature Kevin as the host. And he also leads every live coaching session on Zoom.
As for starting numbers, a cohort of 12-15 people is the perfect size for this program. They can include supervisors, lead hands, forepersons, shift leads, managers, and even senior leaders. Got 12? Let's get started.
